Abstract
Background: The COVID-19 pandemic has exacerbated the global nursing shortage, leading to increased turnover intentions among nurses due to heightened workplace stress, burnout, and job dissatisfaction. This study investigates the mediating effects of burnout and job satisfaction on the relationship between professional identity, occupational stress, and nurses' turnover intentions. Additionally, it explores the impact of socio-demographic factors on these relationships in the post-pandemic era.
Methods: A cross-sectional study of 338 nurses across four hospitals in Israel was conducted between June 2023 and January 2024. Self-reported questionnaires were utilized to measure turnover intentions, with professional identity and occupational stress as predictors and burnout and job satisfaction as mediators. Fixed effect path analysis approach was employed to assess the hypothesized mediation model, controlling for hospital-level variance and socio-demographic variables.
Results: Professional identity was negatively associated with burnout (β = -.26, p < .001) and positively associated with job satisfaction (β = .25, p < .001). Occupational stress was positively associated with burnout (β = .57, p < .001) and negatively associated with job satisfaction (β = -.42, p < .001). Burnout (β = .35, p < .001) and job satisfaction (β = -.10, p = .025) were both significantly associated with turnover intentions. Mediation analysis indicated that job satisfaction and burnout fully mediated the relationship between professional identity and turnover intentions, and partially mediated the relationship between occupational stress and turnover intentions.
Conclusions: The study highlights that professional identity mitigates nurse turnover by increasing job satisfaction and reducing burnout, while occupational stress drives turnover intentions by increasing burnout and decreasing job satisfaction. Tailored interventions aimed at enhancing professional identity and addressing occupational stress, particularly in light of pandemic-related challenges, are essential for improving nurse retention and well-being in the post-pandemic era.
Notes
Extensive reference list included in attached slide deck.
This presenter has authored a published article on this same topic. It is listed here for informational purposes and is not included in this repository.
Yulia, G., Lani, O., Talia, D., Yosefa, D., Mursi, J., Tali, S., Tal, B., & Ayala, B. (2025). The Mediating Effect of Burnout and Job Satisfaction on the Relationship Between Professional Identity, Occupational Stress, and Turnover Intentions in the Post‐Pandemic Era. Worldviews on Evidence-Based Nursing (John Wiley & Sons, Inc.), 22(2), 1–8. https://doi-org.proxy.ulib.uits.iu.edu/10.1111/wvn.70014
Sigma Membership
Omega Lambda
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Cross-Sectional
Research Approach
Quantitative Research
Keywords:
Policy and Advocacy, Primary Care, Workforce, Hospital Nursing Staff, Professional Burnout, Job Satisfaction, Professional Identity, Occupational Stress, Personnel Turnover, Intention, COVID-19 Pandemic, Sociodemographic Factors
Recommended Citation
Gendler, Yulia, "Burnout and Job Satisfaction as Mediators of Nurse Turnover Post-Pandemic" (2026). International Nursing Research Congress (INRC). 80.
https://www.sigmarepository.org/inrc/2026/presentations_2026/80
Conference Name
37th International Nursing Research Congress
Conference Host
Sigma Theta Tau International
Conference Location
Toronto, Ontario, Canada
Conference Year
2026
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record. All permission requests should be directed accordingly and not to the Sigma Repository. All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2026-07-28
Burnout and Job Satisfaction as Mediators of Nurse Turnover Post-Pandemic
Toronto, Ontario, Canada
Background: The COVID-19 pandemic has exacerbated the global nursing shortage, leading to increased turnover intentions among nurses due to heightened workplace stress, burnout, and job dissatisfaction. This study investigates the mediating effects of burnout and job satisfaction on the relationship between professional identity, occupational stress, and nurses' turnover intentions. Additionally, it explores the impact of socio-demographic factors on these relationships in the post-pandemic era.
Methods: A cross-sectional study of 338 nurses across four hospitals in Israel was conducted between June 2023 and January 2024. Self-reported questionnaires were utilized to measure turnover intentions, with professional identity and occupational stress as predictors and burnout and job satisfaction as mediators. Fixed effect path analysis approach was employed to assess the hypothesized mediation model, controlling for hospital-level variance and socio-demographic variables.
Results: Professional identity was negatively associated with burnout (β = -.26, p < .001) and positively associated with job satisfaction (β = .25, p < .001). Occupational stress was positively associated with burnout (β = .57, p < .001) and negatively associated with job satisfaction (β = -.42, p < .001). Burnout (β = .35, p < .001) and job satisfaction (β = -.10, p = .025) were both significantly associated with turnover intentions. Mediation analysis indicated that job satisfaction and burnout fully mediated the relationship between professional identity and turnover intentions, and partially mediated the relationship between occupational stress and turnover intentions.
Conclusions: The study highlights that professional identity mitigates nurse turnover by increasing job satisfaction and reducing burnout, while occupational stress drives turnover intentions by increasing burnout and decreasing job satisfaction. Tailored interventions aimed at enhancing professional identity and addressing occupational stress, particularly in light of pandemic-related challenges, are essential for improving nurse retention and well-being in the post-pandemic era.
Description
The COVID-19 pandemic has intensified the nursing shortage, increasing turnover driven by stress and dissatisfaction. This study of 338 Israeli nurses examined how burnout and job satisfaction mediate the effects of professional identity and stress on turnover. Path analysis showed that strong professional identity enhances satisfaction, while high stress increases burnout. Targeted strategies that strengthen professional identity and reduce stress may improve retention.