Perceived organizational climate and turnover intention among young nurses from a humanistic care perspective: the mediating role of work engagement - Scorecard - MDSpire
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Perceived organizational climate and turnover intention among young nurses from a humanistic care perspective: the mediating role of work engagement
Clinical Scorecard: The Influence of Perceived Organizational Environment on Turnover Intentions in Young Nurses: Exploring the Mediating Effect of Work Engagement through a Humanistic Care Lens
At a Glance
Category
Detail
Condition
Turnover intentions specifically among young nurses
Key Mechanisms
Perceived organizational climate and work engagement
Target Population
Young nurses in a tertiary Grade-A hospital
Care Setting
Healthcare systems in China
Key Highlights
High turnover rates among young nurses threaten healthcare quality.
Work engagement partially mediates the relationship between organizational climate and turnover intention.
Perceived organizational climate is a critical job resource that influences turnover intentions.
Guideline-Based Recommendations
Diagnosis
Assess perceived organizational climate and work engagement levels.
Management
Integrate humanistic care into organizational policies, including mentorship programs and support systems for young nurses.
Monitoring & Follow-up
Evaluate turnover intention regularly among nursing staff.
Risks
High turnover can lead to decreased quality of patient care.
Patient & Prescribing Data
Young nurses in clinical settings
Supportive organizational climate can enhance work engagement.
Clinical Best Practices
Foster a supportive work environment to reduce turnover intentions.
Implement evidence-based strategies that enhance work engagement among young nurses.
