Specific determinants of intrinsic work motivation, burnout and turnover intentions: a study among nurses
Abstract
Specific determinants of intrinsic work motivation, burnout and turnover intentions: a study among nurses This study of 156 Dutch general hospital nurses tested a theoretically derived model of specific relationships between work stressors and stress reactions. The model proposes four central domains of the work situation, namely work content, working conditions, social and labour relations, and conditions of employment. In addition, the model proposes three important stress reactions, namely a diminished intrinsic work motivation, occupational burnout and an inclination to leave the job. More specifically, it was hypothesized that (i) intrinsic work motivation is primarily determined by work content variables, (ii) burnout is primarily determined by both work load and limited social support, and (iii) propensity to leave is primarily determined by conditions of employment. All these relationships were simultaneously tested using a structural equations modelling technique. The results of a series of LISREL analyses indicate that the postulated model fits well to the data. The present study used conceptually integrated measures that cover the area of work stress and stress reactions, and provides directions for interventions aimed at preventing or reducing specific negative outcomes of work‐related stress in general hospitals.
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Skill variety, skill discretion, task identity, and task significance influence Emotional Exhaustion through intrinsic work motivation.
“quality of job content, in terms of skill variety, skill discretion, task identity, task significance, influenced Emotional Exhaustion through intrinsic work motivation [37]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [37]
Low social support predicts Emotional Exhaustion.
“while another study found that low social support predicted Emotional Exhaustion [37]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [37]
Only Emotional Exhaustion affects intentions to leave the job in four studies.
“four studies reported that only Emotional Exhaustion affected intentions to leave the job [21, 32, 37, 100]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [37]
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- Authors
- Janssen, P. P. M., De Jonge, J., & Bakker, A. B.
- Affiliations
- Maastricht University (NL)
- Utrecht University (NL)
- ORCID
- Bakker, Arnold B.
- Venue
- Journal of Advanced Nursing
- Publisher
- Wiley
- Published
- 1999-06
- Volume
- 29
- Issue
- 6
- Pages
- 1360-1369
- ISSN
- 0309-2402 (ISSN-L)
- 1365-2648
- OpenAlex
- W2160285770
- Cited by
- 357
- References
- 43
- Citations by year
- 2026: 5 · 2025: 5 · 2024: 10 · 2023: 14 · 2022: 8 · 2021: 12 · 2020: 15 · 2019: 17 · 2018: 12 · 2017: 17 · 2016: 17 · 2015: 17 · 2014: 23 · 2013: 15 · 2012: 13
- FWCI
- 7.83
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Advanced Nursing (publishedVersion)
- PubMed (publishedVersion)
- EUR Research Repository (Erasmus University Rotterdam) (publishedVersion)
- EUR Research Repository (Erasmus University Rotterdam) (submittedVersion)
- Radboud Repository (Radboud University) (submittedVersion)
- Topics
- Social Sciences › Psychology › Social Psychology › Stress and Burnout Research
- Health Sciences › Health Professions › Occupational Therapy › Occupational Health and Burnout
- Health Sciences › Nursing › Research and Theory › Nursing education and management
- Keywords
- intrinsic work motivation, occupational burnout, turnover intention, occupational stress, nurses, job content, working conditions, social support, workload, stress reactions, general hospital nursing
- MeSH terms
- Adult, Burnout, Professional, Female, Hospitals, General, Humans, Male, Models, Psychological, Motivation, Netherlands, Nursing Staff, Hospital, Personnel Loyalty, Personnel Turnover, Regression Analysis
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