Seki Esma Aslan, Özlük Bilgen
Health Sciences Institute, Necmettin Erbakan University, Konya, Turkey.
Department of Nursing Management, Necmettin Erbakan University Faculty of Nursing, Konya, Turkey.
Int Nurs Rev. 2025 Sep;72(3):e13065. doi: 10.1111/inr.13065. Epub 2024 Nov 17.
This study establishes the mediating roles of job satisfaction and organizational identification on the relationship between nurses' workload and their intention to leave.
The shortage of nurses is a prevalent global concern. International studies have shown that many variables are associated with nurses' intention to leave. There is a shortage of literature on some of these variables, which this study is designed to address.
This study employs a descriptive, exploratory, and correlational design. It was conducted with 373 nurses from seven different hospitals in Turkey. The Workload Scale, the Minnesota Work Satisfaction Scale, the Organizational Identification Scale, and the Intention to Leave Scale were applied in the study.
The structural equation model shows that the workload of nurses has a negative effect on work satisfaction (β = -0.74; p < 0.001) and organizational identification (β = -0.24; p < 0.001) and a positive impact on intention to leave (β = 0.30; p < 0.001). In addition, work satisfaction (β = -0.32; p < 0.001) and organizational identification (β = -0.24; p < 0.001 were found to affect the intention to leave negatively intention to leave. After the bootstrapping process, the indirect effect was found to be significant.
DISCUSSION/CONCLUSIONS: The research findings indicate that work satisfaction and organizational identification mediate the correlation between nurses' workload and their intention to leave. The findings highlight the need for precautions by revealing the risks of nursing shortages anticipated both today and in the future.
In the global nursing crisis, healthcare managers and policymakers must develop strategies to protect the nursing workforce. Policymakers should make sustainable decisions by conducting national self-assessments on the impact of workload, job satisfaction, and organizational identification on intention to leave to retain nurses.
本研究确立工作满意度和组织认同在护士工作量与其离职意愿之间关系中的中介作用。
护士短缺是一个普遍存在的全球问题。国际研究表明，许多变量与护士的离职意愿相关。关于其中一些变量的文献较少，本研究旨在解决这一问题。
本研究采用描述性、探索性和相关性设计。研究对象为来自土耳其七家不同医院的373名护士。研究中使用了工作量量表、明尼苏达工作满意度量表、组织认同量表和离职意愿量表。
结构方程模型显示，护士的工作量对工作满意度（β = -0.74；p < 0.001）和组织认同（β = -0.24；p < 0.001）有负面影响，对离职意愿有正面影响（β = 0.30；p < 0.001）。此外，工作满意度（β = -0.32；p < 0.001）和组织认同（β = -0.24；p < 0.001）被发现对离职意愿有负面影响。经过自抽样过程，发现间接效应显著。
讨论/结论：研究结果表明，工作满意度和组织认同在护士工作量与其离职意愿之间的相关性中起中介作用。研究结果通过揭示当前和未来预期的护士短缺风险，突出了采取预防措施的必要性。
在全球护理危机中，医疗保健管理者和政策制定者必须制定战略来保护护理人员队伍。政策制定者应通过对工作量、工作满意度和组织认同对离职意愿的影响进行全国性自我评估，做出可持续的决策，以留住护士。
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