Abstract
AIM: This study aimed to investigate the potential mediating role of turnover intention in the relationship between job burnout and quiet quitting among nurses and shed light on the associations between job burnout, turnover intention and quiet quitting intention. DESIGN: This study was designed as a descriptive, cross-sectional study. METHODS: A total of 317 nurses were selected using convenience sampling approach from a training and research hospital in Turkey. Quiet quitting, job burnout and turnover intention data were collected using the self-reported questionnaires using paper-and-pencil versions. Pearson correlation analysis, independent sample t-test and mediation analysis was conducted with Process v4.3. RESULTS: Statistically significant associations among job burnout, turnover intention and quiet quitting were found (p < 0.05). Job burnout had a positive effect on turnover intention (β = 0.339, p < 0.001) and quiet quitting (β = 0.245, p < 0.001). Additionally, turnover intention had a positive and significant effect on quiet quitting intention of nurses (β = 0.336, p < 0.001). Moreover, mediation analysis revealed that the association of job burnout with quiet quitting was partially mediated by turnover intention (β = 0.034, 95% CI [0.019, 0.054]). CONCLUSION: This study enrich our understanding of the associations among study variables and suggest that focusing solely on job burnout without considering the mediating effects of turnover intention might not be adequate for reducing the quiet quitting intention among nurses. IMPACT: This study shed light on how job burnout and turnover intention of nurses affect their quiet quitting intention. It has been proven that turnover intention is a significant factor in the relationship between job burnout and quiet quitting. These findings could provide guidance for managers in the administration of nurses. PATIENT OR PUBLIC CONTRIBUTION: No patient or public contribution.