Ulke Simdi, Refika; Gedik, Ozlem; Kara (Sivuk), Derya

PurposeThis study investigated the relationships among job satisfaction, emotional exhaustion, and turnover intention among nurses.Design/methodology/approachThe research was conducted with a sample of 356 nurses employed at a university hospital and examined the moderating roles of demographic variables, including age, marital status, experience at the hospital, and working time in the profession. The data collection tool was organized into two main sections. The first section focused on gathering socio-demographic information, including gender, age, marital status, experience at the hospital, and working time in the profession. The second section comprised validated scales used to measure the study variables. Data analysis was conducted using statistical software. Descriptive statistics were first employed to examine the demographic characteristics of the sample. To test the moderating effects of demographic variables on the relationship between emotional exhaustion and job satisfaction, the PROCESS Macro was utilized. For the moderation analysis, demographic variables such as age, marital status, hospital experience, and professional tenure were utilized. Other variables, including gender and educational status, were used solely for descriptive statistics.FindingsThe findings indicated that experience at the hospital moderated the relationship between job satisfaction and turnover intention, while age, marital status, and working time in the profession moderated the relationship between emotional exhaustion and job satisfaction. Given the critical importance of sustainable human resources in the healthcare sector, these results offer valuable insights for healthcare administrators and policymakers aiming to enhance nurse retention and improve workforce stability.Research limitations/implicationsGiven the critical importance of sustainable human resources in the healthcare sector, these results offer valuable insights for healthcare administrators and policymakers aiming to enhance nurse retention and improve workforce stability. The fact that the study was conducted at a single center in Turkey constitutes a limitation.Practical implicationsThis study offers guidance for healthcare institutions aiming to improve nurse retention. Emotional exhaustion reduces job satisfaction and increases turnover intention, especially among early- and mid-career nurses. Hospitals can reduce turnover through burnout-prevention strategies such as supportive supervision, mentorship, flexible scheduling, and improved staffing and reward systems. The identification of key demographic moderators (e.g. age, experience, marital status) enables institutions to tailor interventions - for example, career-development and coping-skills programs for younger nurses and work-family balance support for mid-career/married nurses.Social implicationsNurse burnout and turnover undermine the quality, safety, and accessibility of patient care. By underscoring the importance of supporting nurses' well-being, this study contributes to public discussions on strengthening healthcare systems. Reducing turnover can enhance patient outcomes, public trust, and system resilience-particularly important during public health crises.Originality/valueIn this study, a contribution to the literature was made by testing the validity of the Conservation of Resources Theory while determining the relationships among job satisfaction, burnout, and turnover intention. Furthermore, the study may provide guidance to healthcare administrators and policymakers in understanding the factors that contribute to workforce retention among nurses.

Özen, Şener; Yücel, İlhami

Purpose – This study aims to examine the sequential mediating roles of job stress (WS) and work-family conflict (WFC) in the relationship between compulsory citizenship behaviour (CCB) and citizenship fatigue (CF) among healthcare workers in Turkish public hospitals, grounded in Conservation of Resources (COR) theory and the job demands-resources (JD-R) model. Design/methodology/approach – A cross-sectional design was employed with 483 healthcare workers (67.7% female), including nurses, physicians, and administrative staff. Validated Turkish scales measured CCB, CF, WS and WFC. Data were analysed using correlation analysis, structural equation modelling (SEM) and Hayes' PROCESS macro (Model 6, 5, 000 bootstrap samples). Findings – CCB was positively associated with CF (β = 0.43, p < 0.001). Job stress and WFC sequentially mediated this relationship (total indirect effect β = 0.18, SE = 0.03, LLCI = 0.13 and ULCI = 0.25 95%). Results align with COR theory, demonstrating that CCB depletes resources, escalating stress and WFC, ultimately leading to CF. Originality/value – This study advances the literature by empirically testing a novel serial mediation model in healthcare, highlighting how CCB's effects extend beyond the workplace into family life. It underscores the need for organisational interventions to mitigate compulsory demands and support work-life balance.

