Turnover intention is broadly considered as a person's intention to leave their current job and find another, followed through by resigning (Bedeian & Armenakis, 1981). As a description of one's desire to withdraw from an organisation, turnover intention strongly correlates with burnout (Choi & Lee, 2017). Helnen et al. (2013) conducted a multicountry, multicentre, cross-sectional study in which 23,159 nurses from 10 European countries completed anonymous questionnaires. They found that 5%-17% of nurses intended to leave and burnout was a significant risk factor for turnover intention. Moloney, Box all, Parsons, and Cheung (2018) investigated 2,876 registered nurses from New Zealand and found that burnout had a significant effect on intention to leave through lower engagement. Jiang et al. (2017) investigated 1,137 Chinese nurses and found a strong direct association between burnout and turnover intention.