Aim This meta‐analytic review aimed to synthesize and analyse studies that explored the relationship between nurses’ work–family conflicts and turnover intentions. Design This meta‐analytical review was conducted according to the Joanna Briggs Institute guidelines and PRISMA checklist. Data Sources A total of 191 (k = 14) publications published between 2005 and 2019 in English, including grey literature on turnover intention and work–family conflict, were retrieved from PubMed, PsycINFO, Web of Science, ProQuest and Scopus databases. Review Methods Studies on the relationship between work–family conflict and turnover intention were summarized. Results An overall effect size of r = .28 (N = 5781, 95% CI [0.23−0.33]) was obtained, indicating a moderate, positive and significant relationship between work–family conflict and turnover intention. The moderator analysis showed that individualism and long‐term orientation accounted for 90% of effect size heterogeneity of work–family conflict and turnover intention relationship. Conclusion Exploring the correlation between work–family conflict and turnover intention can provide guidelines and recommendations for the development of strategies to promote nurse retention and alleviate the nursing shortage. National culture, particularly individualism and long‐term orientation, were found to play a significant moderator role in this relationship. Cultures that are highly individualistic and have a long‐term orientation have a diminishing effect on the relationship between work–family conflict and turnover intention. Impact Work–family conflict and turnover intention are significantly correlated factors regardless of the studies’ cultural characteristics examined in this study. Policymakers and managers should consider this finding and develop strategies that provide a balance‐oriented work design to prevent nurse shortage.

Aims To propose a theoretical model of social loafing behaviours and to examine the effects of compulsory citizenship behaviours and turnover intention on nurses' social loafing behaviour. Method This cross‐sectional study included 264 nurses working in public hospitals in Istanbul, Turkey. The data were gathered by using a snowball sampling method and analysed using descriptive statistical analyses, F test, t test, Pearson's correlation analysis and multiple and hierarchical linear regression analyses. Results Results indicated that compulsory citizenship behaviours were positively associated with turnover intention and social loafing. Turnover intention fully mediated the relationship between compulsory citizenship behaviours and social loafing. Conclusion Nurses who exhibit compulsory citizenship behaviours have developed turnover intentions to conserve their well‐being, which led to social loafing as a resource recovery tactic. Implications for Nursing Management Training should be provided for managers and nurses to raise awareness about the possible negative effects of compulsory citizenship behaviours. To manage social loafing and turnover intention, effective and proactive solution‐oriented strategies should be implemented.

Today"s organizations are more flexible, creative, innovative and decentralized than past organizations. Constructive deviant workplace behaviors have a vital importance for organizations in terms of their positive effects. Although numerous researchers in the literature have tried to determine and clarify antecedents and consequences of constructive deviant behaviors, studies on both psychological ownership and constructive deviance are limited. In this respect, after a literature review on the concept of constructive workplace deviance, this paper provides a theoretical framework on some rarely studied predictors (i.e. psychological ownership, participative decision making, person-organization fit, idealism, justice perception), where psychological ownership is supposed to play a mediator role. Managerial and further research implications are provided.

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In today's business world, competition with other organizations is inevitable; even it is essential for sustainable existence. In this respect, to gain competitive advantage, some humanrelated factors come to the forefront of the war; one of these factors is innovative workplace behaviors. To this end, satisfied employees are necessary for organizations to go beyond their formal job specifications (Donavan, Brown, & Mowen, 2004;

Although numerous researchers in the literature have tried to show that low levels of supervisory support contributing to job burnout and turnover, the moderating effects of supervisor support and subjective vitality on this interaction still keep unclarified. This paper examines the effect of burnout on turnover intention of 295 employees, who are employed in Turkish health sector. It is also aimed whether supervisor support and subjective vitality have moderating effects on job burnout-turnover intention relationship. The findings show that the two dimensions of burnout namely emotional exhaustion and depersonalization positively affects turnover intention. Moreover, the moderating effects of supervisor support and subjective vitality on the relationship between burnout (emotional exhaustion and depersonalization) and turnover intention are statistically significant. Specifically, the levels of subjective vitality and supervisor support increases, the burnoutturnover intention relationship gradually strengthens. Managerial applications and further research directions are provided.

Purpose The purpose of this paper is to explain the effect of perceived ethical leadership and perceived distributive justice on internal whistleblowing intention through trust in leader as a mediator. Design/methodology/approach Following an empirical design, data were collected from 1,296 employees of Turkish financial institutions, located in Istanbul. To test four hypotheses structural equation modelling was applied. Findings Results reveal that trust in a leader fully mediates the positive effects of both ethical leadership and distributive justice on the internal whistleblowing intention. Originality/value This study enhances the understanding of the ethical leadership perception and distributive justice affecting the internal whistleblowing intention in Turkey that is a developing country. Although numerous studies on whistleblowing have been conducted, this study’s originality and contribution lay in the examination of trust in the leader as a missing link between the direct relations.