Workload and intention to leave among nurses in Turkey: The mediating roles of organizational identification and work satisfaction.

Abstract

Aim: This study establishes the mediating roles of job satisfaction and organizational identification on the relationship between nurses' workload and their intention to leave.

Background: The shortage of nurses is a prevalent global concern. International studies have shown that many variables are associated with nurses' intention to leave. There is a shortage of literature on some of these variables, which this study is designed to address.

Methods: This study employs a descriptive, exploratory, and correlational design. It was conducted with 373 nurses from seven different hospitals in Turkey. The Workload Scale, the Minnesota Work Satisfaction Scale, the Organizational Identification Scale, and the Intention to Leave Scale were applied in the study.

Results: The structural equation model shows that the workload of nurses has a negative effect on work satisfaction (β = -0.74; p < 0.001) and organizational identification (β = -0.24; p < 0.001) and a positive impact on intention to leave (β = 0.30; p < 0.001). In addition, work satisfaction (β = -0.32; p < 0.001) and organizational identification (β = -0.24; p < 0.001 were found to affect the intention to leave negatively intention to leave. After the bootstrapping process, the indirect effect was found to be significant.

Discussion/conclusions: The research findings indicate that work satisfaction and organizational identification mediate the correlation between nurses' workload and their intention to leave. The findings highlight the need for precautions by revealing the risks of nursing shortages anticipated both today and in the future.

Implications for nursing policy: In the global nursing crisis, healthcare managers and policymakers must develop strategies to protect the nursing workforce. Policymakers should make sustainable decisions by conducting national self-assessments on the impact of workload, job satisfaction, and organizational identification on intention to leave to retain nurses.