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    The mediating effect of job motivation on the relationship between career barriers and nurses' turnover intention
    (Elsevier, 2023) Yesilyurt, Tugba; Goktepe, Nilgun; Polat, Sehrinaz
    Background: Numerous organisational variables have been shown to be associated with nurse turnover, and evidence of the negative impact of nurse turnover on patients and healthcare organisations is accumulating. However, little is known about the impact of nurses' career barriers on nurses' turnover intentions. Aim: This study aimed to examine the effect of variables related to nurses' sociodemographic and working characteristics, career barriers, and work motivation on turnover intentions, and reveal the mediating effect of job motivation on the relationship between career barriers on turnover intentions. Methods: This cross-sectional study was conducted using an online questionnaire distributed among nurses working in university, private, and public hospitals in Turkey. The sample of the study consisted of 404 nurses, and the Demographic and Work-Related Variables Questionnaire, Career Barriers in Nursing Scale, Nurses Job Motivation Scale, and the Turnover Intention Scale were used for data collection. Descriptive statistics, Pearson correlation analysis, multiple-regression analysis, and mediating effect analysis with HAYES (Model 4) were used in data analysis. Findings: The regression analysis determined that seven independent variables (type of hospital, duration of current hospital experience, choosing the profession willingly, satisfaction with career opportunities in the current hospital, having a career goal, career barriers, and job motivation) affected nurses' turnover intention, and these variables explained 41% of the total variance. It was also found that job motivation has a mediating effect on the relationship between career barriers and turnover intention. Conclusion: This study found that nurses' turnover intentions were affected by variables such as career barriers, job motivation, and sociodemographic/working characteristics, with job motivation having a mediating effect on the relationship between career barriers and turnover intention. An additional finding was that as job motivation increases, turnover intention caused by career barriers decreases. It is important that managers and policymakers implement practices aimed at reducing career barriers and study the factors that increase nurses' job motivation in order to maintain nurse retention. (c) 2023 Australian College of Nursing Ltd. Published by Elsevier Ltd.
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    The Relationship Between Nurses' Individual, Work-related Variables, Colleague Solidarity, and Work Engagement: A Cross-Sectional Study
    (Ataturk Univ, 2023) Yesilyurt, Tugba; Goktepe, Nilgun; Turkmen, Emine; Yalcin, Begum
    Objective: The aim of this study was to examine the effect of nurses' individual, work-related variables and colleague solidarity on their level of work engagement. Methods: This cross-sectional, descriptive study was conducted between October and December 2021 in a private chain hospital group in Turkey, using an online survey. The sample of the study consisted of 331 nurses. The Individual and Work-related Characteristics Form, the Colleague Solidarity of Nurses Scale, and the Work Engagement Scale were used for data collection. Descriptive statistics, Spearman correlation, and multiple linear regression analyses were used in the data analysis. Results: In the study, the mean score of the Colleague Solidarity of Nurses Scale was 103.87 (+/- 9.64), and the mean score of the Work Engagement Scale was 61.53 (+/- 16.31). A positive and significant relationship was found between the scores that nurses obtained from the Colleague Solidarity of Nurses Scale and the Work Engagement Scale (r = 0.33, P < .001). In the regression analysis, it was determined that 6 independent variables affected nurses' level of work engagement and that these 6 variables explained 17.9% of the total variance. Conclusion: The results revealed that colleague solidarity, being married, long-term professional experience, and a high perception of workload increased work engagement. The results also indicated that working as a nurse manager and having the intention to leave work reduced work engagement.