ArticleBMC nursing2025
Mediating effect of work engagement and career success on work-family support and turnover intention of hemodialysis nurses in China: a cross-section study.
Article in BMC nursing, 2025. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 6 papers.
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Who cites it
6 citing papers in PubMed.
- Too Demanding to Stay? Fatigue and Depressive Symptoms as Mediators of Turnover Intention in Romanian Anaesthesia and Intensive Care Nurses: A Cross-Sectional Study.Nursing reports (Pavia, Italy) · 2026Article
- Work engagement and associated factors of nurses: a structural equation model.Frontiers in psychology · 2026Article
- Mediating Effects of Professional Quality of Life in the Association of Team Job Crafting With Career Success Among Nurses: A Structural Equation Model.Journal of nursing management · 2026Article
- Effects of digital literacy and nursing informatics competency as job resources on nurses' burnout and work engagement: a cross-sectional study.BMC nursing · 2025Article
- Observational
- The current status and influencing factors of core competencies among China's internet-based "sharing nurses" based on social-ecological system theory: a multicenter cross-sectional study.Frontiers in medicine · 2025Article
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Abstract
backgroundHemodialysis (HD) nurses are facing significant physiological and psychological pressures. These pressures increase their risk of resignation. This study explored the impact of work-family support, work engagement, and career success on the turnover intention of HD nurses.
methodsThe study based on the Job Demands-Resources (JD-R) model. As a job resource, work-family support can mitigate the negative impact of high job demands. Work-family support also promotes positive outcomes, such as enhancing work engagement and career success. Work engagement further contributes to career success, which in turn reduces turnover intention.This was a cross-sectional study. In July 2024, a total of 397 nurses were recruited from 50 dialysis centers in Liaoning Province, using convenience sampling. They were investigated by Work-Family Support Scale, Work Engagement Scale, Career Success Scale and Intention of Quitting Scale. A total of 308 valid questionnaires were analyzed. The valid response rate was 77.78%. HD nurses' turnover intention score was (12.31 ± 3.65). The turnover intention of nurses in the northeast region of China was relatively optimistic. Work-family support had significant predictive effect on turnover intention (β= -0.664, P < 0.05), and it had negative predictive effect. Moreover, after adding mediator variables, work engagement and career success, work-family support still significantly predicted turnover intention (β = -0.368, P < 0.05); work engagement had significant negative predictive effect on turnover intention (β = -0.067, P < 0.05); career success had significant negative predictive effect on turnover intention (β = -0.288, P < 0.05).
conclusionsWork-family support can not only directly affect the turnover intention of HD nurses, but also indirectly affect the turnover intention through work engagement and career success. Nursing managers should embrace family-supportive leadership behaviors and adopt a transformational leadership style. By fostering work engagement and advancing career success, they can effectively reduce turnover intention among HD nurses.
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