Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession

Abstract

This longitudinal study among Registered Nurses has four purposes: (1) to investigate whether emotional, quantitative and physical demands, and family-work conflict have a negative impact on nurses’ perceived effort; (2) to investigate whether quality of leadership, developmental opportunities, and social support from supervisors and colleagues have a positive impact on meaning of work; (3) to investigate whether burnout from the combined impact of perceived effort and meaning of work mediates the relationship with occupational turnover intention; and (4) whether the relationships in our overall hypothesized framework are moderated by age (nurses categorized under 40 years versus ≥ 40 years old). In line with our expectations, emotional, quantitative, and physical demands, plus family-work conflict appeared to increase levels of perceived effort. Quality of leadership, developmental opportunities, and social support from supervisors and colleagues increased the meaning of work levels. In addition, increased perceived stress resulted in higher burnout levels, while increased meaning of work resulted in decreased burnout levels. Finally, higher burnout levels appeared to lead to a higher occupational turnover intention. Obviously, a nursing workforce that is in good physical and psychological condition is only conceivable when health care managers protect the employability of their nursing staff, and when there is a dual responsibility for a sustainable workforce. Additionally, thorough attention for the character of job demands and job resources according to nurses’ age category is necessary in creating meaningful management interventions.

Occupational Precariousness of Nursing Staff in Catalonia’s Public and Private Nursing Homes

“…This characteristic is in line with the general trend in the labor market, whereby younger people suffer worse working conditions, with greater instability and lower wages [5]. This finding agrees with previous literature that points out that the years spent in nursing favor a major satisfaction and adaptation with the work environment [29,30]. On the other hand, our results also show that nurses and nursing assistants working in privately owned or managed nursing homes also suffer greater precariousness.…”

Analysis of the Risk and Protective Roles of Work-Related and Individual Variables in Burnout Syndrome in Nurses

“…In terms of psychological variables, our results show a negative association between burnout and various factors of emotional intelligence [49,56], self-efficacy [36], social support [46], communication skills [41], and self-esteem [33]. However, in the perceived stress scale, we found a…”

“…In terms of psychological variables, our results show a negative association between burnout and various factors of emotional intelligence [49,56], self-efficacy [36], social support [46], communication skills [41], and self-esteem [33]. However, in the perceived stress scale, we found a positive relationship between high levels of burnout and factors associated with conflict, irritability, fatigue, overburden, fear, and anxiety [59].…”

“…Borg et al [45] found that nursing workers with burnout felt less socially supported than professionals without it. Therefore, the perceived social support of peers and superiors affects the healthcare resources of the healthcare professional, which, in turn, influences burnout levels [46]. Research has also indicated that good communication and relationships between team members and their superiors constitute a protective variable against burnout [47] and that having the support of colleagues with more experience reduces the intention to leave the job among the most inexperienced nurses [48].…”

Emotional well‐being and work engagement of nurses who moonlight (dual employment) in private hospitals

“…Given the myriad occupational stressors of nursing itself, from personal through to systemic (Adzakpah, Laar, & Fiadjoe, 2016;Coetzee, Klopper, Ellis, & Aiken, 2013;Khamisa, Peltzer, Ilic, & Oldenburg, 2017;Khamisa, Peltzer, & Oldenburg, 2013;Khunou, & Davhana-Maselesele, M., 2016;Van der Heijden, Brown, & Xu, 2019;Wentzel & Brysiewicz, 2018) plus the challenges of moonlighting, we question the emotional well-being of moonlighting nurses and their work engagement. Although there are studies on the emotional well-being of nurses in general (Coetzee et al, 2013;Gómez-Urquiza et al, 2019;Khamisa, Oldenburg, Peltzer, & Ilic, 2015;Lizano, 2015;Monsalve-Reyes et al, 2018;Pradas-Hernández et al, 2018; Colff & Rothmann, 2014), very little is known about the many who moonlight (Rispel et al, 2014;Russo, Fronteira, Jesus, & Buchan, 2018).…”