Mediating effect of work stress in the relationship between fear of COVID-19 and nurses' organizational and professional turnover intentions

Ekingen, Erhan; Teleş, Mesut; YILDIZ>, Ahmet; Yıldırım, Murat

doi:10.1016/j.apnu.2022.12.027

Cited by 22 publications

(24 citation statements)

References 67 publications

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“…Female participants had higher turnover intentions than their male colleagues [ 77 – 79 ]. Multiple studies described a significant association between turnover intention and age [ 79 – 83 ].…”

Section: Resultsmentioning

confidence: 99%

“…Heavy workload [ 77 ] and working night shifts [ 83 , 112 ] or working rotating shifts [ 113 ] instead of only working dayshifts [ 82 , 94 ] were predictive factors for considering leaving. Moral distress [ 100 , 113 – 117 ], Post-Traumatic Stress Disorder (PTSD) [ 85 , 118 ], and moral injuries are related to career abounded intention [ 104 ].…”

Section: Resultsmentioning

confidence: 99%

“…The amount of working years [ 80 ] or working experience is related to turnover intention [ 81 – 84 , 87 , 123 , 124 ]. Nurses who worked in the hospital for less than five years showing intention to leave scores than those working over six years in the hospital [ 77 ]. Gümüssoy et al(2023) and Kim et al(2020) showed that increasing lengths of service increased the intention to leave the profession [ 84 , 94 ].…”

Section: Resultsmentioning

confidence: 99%

“…Raso et al(2021) showed that direct care nurses had the highest intention to leave [ 81 ]. Also, nurses working in the intensive care unit had higher turnover scores than colleagues working in other units [ 77 , 114 ]. Zeng et al(2022) confirmed that the work department is related to turnover intention [ 82 ].…”

Section: Resultsmentioning

confidence: 99%

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Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

de Vries,

Maniscalco,

Matranga

et al. 2024

PLoS ONE

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Background The global outbreak of COVID-19 has brought to light the profound impact that large-scale disease outbreaks can have on healthcare systems and the dedicated professionals who serve within them. It becomes increasingly important to explore strategies for retaining nurses and physicians within hospital settings during such challenging times. This paper aims to investigate the determinants of retention among nurses and physicians during the COVID-19 pandemic. Method A systematic review of other potential determinants impacting retention rates during the pandemic was carried out. Secondly, a meta-analysis on the prevalence of intention to leave for nurses and physicians during the COVID-19 pandemic. Findings A comprehensive search was performed within four electronic databases on March 17 2023. Fifty-five papers were included in the systematic review, whereas thirty-three papers fulfilled the eligibility criteria for the meta-analysis. The systematic review resulted in six themes of determinants impacting intention to leave: personal characteristics, job demands, employment services, working conditions, work relationships, and organisational culture. The main determinants impacting the intention to leave are the fear of COVID-19, age, experience, burnout symptoms and support. Meta-analysis showed a prevalence of intent to leave the current job of 38% for nurses (95% CI: 26%-51%) and 29% for physicians (95% CI: 21%-39%), whereas intention to leave the profession for nurses 28% (95% CI: 21%-34%) and 24% for physicians (95% CI: 23%-25%). Conclusion The findings of this paper showed the critical need for hospital managers to address the concerning increase in nurses’ and physicians’ intentions to leave during the COVID-19 pandemic. This intention to leave is affected by a complex conjunction of multiple determinants, including the fear of COVID-19 and the confidence in and availability of personal protective equipment. Moreover, individual factors like age, experience, burnout symptoms, and support are maintained in this review. Understanding the influence of determinants on retention during the COVID-19 pandemic offers an opportunity to formulate prospective strategies for retaining nurses and physicians within hospital settings.

