The adaptation of the Nurse Turnover Intention Scale into Turkish: A validity and reliability study

Zeyrek, Arife Şanlıalp; Fidan, Özlem; Köktaş, Nesrin Çunkuş

doi:10.1111/ijn.13109

Cited by 4 publications

(2 citation statements)

References 24 publications

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“…Turnover Intention Scale: To evaluate employees' turnover intentions, a one-dimensional 10-item scale originally developed by Yeun et al (2013) and subsequently adapted into Turkish by Zeyrek et al (2023) was employed.…”

Section: Measurement Instrumentsmentioning

confidence: 99%

Reducing Turnover Intention through Organizational Trust and Self-Efficacy

Tosun,

Güner Kibaroğlu

2023

isarder

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Purpose–The aim of this study is to investigate whether there is a decrease in employees' intention to leave their jobs due to organizational trust, and whether employees' self-efficacy plays a role in enhancing or mediating the impact of organizational trust on turnover intention.Design/methodology/approach–This research was carried out with the convenience sampling method model, which is one of the quantitative research methods. To investigate how organizational trust impacts turnover intention and assess the mediating role of self-efficacy in this relationship, a total of 299 completed surveys were gathered from employees in the service sector. These surveys were then subjected to validity and reliability analyses, as well as bootstrapping procedures, using Smart PLS 4 and IBM SPSS 26.Findings–The findings verify the adverse impact of organizational trust on turnover intention. It unveils a noteworthy direct negative correlation between employees' organizational trust and their turnover intention. Furthermore, the results identify self-efficacy as a statistically significant and partially observed mediator between organizational trust and turnover intention.Discussion–By revealing that organizational trust plays a pivotal role in curbing employee turnover intention—an imperative concern for organizations—this study contributes to the existing literature. Furthermore, it sheds light on how employees' self-efficacy enhances this dynamic. Consequently, this research not only enriches scholarly understanding but also offers a valuable perspective for managerial consideration.

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Section: Measurement Instrumentsmentioning

confidence: 99%

Reducing Turnover Intention through Organizational Trust and Self-Efficacy

Tosun,

Güner Kibaroğlu

2023

isarder

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“…The thought or willingness of an employee to consciously resign from their current job or leave the career they are pursuing to find another job is referred to as turnover intention (Zeyrek et al., 2022). Interventions could be developed by focusing on the factors that influence turnover intention.…”

Section: Introductionmentioning

confidence: 99%

Missed Nursing Care as a Mediator in the Relationship between Career Calling and Turnover Intention

Cui

Zhao

et al. 2023

International Nursing Review

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AimTo explore the role of missed nursing care in mediating the relationship between career calling and intention to leave among nurses.IntroductionIncreasing nurse turnover is still a major concern in the global healthcare system. The most reliable indicator of turnover is turnover intention. It is crucial to understand its affecting elements to suggest measures to lower nurses’ turnover intention.BackgroundTurnover intention has been linked to career calling and missed nursing care. Little empirical research has investigated the possibility that missed nursing care mediates between career calling and turnover intention.MethodsA cross‐sectional survey of 347 nurses was conducted. The survey instruments included the General Information Questionnaire, Calling Scale, Missed Nursing Care Scale and Turnover Intention Questionnaire. Structural equation models were used to build the model. This study made use of the STROBE checklist.ResultsFor 43.8% of nurses, turnover intention was high or very high. Missed nursing care and turnover intention were negatively correlated with career calling. Missed nursing care and turnover intention were positively related. Missed nursing care mediated the relationship between career calling and turnover intention.DiscussionCareer calling and missed nursing care can both influence turnover intention. Career calling can reduce the likelihood of turnover by preventing missed nursing care.ConclusionMissed nursing care mediated the relationship between career calling and intention to leave.Implications for nursing and nursing policyNursing managers should improve nurses’ career calling through professional education and minimize missed nursing care by using electronic nursing reminder devices to reduce turnover intention.

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The Perceived Stress Scale is essentially unidimensional: Complementary evidence from ancillary bifactor indices and Mokken analysis

Pretorius

2023

Acta Psychologica

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The adaptation of the Nurse Turnover Intention Scale into Turkish: A validity and reliability study

Cited by 4 publications

References 24 publications

Reducing Turnover Intention through Organizational Trust and Self-Efficacy

Reducing Turnover Intention through Organizational Trust and Self-Efficacy

Missed Nursing Care as a Mediator in the Relationship between Career Calling and Turnover Intention

The Perceived Stress Scale is essentially unidimensional: Complementary evidence from ancillary bifactor indices and Mokken analysis

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