Quiet Quitting among Nurses Increases Their Turnover Intention: Evidence from Greece in the Post-COVID-19 Era

Abstract

As turnover intention is a strong determinant of actual turnover behavior, scholars should identify the determinants of turnover intention. In this context, the aim of this study was to assess the effect of quiet quitting on nurses’ turnover intentions. Additionally, this study examined the impact of several demographic and job characteristics on turnover intention. A cross-sectional study with 629 nurses in Greece was conducted. The data were collected in September 2023. Quiet quitting was measured with the “Quiet Quitting” scale. In this study, 60.9% of nurses were considered quiet quitters, while 40.9% experienced high levels of turnover intention. Multivariable regression analysis showed that higher levels of quiet quitting increased turnover intention. Moreover, this study found that turnover intention was higher among females, shift workers, nurses in the private sector, and those who considered their workplace understaffed. Also, clinical experience was associated positively with turnover intention. Since quiet quitting affects turnover intention, organizations, policymakers, and managers should address this issue to improve nurses’ intentions to stay at their jobs.

Impact of workplace bullying on job burnout and turnover intention among nursing staff in Greece: Evidence after the COVID-19 pandemic

“…Bullying is a factor that triggers the occurrence of quiet quitting in nurses [64] . However, quiet quitting does not seem to be enough to stop turnover either, as those who choose it are more likely to experience turnover [35] .…”

“…Both prior to and during the pandemic, the prevalence of turnover intention of nurses remained very high, exceeding 40% [32] , [33] , which is higher than for other health professionals [34] . The end of the pandemic also finds a large percentage of nurses (>40%) declaring their turnover intention [35] . Several organizational factors, such as reduced organizational support and understaffing, create the conditions for nurses' turnover intention [36] – [39] .…”

Innovation support reduces quiet quitting and improves innovative behavior and innovation outputs among nurses in Greece

“…On the other hand, emotional intelligence and moral resilience decrease the chance of this behavior [27,28]. Nurses who opt for quiet quitting are more inclined to express their turnover intention from their position [29]. The choice of quiet quitting by nurses is a work behavior that can be a barrier to innovation and efficiency in an organisation, as these employees have no commitment to the organisation, their thoughts are on leaving their job, and they do not show willingness to go beyond their job.…”

Emotional intelligence protects nurses against quiet quitting, turnover intention, and job burnout

“…Quiet quitting has already been recognized as a significant threat for healthcare organizations, since the healthcare professionals may reduce their efforts to avoid job burnout, physical and mental outcomes, and occupational stress [22] , [24] . Moreover, a recent study highlighted the negative consequences of quiet quitting for healthcare professionals and organizations as scholars found that quiet quitting increased turnover intention among nurses [25] .…”