Nursing Reports,
Год журнала:
2024,
Номер
14(1), С. 254 - 266
Опубликована: Янв. 23, 2024
The
aim
of
the
study
was
to
examine
impact
moral
resilience
on
quiet
quitting,
job
burnout,
and
turnover
intention
among
nurses.
A
cross-sectional
implemented
in
Greece
November
2023.
revised
Rushton
Moral
Resilience
Scale
used
measure
nurses,
Quiet
Quitting
levels
single-item
burnout
burnout.
Moreover,
a
valid
six-point
Likert
scale
intention.
All
multivariable
models
were
adjusted
for
following
confounders:
gender,
age,
understaffed
department,
shift
work,
work
experience.
analysis
identified
negative
relationship
between
In
particular,
we
found
that
increased
response
adversity
efficacy
associated
with
decreased
detachment
score,
lack
initiative
motivation
score.
Additionally,
personal
integrity
reduced
while
relational
Also,
lower
probability
can
be
an
essential
protective
factor
against
high
This
not
registered.
Behavioral Sciences,
Год журнала:
2025,
Номер
15(2), С. 126 - 126
Опубликована: Янв. 24, 2025
Recent
studies
indicate
that
nurses
experienced
high
levels
of
occupational
burnout
and
insomnia
during
after
the
pandemic
highlight
resilience
as
a
crucial
competence
for
overcoming
adversity.
The
aim
this
study
was
to
assess
burnout,
insomnia,
psychological
explore
their
interrelations
among
Greek
14
months
official
ending
which
declared
in
May
2023.
conducted
online
July
2024
included
380
currently
working
hospitals,
who
completed
Copenhagen
Burnout
Inventory
(CBI),
Athens
Insomnia
Scale
(AIS),
Brief
Resilience
(BRS).
Overall,
56.1%
exhibited
symptoms
46.8%
displayed
signs
burnout.
Low
scores
were
observed
26.3%.
Multiple
regression
analysis
indicated
CBI
explained
34.4%
variance
AIS
scores,
while
an
additional
3%
by
BRS.
Mediation
revealed
operates
protectively
negative
mediator
relationship
between
insomnia.
In
conclusion,
one
year
end
remain
high,
whereas
seems
be
retained
at
moderate
levels.
Consequently,
there
is
urgent
need
regularly
monitor
risk
implement
resilience-building
strategies
combat
improve
symptoms.
Healthcare,
Год журнала:
2024,
Номер
12(3), С. 291 - 291
Опубликована: Янв. 23, 2024
Although
recent
studies
suggest
a
negative
relationship
between
organizational
support
and
turnover
intention
among
nurses,
there
has
been
no
systematic
review
on
this
issue.
The
aim
of
meta-analysis
was
to
synthesize
evaluate
the
association
in
nurses.
protocol
registered
with
PROSPERO
(CRD42023447109).
A
total
eight
5754
nurses
were
included.
All
cross-sectional
conducted
after
2010.
Quality
moderate
five
good
three
studies.
We
found
correlation
since
pooled
coefficient
−0.32
(95%
confidence
interval:
−0.42
−0.21).
ranging
from
−0.10
−0.51.
leave-one-out
sensitivity
analysis
showed
that
our
results
stable
when
each
study
excluded.
Egger’s
test
funnel
plot
suggested
absence
publication
bias
Subgroup
stronger
China
Australia
than
those
Europe.
Organizational
However,
data
regarding
impact
are
limited.
Moreover,
had
several
limitations,
thus,
we
cannot
generalize
results.
Therefore,
further
should
be
assess
independent
effect
more
valid
way.
In
any
case,
nursing
managers
draw
attention
by
developing
effective
clinical
practice
guidelines
for
so
as
reduce
intention.
Healthcare,
Год журнала:
2024,
Номер
12(7), С. 797 - 797
Опубликована: Апрель 6, 2024
Workplace
bullying
is
common
among
nurses
and
negatively
affects
several
work-related
variables,
such
as
job
burnout
satisfaction.
However,
no
study
until
now
has
examined
the
impact
of
workplace
on
quiet
quitting
nurses.
Thus,
our
aim
was
to
examine
direct
effect
investigate
mediating
coping
strategies
relationship
between
in
We
conducted
a
cross-sectional
with
convenience
sample
650
Greece.
collected
data
February
2024.
used
Negative
Acts
Questionnaire-Revised,
Quiet
Quitting
Scale,
Brief
COPE
measure
bullying,
quitting,
strategies,
respectively.
found
that
negative
were
positive
predictors
while
quitting.
