Search Results (23)

Background/Objectives: Nurses’ turnover intentions are strong predictors of actual turnover, which increases costs, reduces care quality, and destabilies the workforce. This study aimed to identify the key predictors of nurses’ turnover intentions using advanced machine learning methods and to explore how demographic, well-being, and work environment factors contribute to these intentions. Methods: Cross-sectional data were collected from 2459 nurses employed across various healthcare institutions. We used multichannel invitation and snowball sampling. An artificial neural network regression model was applied, combined with iterative feature selection and SHAP analysis, to identify the most important predictors of turnover intentions and to examine nonlinear and context-dependent relationships among variables. Results: Seven predictors explained 49.8% of the variance in turnover intentions, outperforming traditional linear models. Age was the strongest predictor, with younger nurses demonstrating a substantially higher likelihood of intending to leave; this association was nonlinear, with intentions decreasing more sharply at older ages. Job satisfaction and burnout were also strong predictors, particularly among younger nurses. Four work environment factors further contributed to turnover intentions: managerial support functioned as a protective factor, interpersonal conflict increased intentions to leave, limited professional development opportunities were strongly associated with higher turnover intentions, and role conflict showed heterogeneous effects. Conclusions: Machine learning approaches enhance understanding of complex workforce dynamics and enable more precise identification of high-risk groups. The findings support age-sensitive retention strategies, proactive monitoring of nurse well-being, and organizational interventions to strengthen managerial support and professional development, ensuring workforce stability and sustainable healthcare service delivery. Full article

The COVID-19 outbreak profoundly disrupted the aviation industry and reshaped cabin crew work conditions, increasing psychological strain and altering job resources. Against this backdrop, this study investigates the antecedents of organizational citizenship behavior among cabin crew members in a Taiwanese airline, focusing on job crafting, perceived organizational support, job burnout, and organizational commitment. A purposive and quota sampling method was employed to collect data through an online questionnaire from a Taiwanese airline company. The collected data was analyzed using structural equation modeling to verify the proposed model. The study found that job burnout does not significantly affect organizational citizenship behavior or organizational commitment and that job crafting does not significantly affect job burnout. In contrast, job crafting and perceived organizational support have a positive effect on organizational commitment and organizational citizenship behavior, whereas perceived organizational support has a negative effect on job burnout. Finally, the study discusses managerial implications and suggests directions for future research. Full article

Background/Objectives: We conducted a scoping review to map peer-reviewed evidence on occupational stress, burnout, and quality of life among radiographers and radiologic technologists and to identify measurement tools and reported consequences. Methods: Searches were conducted in Web of Science, Scopus, and PubMed. Eligible studies enrolled radiographers/radiologic technologists who were healthy adults; assessed at least one target construct (occupational stress, burnout, or quality of life) using validated instruments; and used cross-sectional, experimental, quasi-experimental, longitudinal, or mixed-methods designs. Articles published from 1995 onward in English, French, Spanish, or Portuguese were considered. Two reviewers independently screened, extracted data, and appraised methodological quality using Quality Assessment with Diverse Studies (QuADS). The synthesis was narrative only. Results: Of 2701 records, 10 studies from nine countries met inclusion. Most were cross-sectional, and two used mixed methods. Sample sizes ranged from 38 to 864. Frequently used instruments included MBI-HSS, OSI-R, HSE Indicator Tool, and SOC-13. Across studies, radiographers reported high stress and burnout—particularly emotional exhaustion and depersonalization—alongside reduced quality of life in multiple domains. Recurrent stressors involved workload and staffing pressures, role demands, anxiety about radiation exposure, and limited recognition. These factors were associated with intention to leave and a lower sense of coherence. Conclusions: The evidence base is largely cross-sectional, uses heterogeneous measures, and often relies on modest samples, with overall methodological quality mostly moderate. Findings indicate a persistent psychosocial risk profile in radiography and underscore the need for organizational and managerial actions—such as workplace physical activity programs—to reduce stress and burnout and protect the quality of life in this workforce. Full article

