Intensive care units nurses' burnout, organizational commitment, turnover intention and hospital workplace violence: A cross‐sectional study

Abstract

Aims This study aimed to (1) assess the relationship between intensive care unit (ICU) nurses' burnout, organizational commitment and turnover intention, (2) examine the moderating effect of the organizational commitment on the relationship between ICU nurses' burnout and turnover intention, and (3) explore the prevalence and influencing factors of hospital workplace violence among ICU nurses. Design Cross‐sectional study design. Methods Data were collected from August to October 2020 and a convenience sample of registered nurses was recruited. To control common method biases, one‐month temporal separation, Harman's single‐factor analysis and method of latent variables were adopted. The moderating effect was tested by SPSS Hayes PROCESS Macro. Chi‐square and logistic regression were used to examine workplace violence data. Results Organizational commitment (β = −.23, 95% confidence interval −.45 to −.03) and continuance commitment (β = −.15, 95% confidence interval −.24 to −.16) have negative moderation effects on the relationship between emotional exhaustion and turnover intention. 77.7% of ICU nurses experienced workplace violence, male and staff nurses, and nurses with lower professional titles and shorter working years have greater odds of experiencing this violence.

Roles of doctor–patient relationship perception and job satisfaction in the impact of workplace violence on medical professionals’ turnover intentions in the early phase of COVID-19: a cross-sectional study in China

“…The incidence of WPV in this study was lower than that in a survey of Chinese physicians before the COVID-19 pandemic5 38 but higher than that in the same period 11. Turnover intention was also lower than that in pre-COVID-1925 39 and contemporaneous studies 40 41. Given that medical professionals in Beijing have high workloads, the gap between treatment outcomes and patients’ expectations may induce doctor–patient conflicts.…”

Violence against healthcare professionals in intensive care units: a systematic review and meta-analysis of frequency, risk factors, interventions, and preventive measures

“…Data acquisition was based on interviews or questionnaires [ 16 , 30 – 96 ]. Fifty-one studies described the questionnaires [ 31 – 33 , 36 – 44 , 47 – 70 , 72 – 80 , 82 , 91 – 94 ] with the majority using one of the following questionnaires (Workplace Violence Questionnaire [ 97 ] in 14 studies [ 31 , 32 , 36 , 40 , 50 , 52 , 54 , 59 , 64 , 65 , 67 , 72 , 76 , 82 ], the Nursing Incivility Scale [ 98 ] in two studies [ 62 , 96 ], and the Survey of Violence Experienced by Staff [ 99 ] in two studies [ 53 , 70 ]).

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“…While 18 studies presented data strictly from 12′614 ICU personnel only [ 16 , 17 , 24 , 35 , 44 , 46 , 61 , 63 , 69 , 71 , 73 , 74 , 78 , 79 , 81 , 82 , 88 , 90 ], 57 studies reported data from ICU HCWs as subgroups of larger heterogenic cohorts. Figure 1 presents the categorization of the included studies according to the reported findings.…”

Impact of transformational leadership on the person–organization fit of Chinese nurses: The moderating effect of emotional intelligence

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Nurse turnover is undeniably having an adverse impact on nurses, patients and organizations (Wang et al, 2023). The turnover of nurses leads to a shortage of nursing resources.

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