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AbstractIn a country with a large aging population such as the United States, nursing is a crucial profession that is also a high-stress and high-turnover occupation, leading to a shortage of nurses and increased healthcare costs. The year 2017 saw a 10-year high in nurse turnover. The general management problem is that current efforts to decrease the turnover of nurses remain ineffective. The specific problem studied was the high turnover of nurses in Dallas, Texas, linked to work-related stress and burnout. This quantitative nonexperimental regression and moderation research study aimed to study factors that predict or reduce turnover intention. This research involved testing social exchange theory through an examination of the relationship between job-related stress, burnout, and turnover intention where turnover intention was the dependent variable and determination of whether flexible work arrangements and employee empowerment moderated these relationships. The sample consisted of 122 nurses, randomly sampled from 90 hospitals in Dallas, Texas. Data analysis involved multiple linear regression and moderation analysis. Study results indicated that job-related stress and burnout increased turnover intention, and employee empowerment did not significantly influence the effect of job-related stress and burnout on turnover intention. Flexible work arrangements positively influenced the relationship between job-related stress and burnout on turnover intention. Future studies may involve testing additional variables, varying the methodology, and generalizing other populations and professions. Positive social change implications included increased knowledge on reducing nurse turnover to strengthen continuity of care.
Ochieng, George, "Job-Related Stress and Burnout on Turnover Intention of Nurses in Dallas, Texas, During COVID-19" (2021). Walden Dissertations and Doctoral Studies. 10674.