Correlates of turnover intention among nursing staff in the COVID-19 pandemic: a systematic review

Abstract

Background During the COVID-19 pandemic, shortage of nursing staff became even more evident. Nurses experienced great strain, putting them at risk to leave their jobs. Individual and organizational factors were known to be associated with nurses’ turnover intention before the pandemic. The knowledge of factors associated with turnover intention during the pandemic could help to foster nurses’ retention. Therefore, this review aims to identify factors associated with nurses’ turnover intention during the COVID-19 pandemic. Methods After a systematic search of six databases, the resulting records were screened in a two-step process based on pre-defined inclusion and exclusion criteria. The included quantitative studies were synthesized qualitatively due to their methodological heterogeneity. Results A total of 19 articles were included in the analysis. Individual factors such as health factors or psychological symptoms and demographic characteristics were associated with nurses’ turnover intention. Organizational factors associated with turnover intention were e.g., caring for COVID-19 patients, low job control or high job demands, and moral distress. Resilience and supporting leadership could mitigate adverse associations with turnover intention. Conclusions The results help to identify high-risk groups according to individual factors and to develop possible interventions, such as trainings for nurses and their superiors, addressing individual and organizational factors. Future research should focus on longitudinal designs applying carefully defined concepts of turnover intention.

Inclusive leadership can improve nurses’ psychological ownership and reduce their turnover intention under the normalization of COVID-19 prevention

“…In terms of demographic characteristics, some results were not consistent with previous studies, which may be due to different cultural conditions, family structures, and gender roles of nurses in different countries and settings ( Tolksdorf et al, 2022 ). In terms of age, the difference in inclusive leadership, psychological ownership, and turnover intention scores were statistically significant, which was not consistent with Tolksdorf’s research.…”

“…This study aimed to identify how nurses in different hospital settings, age, marital status, educational background, work relationship, and experience feel about their leadership, their sense of psychological safety, and their tendency to quit. This study also examined the relationship between inclusive leadership, psychological ownership, and turnover intention, and verified the In terms of demographic characteristics, some results were not consistent with previous studies, which may be due to different cultural conditions, family structures, and gender roles of nurses in different countries and settings (Tolksdorf et al, 2022). In terms of age, the difference in inclusive leadership, psychological ownership, and turnover intention scores were statistically significant, which was not consistent with Tolksdorf 's research.…”

The COVid-19 pandemic through the eyes of pediatric nurses: A qualitative study

“…It is difficult to measure turnover resulting from the pandemic; the literature shows study of turnover intent rather than actual turnover since the COVid-19 pandemic is ongoing. Tolksdorf et al's (2022) systematic review summarized turnover intent and risk factors largely related to work experience level and perceived control over work environments. These findings can help define targeted interventions for empowering nurses.…”

Factors Influencing Turnover Intention among Nurses and Midwives in Ghana

“…About half of the global shortage of healthcare workers is attributable to nurses and midwives [1]. Tis has been heightened by the COVID-19 pandemic with its associated high workload, frequency of nurse absenteeism, increased levels of burnout, and turnover intention [3][4][5][6]. Mosallam et al defned turnover intention as "the fnal cognitive step leading to actual turnover and that it is the main factor impacting turnover" [7].…”