Our
mediation
analysis
showed
partially
mediated
In
particular,
caused
competitive
mediation,
complimentary
mediation.
Nurses'
managers
policy
makers
should
improve
working
conditions
by
reducing
strengthening
AIMS Public Health,
Год журнала:
2024,
Номер
11(2), С. 601 - 613
Опубликована: Янв. 1, 2024
<abstract><sec>
<title>Background</title>
<p>Emotional
intelligence
can
improve
nurses'
interpersonal
and
coping
skills,
job
performance,
resilience.
However,
there
is
a
dearth
in
the
literature
on
whether
emotional
affects
levels
of
quiet
quitting,
turnover
intention,
burnout
nurses.</p>
</sec><sec>
<title>Objective</title>
<p>We
examined
relationship
between
intelligence,
burnout.</p>
<title>Methods</title>
conducted
cross-sectional
study
Greece
with
convenience
sample
992
nurses.
We
used
following
valid
tools
to
measure
our
variables:
Trait
Emotional
Intelligence
Questionnaire-Short
Form,
Quiet
Quitting
Scale,
single
item
measure.</p>
<title>Results</title>
<p>The
mean
age
nurses
was
42.2
years.
After
controlling
for
gender,
age,
work
experience,
shift
work,
understaffed
department,
multivariable
linear
regression
models
indicated
significant
negative
relationships
burnout.
Specifically,
self-control
reduced
detachment,
lack
motivation,
burnout,
intention.
Moreover,
emotionality
initiative.
Sociability
initiative
while
well-being
intention.</p>
<title>Conclusion</title>
Therefore,
nurse
managers
policy-makers
should
apply
interventions
optimize
profiles
</sec></abstract>
Journal of Advanced Nursing,
Год журнала:
2025,
Номер
unknown
Опубликована: Фев. 10, 2025
ABSTRACT
Aim
This
study
aimed
to
investigate
the
potential
mediating
role
of
turnover
intention
in
relationship
between
job
burnout
and
quiet
quitting
among
nurses
shed
light
on
associations
burnout,
intention.
Design
was
designed
as
a
descriptive,
cross‐sectional
study.
Methods
A
total
317
were
selected
using
convenience
sampling
approach
from
training
research
hospital
Turkey.
Quiet
quitting,
data
collected
self‐reported
questionnaires
paper‐and‐pencil
versions.
Pearson
correlation
analysis,
independent
sample
t
‐test
mediation
analysis
conducted
with
Process
v4.3.
Results
Statistically
significant
found
(
p
<
0.05).
Job
had
positive
effect
β
=
0.339,
0.001)
0.245,
0.001).
Additionally,
0.336,
Moreover,
revealed
that
association
partially
mediated
by
0.034,
95%
CI
[0.019,
0.054]).
Conclusion
enrich
our
understanding
variables
suggest
focusing
solely
without
considering
effects
might
not
be
adequate
for
reducing
nurses.
Impact
how
affect
their
It
has
been
proven
is
factor
quitting.
These
findings
could
provide
guidance
managers
administration
Patient
or
Public
Contribution
No
patient
public
contribution.
Behavioral Sciences,
Год журнала:
2025,
Номер
15(3), С. 249 - 249
Опубликована: Фев. 22, 2025
The
concept
of
artificial
intelligence
(AI)
refers
to
technologies
that
imitate
human-like
thinking,
learning
and
decision-making
abilities.
While
integrating
AI
into
the
workforce
offers
potential
increase
efficiency
in
organizational
activities,
it
can
lead
negative
effects
such
as
anxiety,
uncertainty,
distrust
among
employees
which
results
from
not
being
able
understand
these
technologies,
regarding
them
alternatives
for
themselves,
possibility
losing
their
position.
These
reduce
employees’
commitment
at
work
trigger
behaviors
quiet
quitting
turnover
intention.
Starting
this
point,
present
study
aims
investigate
effect
anxiety
on
intention
mediating
role
relationship.
was
conducted
using
a
cross-sectional
design
with
457
people
working
SMEs
Kırıkkale
province.
Anxiety,
Quiet
Quitting,
Turnover
Intention
Scales
were
utilized
during
data
collection
process.
obtained
analyzed
through
structural
equation
modeling.
