Abstract
Nurse shortage is a global problem, and high turnover further exacerbated it, which induced the healthcare industry faces a critical challenge, particularly acute in China. Existing research indicates that burnout is closely linked to turnover intention. However, few studies have studied the additive and reciprocal effects of several factors on the development of turnover intention. There is a need for a comprehensive study to explore the direct and indirect relationships between burnout and turnover intentions, with a focus on identifying mediating factors and understanding the internal impact mechanisms. This study attempted to investigate the current state of burnout, perceived organisational
support, perceived professional benefit, and turnover intention; and to determine the interrelationships between the four areas.; This study examine the mediating roles of perceived organisational support and professional benefit in the link between burnout and turnover intention among nurses in China. Data were collected using a purposive sampling method from May 2023 to August 2023. A total of 1,058 nurses in Beijing completed the online questionnaires. The study employed a cross-sectional survey design. The instruments used in the study were the Maslach Burnout Inventory (MBI-GS), Turnover Intention Scale, Perceived Organisational Support Scale, and Perceived Professional Benefit Scale. Pearson correlation analysis explored associations between four variables. Multivariate regression analysis was used to assess the main factors influencing turnover intention. Structural equation modelling with AMOS 24.00 was used to assess the mediating effects. Relationship analysis showed that burnout was significantly and negatively associated with both perceived organisational support (r=-0.223, p<0.001) and perceived professional benefit (r=-0.172, p<0.001). Turnover intention was also negatively associated with perceived organisational support (r=-0.232, p<0.001) and perceived professional benefit (r=-0.150, p<0.001). Burnout had a significant positive correlation with turnover intention (r=0.182, p<0.001). Among the sub-dimensions of perceived organisational support, affective perceived organisational support, superior support, and colleague support were significant predictors of turnover intention, while job security and work value were significant predictors too. Perceived
organisational support and perceived professional benefit concurrently mediated the relationship between burnout and turnover intention, with a mediation effect of 0.167, accounting for 42.89% of the total effect (0.394). The mediation effect of perceived organisational support was 0.131, representing 34.75% of the total effect, while the mediation effect of perceived professional benefit was 0.056, accounting for 14.93% of the total effect. The findings suggest that burnout influences turnover intention through perceived organisational support and perceived professional benefit. Improving these supports can buffer the relationship between burnout and turnover intention. Medical institutions and nursing managers should focus on enhancing organisational support and professional benefits to mitigate burnout's effect on turnover intention. It is recommended to prioritise adequate organisational support, especially strengthening supervisor support, and creating a supportive leadership environment.
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@phdthesis{phd-huifang-zhang-2024,
title = {The Mediating Role of Perceived Organisational Support and Professional Benefit On The Relationship Between Burnout and Turnover Intention: A Study Among Chinese Nurses},
author = {Huifang Zhang},
year = {2024},
date = {2024-11-29},
abstract = {Nurse shortage is a global problem, and high turnover further exacerbated it, which induced the healthcare industry faces a critical challenge, particularly acute in China. Existing research indicates that burnout is closely linked to turnover intention. However, few studies have studied the additive and reciprocal effects of several factors on the development of turnover intention. There is a need for a comprehensive study to explore the direct and indirect relationships between burnout and turnover intentions, with a focus on identifying mediating factors and understanding the internal impact mechanisms. This study attempted to investigate the current state of burnout, perceived organisational
support, perceived professional benefit, and turnover intention; and to determine the interrelationships between the four areas.; This study examine the mediating roles of perceived organisational support and professional benefit in the link between burnout and turnover intention among nurses in China. Data were collected using a purposive sampling method from May 2023 to August 2023. A total of 1,058 nurses in Beijing completed the online questionnaires. The study employed a cross-sectional survey design. The instruments used in the study were the Maslach Burnout Inventory (MBI-GS), Turnover Intention Scale, Perceived Organisational Support Scale, and Perceived Professional Benefit Scale. Pearson correlation analysis explored associations between four variables. Multivariate regression analysis was used to assess the main factors influencing turnover intention. Structural equation modelling with AMOS 24.00 was used to assess the mediating effects. Relationship analysis showed that burnout was significantly and negatively associated with both perceived organisational support (r=-0.223, p\<0.001) and perceived professional benefit (r=-0.172, p\<0.001). Turnover intention was also negatively associated with perceived organisational support (r=-0.232, p\<0.001) and perceived professional benefit (r=-0.150, p\<0.001). Burnout had a significant positive correlation with turnover intention (r=0.182, p\<0.001). Among the sub-dimensions of perceived organisational support, affective perceived organisational support, superior support, and colleague support were significant predictors of turnover intention, while job security and work value were significant predictors too. Perceived
organisational support and perceived professional benefit concurrently mediated the relationship between burnout and turnover intention, with a mediation effect of 0.167, accounting for 42.89% of the total effect (0.394). The mediation effect of perceived organisational support was 0.131, representing 34.75% of the total effect, while the mediation effect of perceived professional benefit was 0.056, accounting for 14.93% of the total effect. The findings suggest that burnout influences turnover intention through perceived organisational support and perceived professional benefit. Improving these supports can buffer the relationship between burnout and turnover intention. Medical institutions and nursing managers should focus on enhancing organisational support and professional benefits to mitigate burnout\'s effect on turnover intention. It is recommended to prioritise adequate organisational support, especially strengthening supervisor support, and creating a supportive leadership environment.},
keywords = {},
pubstate = {published},
tppubtype = {phdthesis}
}