Burnout among nurses remains a major challenge in South Africa’s public healthcare system, particularly in district hospitals where high workloads, staff shortages, and limited resources are common. In the Eastern Cape, the demands of rural healthcare further exacerbate stress, leading to emotional exhaustion, reduced professional accomplishment, and high turnover rates. This study aims to investigate the factors influencing burnout and its impact on nurse retention at St. Elizabeth Hospital in the Eastern Cape. A quantitative, cross-sectional design will be employed using stratified random sampling, with hospital departments serving as strata. A total of 209 nurses will be selected using Slovin’s formula. Data will be collected through a structured questionnaire incorporating the Burnout Assessment Tool, Maslach Burnout Inventory, Personal Accomplishment Subscale, and a Burnout Knowledge and Response Survey. Descriptive statistics will summarize demographic and burnout characteristics, while chi-square tests, t-tests/ANOVA, Pearson correlation, and multiple regression analyses will identify associations and predictors. The study will generate evidence-based insights to guide the development of targeted interventions, including workload redistribution, enhanced managerial support, and wellness initiatives. Ultimately, improving nurse retention will enhance workforce stability, promote staff well-being, and strengthen the quality of patient care in Eastern Cape district hospitals. Full article

This study explores the relationship between organizational innovation and managerial burnout among middle managers in Serbia, a country undergoing socioeconomic transition. Data were collected from 406 managers using a standardized questionnaire and analyzed through multiple and hierarchical regression analyses. The results show that administrative innovations significantly reduce burnout, whereas product and process innovations do not exhibit a statistically significant effect. However, the impact of innovation is shaped by the organizational context, particularly by leadership style, organizational culture, and the quality of the leader–member (LMX) relationship. Transformational leadership, intellectual stimulation, and high-quality LMX reduce the psychological strain associated with innovation, while punitive management practices and high power distance increase burnout risk. Gender and sectoral differences were also identified, indicating that women respond more positively to innovations, especially in public and production organizations. The study highlights that the relationship between innovation, leadership, and psychological well-being demonstrates how innovation can function as an organizational and social resource rather than a stressor when it is implemented in a culture of dialogue, trust, and psychological safety. The findings contribute to understanding how the dynamics of innovation affect not only individual well-being, but also the broader social sustainability of organizations operating in transition economies. Full article

Background/Objectives: Healthcare workers in chronic care hospitals are vulnerable to psychosocial risks such as burnout and moral injury due to prolonged patient exposure and limited institutional support. This study assessed the prevalence of burnout and moral injury among staff at the Chronic Diseases Hospital of Sebiș, Romania, and examined their associations with perceived stress and managerial support. Methods: A cross-sectional study was conducted between October 2022 and October 2024, including 62 healthcare workers (physicians, nurses, and auxiliary staff). Participants completed a sociodemographic survey, the Maslach Burnout Inventory (MBI), the Moral Injury Symptom Scale-Health Professional (MISS-HP), and additional items on perceived stress and institutional support. Statistical analysis included descriptive statistics, group comparisons, correlation matrices, and logistic regression. Results: High emotional exhaustion (MBI-EE ≥ 27) was reported by 45.2% of participants, with the highest rates among nurses (50%) and auxiliary staff (45.5%). Mean moral injury scores were moderate (mean = 5.3), with elevated levels observed in nurses and auxiliary staff. Pearson correlation analysis revealed no strong linear associations between burnout dimensions and moral injury. Logistic regression did not identify emotional exhaustion, perceived stress, or support as significant predictors of high moral injury. Conclusions: Burnout and moral injury are prevalent but appear to be partially dissociated in this Romanian chronic care setting. Moral injury may arise from contextual ethical pressures beyond general occupational strain. Interventions should focus on ethical climate, institutional responsiveness, and peer-based moral support to enhance staff resilience. Full article

