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

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aut.relation.issue11en_NZ
aut.relation.journalInternational Journal of Environmental Research and Public Healthen_NZ
aut.relation.volume16en_NZ
dark.contributor.authorVan der Heijden, Ben_NZ
dark.contributor.authorBrown Mahoney, Cen_NZ
dark.contributor.authorXu, Yen_NZ
dc.date.accessioned2019-11-21T00:37:23Z
dc.date.available2019-11-21T00:37:23Z
dc.date.copyright2019en_NZ
dc.date.issued2019en_NZ
dc.description.abstractThis 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.en_NZ
dc.identifier.citationInternational Journal of Environmental Research and Public Health, 16(11), 2011. MDPI AG. Retrieved from http://dx.doi.org/10.3390/ijerph16112011
dc.identifier.doi10.3390/ijerph16112011en_NZ
dc.identifier.issn1660-4601en_NZ
dc.identifier.issn1660-4601en_NZ
dc.identifier.urihttps://hdl.handle.net/10292/13023
dc.languageenen_NZ
dc.publisherMDPI AGen_NZ
dc.relation.urihttps://www.mdpi.com/1660-4601/16/11/2011
dc.rightsThis is an open access article distributed under the Creative Commons Attribution License which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
dc.rights.accessrightsOpenAccessen_NZ
dc.subjectjob resources; Job demands; Burnout; Occupational turnover intention; JD-R model; Longitudinal approach; Dutch nurses; Age
dc.titleImpact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-moderated Mediation Model for the Nursing Professionen_NZ
dc.typeJournal Article
pubs.elements-id360732
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