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

Beatrice Van der Heijden, Christine Brown Mahoney and Yingzi Xu
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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
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

IJERPH, 2019, vol. 16, issue 11, 1-22

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.

Keywords: job resources; job demands; burnout; occupational turnover intention; JD-R model; longitudinal approach; Dutch nurses; age (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2019
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (13)

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