Employee well-being is essential for organizational growth and success in stable times and is even more critical during crises and life-threatening events. Although the COVID-19 pandemic highlighted the importance of holistic approaches to sustaining employee well-being, limited research has been conducted to identify strategies for maintaining employee well-being and preventing burnout during life-threatening events, such as wars or terrorist attacks. Addressing this gap, the current study investigates how and why a range of organizational resources (i.e., perceived organizational support, managerial accessibility, and psychological safety) and personal resources (i.e., hope and paradox mindset) contribute to reducing employee burnout in times of existential threat. Drawing on Conservation of Resources (COR) theory, we propose that employee well-being mediates the relationship between organizational and personal resources and burnout at work. Data were collected through an online two-wave survey administered by a professional survey firm with access to a diverse pool of Israeli employees across occupations and work roles in November (time 1) and December 2023 (time 2), following the October 7 terrorist attack by Hamas. A time-lagged design, with key outcomes collected one month after the predictors, was employed to reduce the risk of common method bias. The data were analyzed using path analysis with bootstrapped indirect effects. The results demonstrate that hope, organizational support, psychological safety, and managerial accessibility positively contribute to employee well-being, which, in turn, is associated with lower levels of burnout. Theoretical and practical implications of these results are discussed. Full article

Background/Objectives: Occupational well-being and professional quality of life are essential for healthcare sustainability. While clinical staff are presumed to experience higher stress, few studies have compared their experience to that of non-clinical personnel within the same institution. Methods: This observational study involved 63 employees from an Italian research hospital: 36 healthcare workers in critical care and 27 administrative staff. Participants completed the Brief Coping Orientation to Problems Experienced Inventory (Brief COPE), an ad hoc organizational questionnaire, and the ProQoL Version 5 (administered to clinical staff only). Non-parametric tests (Mann–Whitney U and Chi-square) were used to explore group differences. Results: No significant differences emerged between groups in coping styles or strategies. Significant differences were observed only in reports of work-related injuries (42% of healthcare staff vs. 4% of administrative staff; p = 0.002) and perceived disruption caused by vacation requests (64% vs. 26%; p = 0.006). Other organizational indicators such as job dissatisfaction, intention to leave, or perceived managerial support did not differ significantly. ProQoL results showed that 53% of healthcare workers had moderate to high burnout, and 47.2% scored high on compassion fatigue, while only 2.7% showed high levels of secondary traumatic stress. Conclusions: Despite distinct operational contexts, healthcare and administrative staff reported broadly similar experiences in terms of coping and organizational well-being. These findings challenge assumptions of stark differences across professional roles and suggest that workplace well-being strategies should address the needs of both clinical and non-clinical staff. Full article

Hundreds of millions of migrants experience frequent homesickness that affects their psychological wellbeing. This study integrates the job-demands–resources model and temporal comparison theory to examine how music listening and similar activities involving coworker homophily and roommate homophily influence the relationship between homesickness and burnout. Our analysis of survey data from 2493 migrant workers reveals that off-work music listening strengthens the positive relationship between homesickness and burnout. Furthermore, coworker homophily and roommate homophily enhance the strength of the interaction between off-work music listening and homesickness as a predictor of burnout. Our findings demonstrate how seemingly supportive job resources can transform into psychological demands and thus have important theoretical and managerial implications. Full article

