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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