Objective:

To evaluate the status of perceived organizational climate, work engagement, and turnover intention among young nurses, emphasizing the mediating role of work engagement through a humanistic care lens.

Approach:

Key Findings:

• Significant interrelationships were found among perceived organizational climate, work engagement, and turnover intention, with work engagement partially mediating the relationship and explaining 34.78% of the variance, highlighting its importance in nursing retention strategies.

Interpretation:

Organizational climate serves as a critical job resource that may buffer turnover intention by fostering higher levels of work engagement, which is essential for improving nursing practice and retention.

Limitations:

• The study's cross-sectional design limits causal inferences, and the convenience sampling from a single institution may affect the generalizability of the findings, suggesting the need for further research across diverse settings.

Conclusion:

To maintain workforce stability, nursing managers should integrate humanistic care into organizational policies, such as mentorship programs and supportive work environments, to cultivate a supportive atmosphere.

Attribution Notice

This content is an AI-generated, fully rewritten summary based on a published scholarly article. It does not reproduce the original text and is not a substitute for the original publication. Readers are encouraged to consult the source for full context, data, and methodology.