Job demands and resources as drivers of exhaustion and leaving intentions: a prospective analysis with geriatric nurses

Abstract

Background Nurses show a high prevalence of exhaustion and increased leaving intentions. With this study, we integrate established research about turnover intention with recent burnout literature and present a theoretical model that combines both. The aim of this study was to examine job demands (time pressure, social conflicts) and resources (job control, supervisor support, task identity, person-organisation fit) as drivers and health and age as moderators for the relationships between exhaustion and nurses’ organisational and professional leaving intentions. Methods We analysed data from a standardised paper-pencil questionnaire survey with a prospective, two-wave (12 months apart) study design. In total, 584 nurses participated at Time 1 (t1). The final sample at Time 2 (t2) was n = 222 nurses (38%; age: M = 41.1 years, SD = 11.0; 88% females). Results We identified time pressure as job demand and job control, task identity, and person-organisation fit as resources that drive the relationships of exhaustion (mean between both times of measures) and organisational and professional leaving intentions. The relationships to organisational leaving intentions decreased with nurses’ age and the relationships to professional leaving intentions increased for nurses who had poorer self-rated health. We found indirect effects of exhaustion for relationships between job demands and nurses’ leaving intentions. Relationships to exhaustion remained significant after adjusting for depressive mood. Conclusion Insights from this study can be used both by employers and employees. Redesigning work might be a promising approach to improve nurses’ well-being and retention in this profession. Geriatric care facilities should include the concept of person-organisation fit into their personnel selection process.

Configurational paths to turnover intention among primary public health workers in Liaoning Province, China: a fuzzy-set qualitative comparative analysis

“…Meanwhile, the motivation to acquire resources will be triggered, leading to their TI [ 9 ]. Previous research has shown that job demands and resources are directly related to TI and can indirectly contribute to TI through exhaustion and depersonalization [ 10 , 11 ]. In addition, lack of resources reinforces the relationship between job demands and exhaustion [ 10 ].…”

“…Previous research has shown that job demands and resources are directly related to TI and can indirectly contribute to TI through exhaustion and depersonalization [ 10 , 11 ]. In addition, lack of resources reinforces the relationship between job demands and exhaustion [ 10 ]. Studies have emphasized the versatility and flexibility of the JD-R model.…”

“…For job resources, after expending the effort, the working population usually expects to be rewarded with financial benefits, job security, workplace respect, or expectations of promotions [ 20 , 21 ]. When lacking rewards, employees experience reduced job satisfaction and engagement and may become exhausted, ultimately leading to TI [ 10 , 13 , 22 ]. In addition, people in China attach great importance to their self-image constructed by the evaluations of others [ 23 ].…”

Female managers’ organizational leadership during telework: experiences of job demands, control and support

“…While some studies indicate gender differences in leadership behavior ( Shen and Joseph 2021 ), gender differences in work conditions for teleworking managers seems to be a rather sparsely researched area, where a few studies have investigated gender specific perceptions of work conditions in relation to family conditions and mental health outcomes [see Xie et al (2021) and Rahnfeld et al (2023) ].…”

“…In addition, women have been shown to be more affected by job demands and psychological distress and perceive job demands as job-family demands and job support as job-family support ( Banerjee and Doshi, 2020 ; Xie et al, 2021 ). Also, for females, job demands predict work–family conflicts and exhaustion and work–family conflict predicts lack of well-being ( Akram, 2020 ; Gu et al, 2020 ; Rahnfeld et al, 2023 ). Other studies have shown mixed results regarding gender differences in the association between JDCS variables, work–family conflict and well-being.…”