The relationships between burnout, general wellbeing, and psychological detachment with turnover intention in Chinese nurses: a cross-sectional study

Abstract

BackgroundIt is critical to minimize nurse turnover to improve the quality of care and patient safety. In-depth investigation is required to better understand the factors related to nurses' turnover intentions.AimThis study aimed to determine the relationships between burnout, general wellbeing, and psychological detachment with turnover intention among nurses in China.MethodsA cross-sectional survey using convenience sampling was conducted in one hospital in China between January 2023 and March 2023. A total of 536 nurses were surveyed using the General Wellbeing Schedule (GWB), the Maslach Burnout Inventory scale (MBI), the Psychological Detachment scale, and the Turnover Intention scale. The collected data were analyzed using SPSS 26.0 statistical software. The chi-square test and binary logistic regression analysis were used to explore the factors related to turnover intention.ResultsOur data demonstrated that the turnover intention scores were 13 (10, 15.75), with 56% of nurses exhibiting a high level of turnover intention. Binary logistic regression analysis results indicated that being on a contract (OR = 4.385, 95% CI = 2.196–8.754), working in the pediatrics (OR = 2.392, 95% CI = 1.267–4.514) or obstetrics (OR = 2.423, 95% CI = 1.145–5.126) department, and experiencing burnout (OR = 1.024, 95% CI = 1.008–1.041) were associated with a heightened level of turnover intention. Conversely, organizational satisfaction (OR = 0.162, 95% CI = 0.033–0.787) and general wellbeing (OR = 0.967, 95% CI = 0.946–0.989) were identified as factors that hindered the intention to leave.ConclusionsFindings from this study suggest that nurses were employed on a contract basis, working in pediatric or obstetric departments, expressing dissatisfaction with the organization, reporting low general wellbeing, and experiencing high levels of burnout that require special attention. The identification of these risk factors can inform targeted interventions and support programs aimed at improving the wellbeing and retention of nurses in these settings.

Subgroups of relational job characteristics and their differences in turnover intention and subjective well-being among nurses: a latent profile analysis

“…Turnover intention, a willingness of employees to voluntarily leave a particular organization during the work period [ 7 ], can serve as the most effective predictor of the actual turnover behavior among nurses [ 8 ]. Meanwhile, as an important indicator to measure the quality of personal and social life, the studies found that subjective well-being can effectively improve nurses’ work enthusiasm and job satisfaction [ 9 , 10 ], and is also an important predictor of nurses’ turnover intention and actual turnover behavior [ 11 ]. Therefore, how to improve the subjective well-being of nurses and reduce their turnover intention from the perspective of positive psychology has become the focus of current nursing managers.…”

Subgroups of relational job characteristics and their differences in turnover intention and subjective well-being among nurses: a latent profile analysis

“…Subjective well-being is an important index to measure the quality of personal and social life [18]. Research shows that when individuals are at a high level of subjective well-being, it has a positive impact on work performance, team cooperation and interpersonal relationship [19][20][21]. As the important factors re ecting nurses' work enthusiasm and personal experience, the importance of nurses' turnover intention and subjective well-being is self-evident.…”