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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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    References listed on IDEAS

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    2. 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.
    3. Yan Liu & Li Lu & Wen-Xin Wang & Shou Liu & Hong-Ru Chen & Xiang Gao & Ming-Yu Huang & Yong-Nian Liu & Yan-Ming Ren & Chao-Cai Wang, 2020. "Job Burnout and Occupational Stressors among Chinese Healthcare Professionals at County-Level Health Alliances," IJERPH, MDPI, vol. 17(6), pages 1-9, March.
    4. 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.
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