ArticleBMC nursing2025
Covering loyalty policy in quiet firing workplace: the association between quiet quitting, intention to leave, and nurses' loyalty.
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 7 papers, 2 of them syntheses that pooled it.
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Who cites it
7 citing papers in PubMed, 2 syntheses or guidelines pooled it.
- Quiet Quitting in the Healthcare Workforce: A Systematic Review of Organisational Drivers and Managerial Implications.Journal of nursing management · 2026Pooled it
- Quiet Quitting and Associated Factors Among Healthcare Professionals: A Systematic Review and Meta-Analysis.Journal of nursing management · 2026Pooled it
- Affective Organizational Commitment Links Job Satisfaction to Quiet Quitting in Healthcare Workers: The Amplifying Role of Career Engagement.Healthcare (Basel, Switzerland) · 2026Article
- A Moderated Mediation Model of Mentoring and Coaching and Quiet Quitting Behaviour: The Mediating Role of Work Engagement and the Moderating Role of Job Insecurity.Behavioral sciences (Basel, Switzerland) · 2026Article
- Silenced departures: psychometric evaluation of the quiet firing scale among nurses in general hospitals.Frontiers in psychology · 2026Article
- Compulsory Citizenship Behavior, Work Stress, Perceived Quiet Firing, and Quiet Quitting Among Nurses: A Mediation and Exploratory Serial Mediation Analysis.Journal of nursing management · 2026Article
- Quiet Quitting Scale: Adaptation and Validation for the Portuguese Nursing Context.Nursing reports (Pavia, Italy) · 2025Article
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Authors and funding
3 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
backgroundNurses' intention to leave harms healthcare organizations and the nursing profession. Organizational productivity level that cannot be achieved without their attention to improving nurses' loyalty with quiet firing management and nurses' quiet quitting. PURPOSE: This study aims to examine the relationships between nurses' loyalty, intention to leave, quiet quitting, and quiet firing. Also, investigate the role of quiet quitting in the relation between nurses' quiet firing, loyalty, and intention to leave.
methodsThe study employed a cross-sectional design. Data were collected from nurses in Sohag University Hospital, Egypt. It was conducted with 482 nurses who had worked at their employing facility. Researcher used three scales; intention to leave scale, loyalty scale and quiet quitting and quiet firing scale.
resultsShows that there was a high statistically significant (P < 0.001) positive correlation between quiet quitting intention and perceived quiet firing (r = 0.460**), quiet quitting intentions and intention to leave scale (r = 0.464
conclusionThe research findings concluded that there was a highly statistically significant relation between quiet quitting intentions, perceived quiet firing, nurse loyalty, and intention to leave. Also, there was a statistically significant indirect effect of perceived quiet firing on nurses' intention to leave and perceived quiet firing on nurses' loyalty when the perceived quiet firing acted as a mediator variable. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Policy implications to increase nurses' loyalty by increasing nursing participation in hospital committees, promotion opportunities, implementation of professional practice models, and use of mentorship programs, to competitive compensation and career development opportunities.
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