Other Titles
The Effects of Resilience & Burnout on Turnover Intention [Title Slide]
Other Titles
The Effects of Resilience and Burnout on Turnover Intention
Abstract
Nurses constitute the most significant proportion of the healthcare workforce providing care for residents in long-term care (LTC) facilities (American Association of Colleges of Nursing, 2023, July). The number of licensed practical or vocational nurses who typically care for the most vulnerable populations in LTC has declined by 33,811 since the pandemic (Martin et al., 2023; National Council of State Boards of Nursing, 2023, April 13). LTC patients and staff accounted for 23% of COVID-19-related deaths in the United States (Chidambaram, 2022, February 3). A cross-sectional study conducted by Aiken et al. (2023) at magnet hospitals in the United States revealed that patient safety was rated poorly, with significant turnover rates, burnout, and nursing shortages. In the LTC domain, job losses continue due to limited resources and long-standing staffing issues adversely affecting turnover rates, burnout, and patient safety.
This non-experimental quantitative survey study explored nurse resilience, burnout, and turnover intention among LTC nurses following the height of the COVID-19 pandemic. The results revealed that nurses working in LTC experienced moderate burnout, which could negatively affect their mental and physical health, job performance, and quality of patient care. A strong correlation was found between burnout and intent to leave among LTC nurses. This study found that nurses with 11–15 years of experience, compared to those with 20+ years of experience, had a higher intention to leave the profession. Strong evidence suggests that nurses with an associate degree versus a bachelor's degree or diploma had higher turnover intention.
Nurse leaders are most concerned about low morale and burnout as well as mental health, well-being, surge staffing, training, and reallocation (American Organization for Nursing Leadership, 2022, October). Strengthening resilience can reduce stress's impact, increase nurses’ ability to adapt to challenges, and improve personal resources. Investment in education and time devoted to patient care can decrease turnover intention. Retaining experienced LTC nurses is crucial, as they possess knowledge, expertise, and skill; can help with mentorship and role modeling; have leadership qualities and critical thinking abilities; and can ensure patient safety.
The ability to provide LTC residents with high-quality care depends on retaining qualified nurses. It is not viable to improve nurses' resilience and retention rates while reducing burnout with a single action. Nurse leaders can employ practices and strategies such as a positive work environment, flexible scheduling, career advancement opportunities, and competitive wages to retain nursing personnel.
Notes
References:
Aiken, L. H., Lasater, K. B., Sloane, D. M., Pogue, C. A., Fitzpatrick Rosenbaum, K. E., Muir, K. J., & McHugh, M. D. (2023). Physician and nurse well-being and preferred interventions to address burnout in hospital practice: Factors associated with turnover, outcomes, and patient safety. JAMA Health Forum, 4(7), Article e231809. https://doi.org/10.1001/jamahealthforum.2023.1809
American Association of Colleges of Nursing. (2023, July). Nursing workforce fact sheet. https://www.aacnnursing.org/news-data/fact-sheets/nursing-workforce-fact-sheet
American Organization for Nursing Leadership. (2022, October). Longitudinal nursing leadership insight study. https://www.aonl.org/resources/nursing-leadership-covid-19-survey
Chidambaram, P. (2022, February 3). Over 200,000 residents and staff in long-term care facilities have died from COVID-19. Kaiser Family Foundation. https://www.kff.org/policy-watch/over-200000-residents-and-staff-in-long-term-care-facilities-have-died-from-covid-19/
Martin, B., Kaminski-Ozturk, N., O'Hara, C., & Smiley, R. (2023). Examining the impact of the COVID-19 pandemic on burnout and stress among U.S. nurses. Journal of Nursing Regulation, 14(1), 4-12. https://doi.org/10.1016/S2155-8256(23)00063-7
National Council of State Boards of Nursing. (2023, April 13). NCSBN research projects significant nursing workforce shortages and crisis. https://www.ncsbn.org/news/ncsbn-research-projects-significant-nursing-workforce-shortages-and-crisis
Sigma Membership
Eta Chi
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Quantitative Research
Keywords:
Long-term Health Care, Nursing Homes, Professional Burnout, Hardiness, Personnel Turnover, Nurses -- Psychosocial Factors
Recommended Citation
Fromer, Rosemary; Oldham, Rhonda; and Callaway, Hannah G., "Effects of Burnout and Resilience on Turnover Intention in Long-term Care Nurses Post-COVID" (2026). Creating Healthy Work Environments (CHWE). 121.
https://www.sigmarepository.org/chwe/2024/presentations_2024/121
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Washington, DC, USA
Conference Year
2024
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
2026-03-04
Effects of Burnout and Resilience on Turnover Intention in Long-term Care Nurses Post-COVID
Washington, DC, USA
Nurses constitute the most significant proportion of the healthcare workforce providing care for residents in long-term care (LTC) facilities (American Association of Colleges of Nursing, 2023, July). The number of licensed practical or vocational nurses who typically care for the most vulnerable populations in LTC has declined by 33,811 since the pandemic (Martin et al., 2023; National Council of State Boards of Nursing, 2023, April 13). LTC patients and staff accounted for 23% of COVID-19-related deaths in the United States (Chidambaram, 2022, February 3). A cross-sectional study conducted by Aiken et al. (2023) at magnet hospitals in the United States revealed that patient safety was rated poorly, with significant turnover rates, burnout, and nursing shortages. In the LTC domain, job losses continue due to limited resources and long-standing staffing issues adversely affecting turnover rates, burnout, and patient safety.
This non-experimental quantitative survey study explored nurse resilience, burnout, and turnover intention among LTC nurses following the height of the COVID-19 pandemic. The results revealed that nurses working in LTC experienced moderate burnout, which could negatively affect their mental and physical health, job performance, and quality of patient care. A strong correlation was found between burnout and intent to leave among LTC nurses. This study found that nurses with 11–15 years of experience, compared to those with 20+ years of experience, had a higher intention to leave the profession. Strong evidence suggests that nurses with an associate degree versus a bachelor's degree or diploma had higher turnover intention.
Nurse leaders are most concerned about low morale and burnout as well as mental health, well-being, surge staffing, training, and reallocation (American Organization for Nursing Leadership, 2022, October). Strengthening resilience can reduce stress's impact, increase nurses’ ability to adapt to challenges, and improve personal resources. Investment in education and time devoted to patient care can decrease turnover intention. Retaining experienced LTC nurses is crucial, as they possess knowledge, expertise, and skill; can help with mentorship and role modeling; have leadership qualities and critical thinking abilities; and can ensure patient safety.
The ability to provide LTC residents with high-quality care depends on retaining qualified nurses. It is not viable to improve nurses' resilience and retention rates while reducing burnout with a single action. Nurse leaders can employ practices and strategies such as a positive work environment, flexible scheduling, career advancement opportunities, and competitive wages to retain nursing personnel.
Description
Attendees will learn about the results of a study conducted in 2022 on burnout, resilience and turnover intention in long-term care (LTC) nurses. Strategies for reducing burnout and increasing resilience in nurses will be discussed. Attendees will engage in the presentation through PowerPoint, online polling using Slido, and group discussions.