Nurse turnover: the mediating role of burnout
Article first published online: 20 APR 2009
© 2009 The Authors. Journal compilation © 2009 Blackwell Publishing Ltd
Journal of Nursing Management
Special Issue: This issue: Discussions on Job Satisfaction, Work Environment and Burnout Issue editors: Kristiina Hyrkäs and Denise Dende
Volume 17, Issue 3, pages 331–339, April 2009
How to Cite
LEITER, M. P. and MASLACH, C. (2009), Nurse turnover: the mediating role of burnout. Journal of Nursing Management, 17: 331–339. doi: 10.1111/j.1365-2834.2009.01004.x
- Issue published online: 20 APR 2009
- Article first published online: 20 APR 2009
- Accepted for publication: 29 January 2009
- quantitative methods;
- turnover intention;
- work environment
Aim This study tested whether the mediation model of burnout could predict nurses’ turnover intentions.
Background A better understanding of what factors support a commitment to a nursing career could inform both policies and workplace practices. The mediation model of burnout provides a way of linking the quality of a nurse’s worklife to various outcomes, such as turnover.
Method Data on areas of worklife, burnout, and turnover intentions were collected by surveying 667 Canadian nurses in the Atlantic Provinces.
Results The findings supported the mediation model of burnout, in which areas of worklife predicted burnout, which in turn predicted turnover intentions. Cynicism was the key burnout dimension for turnover, and the most critical areas of worklife were value conflicts and inadequate rewards.
Conclusions The results of this study provide some new insights into how the intention of nurses to leave their job is related to particular aspects of their worklife and to burnout.
Implications for nursing management These results suggest what may be the most appropriate areas to target for interventions to reduce the risk of nurses exiting early from their chosen career.