Factors predicting Registered Nurses’ intentions to leave their organization and profession: A job demands‐resources framework
Abstract
Aims: To develop a comprehensive model of nursing turnover intention by examining the effects of job demands, job resources, personal demands and personal resources on burnout and work engagement and subsequently on the intention to leave the organization and profession. Background: The ageing population and a growing prevalence of multimorbidity are placing increasing strain on an ageing nursing workforce. Solutions that address the anticipated nursing shortage should focus on reducing burnout and enhancing the engagement of Registered Nurses (RN s) to improve retention. Design: A cross‐sectional survey design. Method: Data were collected in 2014–2015 via an e‐survey from 2,876 RN s working in New Zealand. Data were analysed with structural equation modelling. Results: Higher engagement results in lower intention to leave the organization and profession. Burnout has significant effects on intentions to leave through lower engagement. While most of the demands and resources’ variables (except professional development) have effects on intentions to leave, greater workload and greater work‐life interference result in higher burnout and are the strongest predictors of intentions to leave. Greater emotional demands (challenges) and greater self‐efficacy also have strong effects in lowering intentions to leave through higher engagement. Conclusions: Employee burnout and work engagement play an important role in transmitting the impacts of job demands, job resources, personal demands and personal resources into RN intention to leave the organization and profession. Work‐life interference and high workloads are major threats to nursing retention while challenge demands and higher levels of self‐efficacy support better retention.
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Emotional demands, in terms of hindrances, have an effect on burnout.
“Emotional demands, in terms of hindrances, had an effect on burnout [67]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [67]
Manager support is associated with reduced burnout in two studies using different burnout scales.
“Two studies using different burnout scales found an association between manager support and reduced burnout [25, 67]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [67]
Autonomy is correlated with burnout.
“Autonomy correlated with burnout [67]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [67]
Colleague support protects from burnout.
“colleague support protected from burnout [67]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [67]
Organisational support has a protective effect on burnout.
“organisational support had a protective effect on burnout [67]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [67]
Professional development is not related to burnout.
“Moloney et al. found that professional development was not related to burnout [67]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [67]
Burnout measured with the Malach-Pines Scale predicts both the intention to leave the job and nursing.
“Burnout (Malach-Pines Scale) predicted both the intention to leave the job and nursing [67]”
From Burnout in nursing: a theoretical review. (2020) · cites this paper as [67]
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- Authors
- Moloney, W., Boxall, P., Parsons, M., & Cheung, G.
- Affiliations
- University of Auckland (NZ)
- Corresponding author
- Moloney, Willoughby
- Venue
- Journal of Advanced Nursing
- Publisher
- Wiley
- Published
- 2017-12-05
- Volume
- 74
- Issue
- 4
- Pages
- 864-875
- ISSN
- 0309-2402 (ISSN-L)
- 1365-2648
- OpenAlex
- W2767759179
- Cited by
- 273
- References
- 11
- Citations by year
- 2026: 28 · 2025: 34 · 2024: 39 · 2023: 40 · 2022: 39 · 2021: 35 · 2020: 31 · 2019: 19 · 2018: 6
- FWCI
- 37.43
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- Journal of Advanced Nursing (publishedVersion)
- PubMed (publishedVersion)
- ResearchSpace (University of Auckland) (submittedVersion)
- Funders
- University of Auckland
- Topics
- Health Sciences › Nursing › Research and Theory › Nursing education and management
- Health Sciences › Nursing › Leadership and Management › Healthcare Education and Workforce Issues
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
- Keywords
- registered nurses, job demands-resources model, burnout, work engagement, nurse retention, workload, work-life interference, emotional demands, self-efficacy, professional development, nursing shortage
- MeSH terms
- Adolescent, Adult, Aged, Attitude of Health Personnel, Burnout, Professional, Cross-Sectional Studies, Female, Humans, Job Satisfaction, Male, Middle Aged, New Zealand, Nursing Staff, Hospital, Personnel Turnover, Surveys and Questionnaires, Workload, Young Adult
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