Baş, Murat; Aydın Kahraman, Handan; Tosun, Nurperihan

Purpose – This study aims to examine the effect of nurses’ organizational learning levels on perceived career opportunities, while exploring the parallel mediating roles of colleague support and psychological comfort perception. Design/methodology/approach – A cross-sectional survey design was employed with a sample of 462 nurses working in public hospitals in Nevsehir, Turkey. Data were collected using validated measurement scales and analyzed using SPSS, AMOS and PROCESS Macro (Model 4) for mediation analysis. Findings – The results revealed that organizational learning positively and significantly predicted perceived career opportunity. Colleague support and psychological comfort each served as significant mediators in this relationship. Specifically, organizational learning enhanced colleague support (ß = 0.623) and psychological comfort (ß = 0.282), both of which positively influenced perceived career opportunity (ß = 0.303 and β = 0.345, respectively). The parallel mediation analysis confirmed that both variables had significant indirect effects, with a total indirect effect of β = 0.272. These findings underscore the need for health organizations to foster learning-oriented cultures and psychologically supportive environments. Strengthening organizational learning and peer support mechanisms can improve nurses’ perceptions of career growth and enhance workforce retention. Originality/value – This study contributes to the literature by integrating organizational learning theory with social cognitive career theory, offering empirical evidence for the dual mediating roles of psychological comfort and colleague support in healthcare career development.

Şirin, Sabri M.; Yücel, İlhami

Purpose – The primary objective of this research is to examine the mediating role of emotional labor in the relationship between organizational identification and organizational citizenship behavior (OCB). Additionally, the study explores how personality traits – specifically Type A and Type B personalities – moderate the mediated relationship. The research aims to provide a deeper understanding of how emotional and psychological factors interact to influence employee behavior in healthcare settings, offering practical implications for improving organizational efficiency and employee engagement. Design/methodology/approach – This study was conducted using a quantitative research methodology. Data were collected through structured surveys from 433 healthcare professionals employed in hospitals and healthcare institutions. The scales used for data collection were validated and widely recognized in previous studies. Statistical analyses were performed using SPSS, AMOS and SMART PLS software. Analytical techniques included confirmatory factor analysis, reliability testing, correlation analysis, mediation analysis and moderated mediation analysis. Furthermore, the PROCESS macro with bootstrap sampling was employed to analyze the moderation effects. This comprehensive approach ensured the robustness and validity of the findings. Findings – Organizational identification has a significant and positive impact on both organizational citizenship behavior and emotional labor. Emotional labor acts as a mediator between organizational identification and organizational citizenship behavior, demonstrating that the psychological effort to align emotional displays with organizational expectations strengthens employees’ citizenship behaviors. Individuals with Type A personalities, characterized by competitiveness and high achievement orientation, exhibit stronger engagement in emotional labor and higher citizenship behavior. Type B personality traits, associated with a more relaxed and less competitive demeanor, display a weaker mediation effect. These findings emphasize the dynamic interplay between organizational, emotional and individual factors in shaping employee behaviors. Originality/value – This study contributes novel insights to organizational behavior literature by integrating emotional labor and personality traits as key variables in understanding the relationship between organizational identification and citizenship behavior. Unlike prior studies, this research highlights the moderating influence of Type A and Type B personality traits in this mediated relationship. The findings provide actionable insights for organizations, particularly in the healthcare sector, to develop strategies for enhancing employee engagement, fostering emotional resilience and promoting organizational citizenship behaviors. This unique focus on personality traits as moderators offers practical applications for tailoring management interventions based on individual differences.

Agaoglu, Ferhat Onur; Baş, Murat; Tarsuslu, Sinan

Purpose The study was designed to investigate the moderating role of employee motivation as a mediator of psychological ownership in the relationship between nurses' perception of participatory leadership and their organizational learning behaviors. Design/methodology/approach The study included 476 nurses working in a training and research hospital in the east of Turkey. This study, prepared in accordance with the Strobe checklist, was designed as a cross-sectional descriptive study. Data were collected using a demographic information form, a participative leadership scale, an organizational learning scale, a psychological ownership scale and a motivation scale. Correlation analyses and mediator model tests were performed to examine the relationship between these variables. Findings As a result, it was found that nurses' perceptions of participative leadership positively and significantly affected organizational learning (r = 0.74; p < 0.01), participative leadership positively affected psychological ownership (r = 0.29; p < 0.01) and nurses' psychological ownership positively and significantly affected organizational learning (r = 0.41; p < 0.01). In addition, it was found that nurses' psychological ownership had a mediating role in the effect of participatory leadership perceptions on organizational learning (CI [0.030, 0.089]) and nurse motivation had a moderating role between psychological ownership and organizational learning (beta = 0.168, 95% CI [0.064, 0.271]). Originality/value The study's findings have practical implications for the Turkish health system and healthcare administrators. Administrators can significantly enhance organizational learning by implementing participative leadership training and fostering a sense of ownership among nurses. Empowering nurses to take charge of their learning and emphasizing the role of motivation can further drive organizational growth.