Relationship between Job Burnout, Interpersonal Conflicts and Intentions to Leave
Deficiency of nurses is one of the very prominent issues in many countries. A high turnover rate among nurses is contributing to the deficit; interpersonal conflicts, job burnout, and intentions to leave. All these have been identified as the predictors of nurses’ turnover. The evidenc...
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| Main Authors: | , , , , |
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| Format: | Article |
| Language: | English |
| Published: |
Skripta s.r.o., Česká Republika
2020
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| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/30147/1/Sofia.pdf http://ir.unimas.my/id/eprint/30147/ http://www.european-science.com |
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| Summary: | Deficiency of nurses is one of the very prominent issues in many countries. A high turnover rate among nurses is contributing to the deficit; interpersonal conflicts, job burnout, and intentions to leave. All these have been identified as the predictors of nurses’ turnover. The evidence demonstrates that the working conditions for nurses certainly influence nurses’ interpersonal con-flicts, burnout and intentions to leave. From the best of the researchers knowledge the relationship of these variables in a single model has not been investigated worldwide. For investigating the mediat-ing role of job burnout in the relationship between interpersonal conflicts and intentions, a cross-sectional research design was utilized in this study. The data was collected from 232 nurses of pub-lic and private teaching hospitals in Lahore, Pakistan. Three standardized scales were used: the In-terpersonal Conflicts Scale, the Job Burnout Scale and the Intentions to leave Scale. The nurses working in the hospitals with less intentions to leave have significantly less interpersonal conflicts and job burnout. Moreover, job burnout partially mediates the relationship of interpersonal conflicts and intentions to leave. Results of demographic data show that number of female nurses is over-whelmingly more with none from top level management. The nurses’ intentions to leave are a sig-nificant concern. They can be facilitated by reducing the nurses’ interpersonal conflicts and job bur-nout in Pakistani teaching hospitals. Interpersonal conflicts and ‘intentions to leave’ partially me-diate job burnout. Reducing interpersonal conflicts for nurses may decrease burnout and intentions to leave. Hence, focusing on these research outcomes, it is likely to retain nurses in the hospitals. This research may help policymakers and health managers to minimize interpersonal conflicts and job burnout. They can make policies to employ more women especially men in nursing profession to overcome the shortage. They may also encourage the nursing staff to compete for top level man-agement. Future research can be extended beyond interpersonal conflicts, job burnout and intentions to leave |
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