High-Risk Symptom Cluster Groups for Work-Life Quality and Turnover Intention among Nurses

Abstract

This cross-sectional study aims to identify high-risk symptom cluster groups for assessing the quality of nursing work life (QNWL) and turnover intention among Korean nurses who have experienced workplace violence. Nurses were recruited for an online survey in May 2021 ( n = 203). The following four symptom clusters are extracted: (a) depression–anxiety, (b) shame–somatization, (c) nightmare–loss of appetite, and (d) anger–shock. Three symptom cluster groups were identified. Group 1 had the highest score for the anger–shock symptom cluster, as well as the highest symptom scores and turnover intention. Group 2 had the highest score for the nightmare–loss of appetite symptom cluster and the lowest QNWL. Group 3 had a similar symptom cluster pattern to Group 1 but lower scores for all symptom clusters. Symptom monitoring and programs tailored to symptom cluster groups at the institutional level could be useful for managing QNWL and turnover intention.

Presenteeism and Chinese Clinical Nurses' Turnover Intention: The mediating role of Frustration and Job Burnout

“…In addition, job burnout has a signi cant mediating effect between presenteeism and clinical nurses' turnover intention, that is, presenteeism can also affect clinical nurses' turnover intention through job burnout [33].Presenteeism, as an abnormal work state, will seriously affect an individual's work e ciency. Research has found that under the state of employee attendance behavior, there is often a phenomenon of overtime completion, decreased quality and quantity of task completion, and impaired communication with colleagues [34].…”

How Strongly Does Intention Predict Behavior?

“…1 There is considerable benefit to the profession by studying factors that impact turnover among nurses, and WJNR has published several recent studies exploring turnover intention. [2][3][4] However, I would like to challenge authors to consider how they might also measure actual turnover and determine in which situations intention to leave becomes actually leaving the job or profession.…”