Reducing turnover intentions among first-year nurses: The importance of work centrality and coworker support.

Turnover among nurses has been recognized as a frequent and enduring problem in healthcare worldwide. The widespread nursing shortage has reached the level of a healthcare crisis. The COVID-19 pandemic has illustrated the importance of understanding the contributing factors of nurse turnover, and more importantly how to mitigate the problem. Using cross-sectional survey data collected from 3370 newly licensed nurses working across 51 metropolitan areas within 35 U.S. states, we explore how role overload and work constraints can both diminish job satisfaction and increase turnover intentions of new nurses. Coworker support and work role centrality are identified as moderators of these relationships which show potential to mitigate these negative outcomes. This study highlights the importance of coworker support and work centrality in improving job satisfaction and subsequent turnover intentions among newly licensed nurses.

Anxiety, job satisfaction, supervisor support and turnover intentions of mid-career nurses: A structural equation model analysis.

AIMS: To explore the effects of four predictors of anxiety (work constraints, work/family conflict, verbal abuse and negative team orientation) among nurses and their subsequent effects on job satisfaction and turnover intentions; and to examine the moderating effect of supervisor support on the relationship between job satisfaction and turnover intentions. BACKGROUND: Work-related anxiety is a well-known predictor of employee burnout. Research suggests the prevalence of stress in the workplace varies by occupation, with stress among nurses one of the highest. METHODS: We employed data from the 2015 national survey of licensed registered nurses (n=1,080). We assessed the conceptual model using partial least squares structural equation modeling (PLS-SEM). RESULTS: Work constraints, work/family conflict, and negative team orientation lead to anxiety, which diminished job satisfaction and ultimately increased turnover intentions. Supervisor support weakened the job dissatisfaction-turnover relationship. CONCLUSIONS: These findings suggest that the common experiences reported by health care professionals lead to anxiety and ultimately turnover intentions and emphasize the role of supervisor support. IMPLICATIONS FOR NURSING MANAGEMENT: The supervisor's role is crucial to the implications of workplace-generated anxiety for nurse job satisfaction and turnover intentions. As such, nurse managers need to develop tangible strategies to help nurses navigate these contextual constraints.

The interactive effects of role overload and resilience on family-work enrichment and associated outcomes.

Using an interactionist perspective and conservation of resources (COR) theory, this study examined the interactive effects of resilience and role overload on family-work enrichment and the outcomes of surface acting, emotional exhaustion, and job satisfaction. The model was tested using a sample of 156 full time employees who completed surveys at two time periods. As expected, resilience was positively related to family-work enrichment and family-work enrichment was negatively related to surface acting and emotional exhaustion and positively related to job satisfaction demonstrating mediating effects for family-work enrichment. Role overload moderated the positive relationship between resilience and family-work enrichment such that the relationship was weaker when role overload was high indicating a boundary condition for the favorable effects of resilience. Finally, support was found for the conditional indirect effects of resilience on surface acting, emotional exhaustion, and job satisfaction through family-work enrichment such that the relationships were weaker when role overload was high.

Got political skill? The impact of justice on the importance of political skill for job performance.

The present study examined the moderating effects of procedural and distributive justice on the relationships between political skill and task performance and organizational citizenship behavior (OCB) among 175 supervisor-subordinate dyads of a government organization. Using Mischel's (1968) situationist perspective, high justice conditions were considered "strong situations," whereas low justice conditions were construed as "weak situations." We found that when both procedural and distributive justice were low, political skill was positively related to performance. Under conditions of both high procedural and high distributive justice, political skill was negatively related to performance. Finally, under conditions of low distributive justice, political skill was positively related to OCB, whereas under conditions of high distributive justice, political skill had little effect on OCB. These results highlight the importance of possessing political skill in weak but not strong situations.