Objective To investigate the status of job burnout, feedback seeking behavior, and turnover intention of clinical nurses and analyze the relationship among them so as to provide a basis for improving the stability of nurses.
Methods From January to April 2022, clinical nurses in three tertiary general hospitals in Nantong were investigated with the general information questionnaire, the feedback seeking scale, the job burnout scale, and the turnover intention scale. Descriptive statistics, including the t-test, analysis of variance, Pearson correlation analysis, and mediation effect test, were used to analyze the surveyed results.
Results Totally 405 valid questionnaires were collected, with an effective recovery rate of 92.7%. The scores of job burnout, feedback seeking behavior, and turnover intention of clinical nurses were (58.04 ±10.26) points, (38.68 ±7.25) points, and (13.92 ±4.07) points, respectively. Job burnout was negatively correlated with feedback seeking behavior (r=-0.460, P < 0.01), feedback seeking behavior was negatively correlated with turnover intention (r=-0.419, P < 0.01), and job burnout was positively correlated with turnover intention (r= 0.503, P < 0.01). Feedback seeking behavior played a partial mediating role between job burnout and turnover intention among clinical nurses, and the mediating effect value was 0.153, accounting for 37.14% of the total effect.
Conclusions The level of turnover intention among clinical nurses in Nantong was high, and feedback seeking behavior played an intermediary role between job burnout and turnover intention. Managers should create a supportive feedback environment within the hospital and encourage interpersonal interaction between staff, superiors, and subordinates to improve nurses' feedback seeking behavior and reduce turnover intentions.
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