In
addition
detecting
significant
relationships
between
concepts
result
analysis,
realized
did
have
considerable
directly
intention;
however,
occurred
indirectly
quitting.
Accordingly,
is
predicted
business
processes
will
concerns
about
job
security
employees,
triggers
by
leading
tendency
toward
reasons
loss
motivation
low
commitment.
Research Square (Research Square),
Год журнала:
2024,
Номер
unknown
Опубликована: Июнь 18, 2024
AbstractBackground:
Quiet
quitting
has
emerged
during
the
COVID-19
pandemic
and
its
consequences
for
healthcare
organizations
services
have
been
expected.
Objective:
To
identify
levels
of
quiet
among
clinical
nurses
in
Greece.
Moreover,
we
examined
impact
demographic
job
characteristics
on
quitting.Methods:
We
conducted
an
online
cross-sectional
study
collected
our
data
February
2024.
obtained
a
convenience
sample
who
working
settings.
used
“Quiet
Quitting”
Scale
(QQS)
to
measure
study.
measured
gender,
age,
educational
level,
sector,
understaffed
workplace,
shift
work,
years
experience.
Results:
Applying
suggested
cut-off
point
found
that
seven
out
ten
(68.2%,
n=620)
can
be
considered
as
quitters,
while
three
(31.8%,
n=289)
non-quiet
quitters.
males
experienced
higher
than
females
(adjusted
coefficient
beta
=
0.216,
95%
CI
0.093
0.339,
p-value
0.001).
Additionally,
workers
0.182,
0.091
0.272,
<
0.001)
workplaces
0.134,
0.006
0.262,
0.040)
showed
quitting.
Decreased
experience
were
associated
with
increased
-0.008,
-0.012
-0.004,
Conclusions:
In
sample,
reported
high
Gender,
had
Healthcare
managers
should
pay
attention
order
improve
nurses’
productivity
patients’
outcomes.
Journal of Evaluation in Clinical Practice,
Год журнала:
2024,
Номер
unknown
Опубликована: Сен. 16, 2024
Abstract
Background
Due
to
the
impact
of
COVID‐19
pandemic,
risk
quiet
quitting
among
healthcare
professionals
is
increasing.
Individuals
who
engage
in
process
may
also
unknowingly
become
target
firing.
The
concepts
and
firing
play
a
crucial
role
promoting
employee
resilience
preventing
organizational
losses.
Method
This
study
aimed
conduct
validity
reliability
analysis
scale
(QQ
QF
scale)
Turkish.
A
methodological
was
conducted
with
445
professionals.
Results
item‐total
score
correlation
values
ranged
between
0.37
0.76.
confirmatory
factor
confirmed
14‐item,
two‐factor
structure.
Cronbach's
⍺
internal
consistency
coefficient
0.89.
QQ
had
strong
negative
person‐organization
fit
happiness
at
work
subscales
engagement,
job
satisfaction
affective
commitment.
Conclusion
results
showed
that
adapted
version
valid
suitable
for
use
Turkey.
Journal of Advanced Nursing,
Год журнала:
2024,
Номер
unknown
Опубликована: Ноя. 5, 2024
ABSTRACT
Aim
The
main
purpose
of
this
study
was
to
investigate
the
potential
mediating
role
job
burnout
in
relationship
between
organisational
support
and
quiet
quitting
among
nurses.
Additionally,
aimed
determine
associations
support,
quitting.
Design
This
a
descriptive,
cross‐sectional
study.
Methods
descriptive
included
total
383
convenience
sampling
method
used,
conducted
Türkiye.
Self‐reported
measures,
which
scale,
were
completed
by
using
an
online
version
scale.
Results
Statistically
significant
found
Organisational
had
negative
effect
on
positive
behaviour.
Moreover,
partially
mediated
Conclusion
findings
highlight
importance
considering
as
critical
factor
mitigating
Prioritising
healthcare
workers
plays
reducing
behaviour
through
support.
Impact
focused
how
interact
with
quitting,
is
current
issue
nurses,
explained
research
provide
evidence
that
influences
Similarly,
affects
It
has
been
proven
barrier
impact
will
have
management
strategic
planning
organisations.
Reporting
Method
STROBE
reporting
followed.
Patient
or
Public
Contribution
No
patient
public
contribution.
