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Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession

Author

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  • Beatrice Van der Heijden

    (Head of Department Strategic HRM/Full Professor of Strategic HRM, Institute for Management Research, Radboud University, P.O. Box 9108, 6500 HK Nijmegen, The Netherlands
    Faculty of Management, Science & Technology, Open University of the Netherlands, P.O. Box 2960, 6401 DL Heerlen, The Netherlands
    Faculty of Economics and Business Administration, Ghent University, Tweekerkenstraat 2, 9000 Ghent, Belgium
    Kingston Business School, Kingston University, Kingston-Upon-Thames, London KT2 7LB, UK)

  • Christine Brown Mahoney

    (Professor of Management, College of Business, Minnesota State University, Mankato, MN 56001, USA)

  • Yingzi Xu

    (Faculty of Business & Law, Senior Lecturer of Marketing, Auckland University of Technology, Auckland City Central 1010, New Zealand)

Abstract

This longitudinal study among Registered Nurses has four purposes: (1) to investigate whether emotional, quantitative and physical demands, and family-work conflict have a negative impact on nurses’ perceived effort; (2) to investigate whether quality of leadership, developmental opportunities, and social support from supervisors and colleagues have a positive impact on meaning of work; (3) to investigate whether burnout from the combined impact of perceived effort and meaning of work mediates the relationship with occupational turnover intention; and (4) whether the relationships in our overall hypothesized framework are moderated by age (nurses categorized under 40 years versus ≥ 40 years old). In line with our expectations, emotional, quantitative, and physical demands, plus family-work conflict appeared to increase levels of perceived effort. Quality of leadership, developmental opportunities, and social support from supervisors and colleagues increased the meaning of work levels. In addition, increased perceived stress resulted in higher burnout levels, while increased meaning of work resulted in decreased burnout levels. Finally, higher burnout levels appeared to lead to a higher occupational turnover intention. Obviously, a nursing workforce that is in good physical and psychological condition is only conceivable when health care managers protect the employability of their nursing staff, and when there is a dual responsibility for a sustainable workforce. Additionally, thorough attention for the character of job demands and job resources according to nurses’ age category is necessary in creating meaningful management interventions.

Suggested Citation

  • Beatrice Van der Heijden & Christine Brown Mahoney & Yingzi Xu, 2019. "Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession," IJERPH, MDPI, vol. 16(11), pages 1-22, June.
    • Handle: RePEc:gam:jijerp:v:16:y:2019:i:11:p:2011-:d:237631
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    Cited by:

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    2. Yuki Chatani & Kyoko Nomura & Haruko Hiraike & Akiko Tsuchiya & Hiroko Okinaga, 2021. "Multiple Physical Symptoms Are Useful to Identify High Risk Individuals for Burnout: A Study on Faculties and Hospital Workers in Japan," IJERPH, MDPI, vol. 18(6), pages 1-13, March.
    3. Doris Gebhard & Julia Neumann & Magdalena Wimmer & Filip Mess, 2022. "The Second Side of the Coin—Resilience, Meaningfulness and Joyful Moments in Home Health Care Workers during the COVID-19 Pandemic," IJERPH, MDPI, vol. 19(7), pages 1-23, March.
    4. Manuela Schönmann & Anja Bodenschatz & Matthias Uhl & Gari Walkowitz, 2022. "The Care-Dependent are Less Averse to Care Robots: Comparing Intuitions of the Affected and the Non-Affected," Munich Papers in Political Economy 24, Munich School of Politics and Public Policy and the School of Management at the Technical University of Munich.
    5. Ana Mari Fité-Serra & Montserrat Gea-Sánchez & Álvaro Alconada-Romero & José Tomás Mateos & Joan Blanco-Blanco & Eva Barallat-Gimeno & Judith Roca-Llobet & Carles Muntaner, 2019. "Occupational Precariousness of Nursing Staff in Catalonia’s Public and Private Nursing Homes," IJERPH, MDPI, vol. 16(24), pages 1-7, December.
    6. Jia Xu & Baoguo Xie & Bin Tang, 2020. "Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process," IJERPH, MDPI, vol. 17(7), pages 1-15, April.
    7. Na Li & Lichuan Zhang & Xuejing Li & Qian Lu, 2022. "Moderated Role of Social Support in the Relationship between Job Strain, Burnout, and Organizational Commitment among Operating Room Nurses: A Cross-Sectional Study," IJERPH, MDPI, vol. 19(17), pages 1-11, August.
    8. Chienchung Huang & Xiaoxia Xie & Shannon P. Cheung & Yuqing Zhou & Ganghui Ying, 2021. "Job Demands, Resources, and Burnout in Social Workers in China: Mediation Effect of Mindfulness," IJERPH, MDPI, vol. 18(19), pages 1-15, October.
    9. Megan Guardiano & Paul Boy & Grigoriy Shapirshteyn & Lisa Dobrozdravic & Liwei Chen & Haiou Yang & Wendie Robbins & Jian Li, 2022. "Working Conditions and Wellbeing among Prison Nurses during the COVID-19 Pandemic in Comparison to Community Nurses," IJERPH, MDPI, vol. 19(17), pages 1-12, September.
    10. Cicilia Nagel & Kerstin Nilsson, 2022. "Nurses’ Work-Related Mental Health in 2017 and 2020—A Comparative Follow-Up Study before and during the COVID-19 Pandemic," IJERPH, MDPI, vol. 19(23), pages 1-20, November.
    11. Chan-Young Kwon & Boram Lee & O-Jin Kwon & Myo-Sung Kim & Kyo-Lin Sim & Yung-Hyun Choi, 2021. "Emotional Labor, Burnout, Medical Error, and Turnover Intention among South Korean Nursing Staff in a University Hospital Setting," IJERPH, MDPI, vol. 18(19), pages 1-14, September.
    12. Eva Smokrović & Tomislav Kizivat & Antun Bajan & Krešimir Šolić & Zvjezdana Gvozdanović & Nikolina Farčić & Boštjan Žvanut, 2022. "A Conceptual Model of Nurses’ Turnover Intention," IJERPH, MDPI, vol. 19(13), pages 1-14, July.

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