Background/Objectives: Over the past three decades, emergency medicine in Romania has evolved from a developing specialty into a cornerstone of the national healthcare system. As we reflect on these 30 years, it becomes evident that the lessons learned and the systems developed form a vital foundation for the future. This study aims to explore how the accumulated experience can guide us toward building a more resilient emergency medical system, one that prioritizes quality, ensures patient and provider safety, and embraces modern principles of healthcare management. The objectives of this study were to explore the long-term perspectives of physicians and nurses working in emergency departments (EDs), to determine the triggering factors that may lead to abandoning the specialty, and to identify of malpractice risks arising from doctor–patient interaction. Methods: This study employed an observational design and utilized an opinion questionnaire to assess the participants’ perspectives. Qualitative data were presented as frequencies and percentages. Quantitative data were expressed as means and standard deviations after verifying normal distribution with the Shapiro–Wilk test. Comparisons between groups for qualitative variables were conducted using the chi-square test. For comparisons of quantitative variables between two groups, Student’s t-test was employed following confirmation of homogeneity of variances with Levene’s test. A p-value of < 0.05 was considered statistically significant. Results: Out of 1228 estimated responders, 641 completed the questionnaire. A total of 577 of participants met the inclusion criteria: 256 (44.4%) nurses and 321 (55.6%) doctors, with an average age of the responders of 40.06 years. Nurses reported the highest level of managerial support (83.2%, p < 0.001). EPs had the highest rate of non-participation in working groups for procedures/protocols/guidelines (49.5%, p < 0.001). Intensive care unit medical doctors (ICU-MDs) and EPs were the main groups reporting a deficiency in employer-provided resources to manage conflict situations (63.7%, 61.7%; p <0.001). EPs (28%) reported practicing defensive medicine (inadequate educational support, the absence of clear protocols). Workplace burnout was reported by the ICU-MDs and EPs responders (96.3%; 93.4%; p < 0.001), and 26% of EPs expressed interest in professional reorientation. Conclusions: This study highlights four strategic directions for rebuilding a resilient healthcare system focused on improving quality of care and safety: development of procedures/protocols, managerial reorganization, restoration of healthcare professionals’ trust through new strategies, and academic development. Full article

Background: Several factors are associated with the nurse anticipated turnover rate, including factors related to the staff, organisation, and management and leadership practices. Nurses in critical care areas (intensive care units and emergency rooms) demonstrated a higher anticipated turnover rate compared to nurses in other healthcare areas. There is evidence that imposing autonomy through managerial intervention is imperative, leading to increased confidence among nurses in terms of decision-making and enhancing their well-being, thus improving their performance, job satisfaction, and job retention. Aim: The aim of this study was to examine the mediating effect of burnout on the association between perceived autonomy and anticipated turnover among critical care nurses. Design: We utilized a cross-sectional descriptive survey design. Methods: We collected data from 134 nurses working in critical care areas using convenient sampling through an online survey. For data analysis, we utilized the Hayes process macro to examine the mediation model. Results: In this study, perceived autonomy was a significant negative predictor of nurses’ anticipated turnover, and this association is partially mediated by nurses’ emotional exhaustion. Conclusions: Nurse managers and policymakers should strive to support the autonomy and psychological well-being of critical care nurses as they play an important professional role within the healthcare team. Full article

Background: Innovation is a crucial issue in healthcare services since it can affect job-related variables such as productivity, satisfaction, and burnout. The aim of our study was to examine the impact of innovation support on quiet quitting, innovative behavior, and innovation outputs among nurses. Methods: We conducted a cross-sectional study in Greece during April 2024. We employed a convenience sample of nurses. We followed the reporting of observational studies in epidemiology (STROBE). We used the following instruments: (a) the innovation support inventory (ISI) to measure innovation support; (b) the quiet quitting scale (QQS) to measure quiet quitting; (c) the innovative behavior inventory (IBI) to measure innovative behavior; and (d) the innovation outputs (IO) scale to measure innovation outputs. Our study questionnaire was anonymous, and nurses gave their informed consent to participate. The Ethics Committee of the Faculty of Nursing, National and Kapodistrian University of Athens, approved our study protocol, while we followed the guidelines of the Declaration of Helsinki. Results: Our study population included 328 nurses with a mean age of 42.3 years (standard deviation: 9.7). Among them, 89.9% were females. Our multivariable analysis identified a negative relationship between innovation support and quiet quitting. Moreover, we found that managerial support and cultural support improved several aspects of innovative behavior, such as idea generation, idea search, idea communication, implementation starting activities, involving others, and overcoming obstacles. Additionally, managerial support improved innovation outputs. Conclusions: Our findings suggested the positive impact of innovation support on quiet quitting, innovative behavior, and innovation outputs among nurses. Organizations and nurses’ managers should establish an innovative working environment to improve nurses’ passion, motives, and productivity. Full article