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Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

See 2 more Smart Citations

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

de Vries,

Maniscalco,

Matranga

et al. 2024

PLoS ONE

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“…Human resources are the most important factor in various organizations (Specchia et al, 2021), despite the pervasive existence of many management dilemmas, e.g., high employee turnover, low workplace engagement, and lack of organizational ownership especially in recent decade (Gile et al, 2022;Stanimirović and Pribaković, 2022;Ekingen et al, 2023). One crucial factor to prevent these dilemmas is the maintenance of employees' affective commitment, which was found negatively related to both turnover intentions and actual turnover behaviors, and Bai et al 10.3389/fpsyg.2023.1170490 Frontiers in Psychology 02 frontiersin.org positively related to job performance and willingness to stay in the current organization (Fleig-Palmer and Rathert, 2015;Deschênes, 2023;Lado et al, 2023).…”

Section: Introductionmentioning

confidence: 99%

How serving helps leading: mediators between servant leadership and affective commitment

et al. 2023

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IntroductionServant leadership has long been associated with maintaining employee’s affective commitment, yet the underlying mechanism remains unclear. Research from non-western cultures remains scarce.MethodsThis study sought to fill in such research gap by introducing insights from social exchange theory perspective, and examined two potential mediators (viz., psychological safety and job burnout) with a largescale, representative Chinese sample.ResultsA total of 931 staffs in a Chinese hospital were surveyed, and structural equation models revealed that psychological safety (indirect effect = 0.052, 95% Bootstrap CI = [0.002, 0.101]) and job burnout (indirect effect = 0.277, 95% Bootstrap CI = [0.226, 0.331]) parallelly (and partially) mediated the effect of servant leadership on affective commitment. Moreover, these effects held the same between permanent and temporary staffs, as well as between male and female staffs.DiscussionResults suggested that a leader’s orientation to care, validate, and respond to their followers’ needs was effective in creating a psychological safe environment and downplaying job burnout in workplace, in exchange to which, followers remained affectively committed to their organization in a long term. Not only did this study contribute to existing literature by providing non-western data for service leadership research, it also provided a deeper understanding of associated mechanisms of how servant leadership might cast on talent retain and organizational development in a long term. These mechanisms shed light on how serving helps leading and advocate servant leadership for hospitals, as well as other serving organizations.

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Comparison of stress, anxiety and depression levels of health, education and security sector employees: The effect of psychological resilience

Şanlı,

Yıldız,

Ekingen

et al. 2024

Stress and Health

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This study compared the stress, anxiety and depression levels in employees working in the health, education and security sectors. The study also investigated the effect of psychological resilience on stress, anxiety, and depression levels and whether the stress, anxiety, depression and psychological resilience levels of employees differ according to occupational and demographic variables. In this cross‐sectional study, 1222 employees participated, comprising 50.8% from the health sector, 37.7% from education, and 11.5% from security. Data were collected using the Stress, Anxiety, and Depression Scale‐21 and the Brief Resilience Scale. The study revealed varying rates of severe stress (49.1%), anxiety (74.0%), and depression (53.2%) among participants. Health employees experienced higher stress (52.1%), anxiety (77.0%), and depression (58%) rates compared to those in education (46.4%, 72.4%, and 48.4%) and security sectors (44.3%, 66.4%, and 48.5%). Health employees exhibited higher stress, anxiety, and depression levels, signifying a significant difference. Furthermore, the research identified psychological resilience as a crucial predictor of stress, anxiety, and depression. Additionally, these mental health issues were more prevalent among younger individuals with less work experience, females, private sector employees, singles, and those without children. The findings of the study showed that the level of stress, anxiety and depression was high in employees working in all three sectors (health, education and security), but mental problems were more common in health employees. The fact that psychological resilience is a significant predictor of stress, anxiety and depression levels indicates that this factor should be taken into account.

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Mediating effect of work stress in the relationship between fear of COVID-19 and nurses' organizational and professional turnover intentions

Cited by 22 publications

References 67 publications

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

How serving helps leading: mediators between servant leadership and affective commitment

Comparison of stress, anxiety and depression levels of health, education and security sector employees: The effect of psychological resilience

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