Protective Factors against Morally Injurious Memories from the COVID-19 Pandemic on Nurses’ Occupational Wellbeing: A Cross-Sectional Experimental Study

Abstract

The COVID-19 pandemic was a fertile ground for nurses’ exposure to self- and other-Potentially Morally Injurious Events (PMIEs). Our study explored the effects of nurses’ memories of self- and other-PMIEs on occupational wellbeing and turnover intentions. Using an experimental design on a convenience sample of 634 Romanian nurses, we tested a conceptual model with PLS-SEM, finding adequate explanatory and predictive power. Memories of self- and other-PMIEs were uniquely associated with work engagement, burnout, and turnover intentions, compared to a control group. These relationships were mediated by the three basic psychological needs. Relatedness was more thwarted for memories of other-PMIEs, while competence and autonomy were more thwarted for memories of self-PMIEs. Perceived supervisor support weakened the indirect effect between type of PMIE and turnover intentions, through autonomy satisfaction, but not through burnout. Self-disclosure weakened the indirect effect between type of PMIE and turnover intentions, through autonomy satisfaction, and both burnout and work engagement. Our findings emphasize the need for different strategies in addressing the negative long-term effects of nurses’ exposure to self- and other-PMIEs, according to the basic psychological need satisfaction and type of wellbeing indicator.

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

“…Studies showed a positive relationship between professional health [ 78 ] and general health [ 85 ] and intention to stay. Furthermore, an adverse effect was found between coping skills [ 88 ], self-disclosure [ 89 ] and turnover intention.…”

“…Moreover, turnover intention correlated with patient assignments [ 78 ] and compassion fatigue [ 122 ]. Furthermore, the lower the autonomy, competence, and relatedness satisfaction, the higher the turnover intention is [ 89 ]. At the same time, one study showed decision latitude as a predictor of turnover intention [ 85 ].…”

“…Chen et al (2021) showed the willingness to provide services with a positive impact on retention rates [ 111 ]. Moreover, high work engagement scores lowered the turnover intention [ 89 ].…”

“…At the same time, less appreciation of the organization is predicted, taking into consideration leaving the job [ 112 ]. Further, having supervisor support is a protective factor for turnover intention [ 89 ].…”

“…stay. Furthermore, an adverse effect was found between coping skills [88], self-disclosure [89] and turnover intention. Finally, Rafiq et al (2022) described life satisfaction or happiness as related to turnover intention [90].…”