Presenteeism and Chinese clinical nurses' turnover intention: the mediating role of frustration and job burnout

Objective The turnover behavior of nurses is not conducive to the stability of the nursing team, so it is necessary to study the influencing factors of clinical nurse turnover intention. Therefore, this study aims to explore the impact of presenteeism on the turnover intention of Chinese clinical nurses, and examine the role of frustration and job burnout. Methods A cross-sectional study design was used to investigate 1127 clinical nurses from 6 hospitals in Henan Province, China. Using structural equation modeling to verify the mediating effect of frustration and job burnout on the relationship between presenteeism and turnover intention. Results The correlation analysis showed that presenteeism was significantly related to frustration, job burnout and turnover intention (r = 0.223, 0.254, 0.273, P < 0. 001), and frustration was significantly related to job burnout and turnover intention (r = 0.479, 0.386, P < 0. 001); Job burnout was significantly correlated with turnover intention (r = 0.585, P < 0. 001); The mediating effect of frustration (95%CI:0.012 similar to 0.054) and job burnout 95%CI:0.063 similar to 0.142) between presenteeism and work turnover intention, and the chain mediating effect of frustration and job burnout (95%CI:0.032 similar to 0.077) are significant,the intermediary effect accounts for 59.38% of the total effect. Conclusion The results indicate that presenteeism not only directly affects the turnover intention of clinical nurses, but also influences their turnover intention through frustration and job burnout. These results provide certain theoretical support and guidance for the study and improvement of turnover intention of clinical nurses, and emphasize measures such as reducing presenteeism, weakening frustration, and alleviating job burnout to reduce the turnover rate of clinical nurses.