The mediating effects of job satisfaction on turnover intention for long-term care nurses in Taiwan

Abstract

This study provides nursing administrators with a resource to build a supportive environment to increase nurses' job satisfaction and to decrease their stress and turnover.

From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

“…), and obtaining and maintaining these resources is related to lower levels of burnout. Prior research (Leka & Jain, 2010; Moura et al, 2014; Scanlan & Still, 2013) has reported that the reduction of burnout syndrome leads to greater job satisfaction, a variable that is recognized not only for its mediating role between work stress factors and TI (Ferreira et al, 2017; Kuo et al, 2014), but also for its potential to decrease withdrawal cognitions in different occupational groups (Allisey et al, 2014). On the contrary, the results suggest that low justice perceptions produce a feeling of lack of control over work conditions and outcomes, thus generating an increase in burnout and a decrease in job satisfaction, which in turn fuels TI among individuals.…”

“…Also, based on a sample of Pakistani engineers and supervisors, Shaukat, Yousaf, and Sanders (2017) used structural equation modeling to prove that burnout mediated the association between relationship conflict and different outcome variables, including TI. Regarding job satisfaction as a mediator variable, Kuo et al (2014) showed that it significantly mediated the relationship between work stress and TI among long-term care nurses in Taiwan. Also, drawing on data from a sample of Chinese nurses, Feng, Su, Yang, Xia, and Su (2017) observed that social status exerted significant indirect effects on TI through job satisfaction.…”

“…Individuals suffering from emotional exhaustion, depersonalization, and/or lack of personal accomplishment at work will, understandably, experience job dissatisfaction, increasing their chances of developing TI (Kuo, Lin, & Li, 2014; Salessi & Omar, 2016). These withdrawal cognitions emerge as a coping mechanism triggered by the unpleasant situation, in a failed endeavor to elude it.…”

“…These withdrawal cognitions emerge as a coping mechanism triggered by the unpleasant situation, in a failed endeavor to elude it. In fact, over the years, numerous studies have examined the relationship between job satisfaction and labor turnover (e.g., Allisey et al, 2014; Kim & Kao, 2014; Kuo et al, 2014; Scanlan & Still, 2013; Zeffane & Bani Melhem, 2017), concluding that satisfied employees present low or no TI. Therefore, based on these antecedents, we posit the following hypothesis:…”

What Is the Role of Training and Job Satisfaction on Turnover Intentions?

“…A number of studies have also analyzed the mediating role of job satisfaction (i.e. Yousef, 2002;Wouter, 2009;Kuo, Lin, & Li, 2013). Hence, we can assume that job satisfaction will mediate the relationship between coworker support for training and turnover intentions.…”