Cross-sectional survey highlights work-family conflict's impact on turnover intention, suggesting psychological capital and transformational leadership may play key roles.
Lacking nursing workforce is a persistent and predicted issue that negatively affects the nursing team's stability, clinical care quality and patient safety. Prior research has examined the significant effect of work-family conflict on turnover intention, but the exact mechanism remains unclear. To examine how work-family conflict influenced nurses' turnover intention in China. To investigate the mediating effect of psychological capital in work-family conflict affecting turnover intention; and to investigate the moderating effect of transformational leadership and age on work-family conflict, psychological capital and turnover intention. A cross-sectional survey of 1235 nurses employed in 4 hospitals within a single province in China that provided care to approximately 5 million people each year. Several measures including Work-Family Conflict Scale, Turnover Intention Scale, Psychological Capital Questionnaire and Transformational Leadership Questionnaire were utilized to collect data. Structural equation modeling approach as well as the multi-group analysis were conducted. Via psychological capital, work-family conflict significantly affected the nurses' turnover intention indirectly (β = 0.08, p < 0.001). The mediation association was significantly moderated by transformational leadership (p < 0.001). The association of work-family conflict affecting turnover intention among Chinese nurses was mediated by psychological capital, and transformational leadership moderated the relationship of work-family conflict, psychological capital and turnover intention.
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Yang et al. (2025) studied this question.