Modaresnezhad Minoo, Andrews Martha C, Mesmer-Magnus Jessica, Viswesvaran Chockalingam, Deshpande Satish
University of North Carolina Wilmington, Wilmington, NC, USA.
Florida International University, Miami, FL, USA.
J Nurs Manag. 2021 Jul;29(5):931-942. doi: 10.1111/jonm.13229. Epub 2021 Jan 4.
To explore the effects of four predictors of anxiety (work constraints, work/family conflict, verbal abuse and negative team orientation) among nurses and their subsequent effects on job satisfaction and turnover intentions; and to examine the moderating effect of supervisor support on the relationship between job satisfaction and turnover intentions.
Work-related anxiety is a well-known predictor of employee burnout. Research suggests the prevalence of stress in the workplace varies by occupation, with stress among nurses one of the highest.
We employed data from the 2015 national survey of licensed registered nurses (n=1,080). We assessed the conceptual model using partial least squares structural equation modeling (PLS-SEM).
Work constraints, work/family conflict, and negative team orientation lead to anxiety, which diminished job satisfaction and ultimately increased turnover intentions. Supervisor support weakened the job dissatisfaction-turnover relationship.
These findings suggest that the common experiences reported by health care professionals lead to anxiety and ultimately turnover intentions and emphasize the role of supervisor support.
The supervisor's role is crucial to the implications of workplace-generated anxiety for nurse job satisfaction and turnover intentions. As such, nurse managers need to develop tangible strategies to help nurses navigate these contextual constraints.
探讨护士中焦虑的四个预测因素（工作限制、工作/家庭冲突、言语虐待和消极团队导向）及其对工作满意度和离职意向的后续影响；并检验上级支持对工作满意度和离职意向之间关系的调节作用。
与工作相关的焦虑是员工倦怠的一个众所周知的预测因素。研究表明，职场压力的患病率因职业而异，护士的压力是最高的之一。
我们使用了2015年全国执业注册护士调查的数据（n = 1080）。我们使用偏最小二乘结构方程模型（PLS-SEM）评估概念模型。
工作限制、工作/家庭冲突和消极团队导向会导致焦虑，进而降低工作满意度并最终增加离职意向。上级支持减弱了工作不满意与离职之间的关系。
这些发现表明，医疗保健专业人员报告的常见经历会导致焦虑并最终导致离职意向，并强调了上级支持的作用。
上级的角色对于职场产生的焦虑对护士工作满意度和离职意向的影响至关重要。因此，护士管理者需要制定切实可行的策略来帮助护士应对这些背景限制。