The purpose of this study is to examine the effects of a salesperson’s techno-demands and techno-resources created by new sales-related information technology on salespersons’ attitudinal and behavioral outcomes such as job burnout, job satisfaction, turnover intention, and sales performance. In order to test the proposed framework, data were collected from 305 salespeople in Korea. The results of a partial least squared structural equation modeling (PLS-SEM) analysis showed that techno-demands have a significant positive effect on salespeople’s job burnout and techno-resources have a significant positive effect on salespeople’s job satisfaction. Salespeople’s job burnout has a significant positive effect on salespeople’s turnover intention, whereas salespeople’s job satisfaction has a significant positive effect on salespeople’s sales performance. Finally, salespeople’s job satisfaction has a negative effect on turnover intention. Theoretically, this study develops a new comprehensive framework of the techno demands–resources model and is empirically tested in the context of salespeople. Managerially, the findings offer important insights to practitioners to leverage techno-resources to accelerate the sales technologies for sales activities. Full article

This study investigates the impact of the coronavirus disease 2019 (COVID-19) pandemic on leadership within infection prevention and control (IPC) units across public hospitals in Israel. Through qualitative interviews with ten IPC managers from nine hospitals, equivalent to 30% of the country’s acute care facilities, the research uncovers significant changes in managerial approaches due to the health crisis. The results reveal four main themes: (1) Enhanced managerial autonomy and leadership skills, with a noted rise in self-efficacy against the pandemic’s backdrop; (2) Shifted perceptions of IPC units by upper management, recognizing their strategic value while identifying the need for a more profound understanding of IPC operations; (3) The increased emphasis on adaptability and rapid decision-making for effective crisis management; (4) The dual effect on job satisfaction and well-being, where greater commitment coincides with risks of burnout. The study underscores the essential nature of effective IPC leadership during emergencies, highlighting the need for clear communication, prompt action, and empathetic leadership. The conclusions point to the necessity for continuous research into IPC leadership, promoting strategic advancements in management to bolster IPC units against future health threats. Full article

The main objective of the present study is to examine the impact of job stress, role ambiguity, work–life imbalance and burnout on employee turnover intention. Moreover, the mediating role of burnout between job stress, role ambiguity, work–life imbalance and turnover intention is also examined. The data collection for this quantitative research was conducted through the “Questionnaire” technique. The questionnaire was developed based on previously established questions available in the literature. The data were collected using simple random sampling from the healthcare workers of KSA. From the distributed questionnaire, 73.5% of the usable questionnaires were returned. This study used SPSS and PLS for the analysis of the data to highlight the most significant variables that impact the employees’ turnover intentions among KSA health workers. The findings show that job burnout is clearly related to turnover intentions and is positively affected by both role stress and role ambiguity. Moreover, a statistically positive association is found between work–life imbalance and burnout among the healthcare workers in KSA. Furthermore, the mediating role of burnout is also confirmed in this study. The study also indicates that role ambiguity and role stress due to COVID-19 may create burnout among employees, which may lead to turnover intention among healthcare workers. There is a lack of research on the assessment of the impact of the novel COVID-19-related job stress, role ambiguity and work–life imbalance on the medical staff’s turnover intentions in hospitals. This study fills the gap of the limited studies conducted regarding the identification of the factors that can create turnover intention among healthcare workers of KSA by providing empirical evidence from a Gulf country, Saudi Arabia. This study provides managerial implications for hospital management and health policymakers to develop a strategy to retain the employees. Furthermore, healthcare administrators need to pay close attention to front line workers’ turnover intentions as these medical heroes are the vital part of our society who assist patients to receive their initial treatment during the COVID-19 pandemic. Full article