ArticleInternational nursing review2026
Differential Predictors of Turnover Intention Among Registered Nurses and Nursing Assistants: A Cross-Sectional Study in South Korea.
Article in International nursing review, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
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Abstract
aimTo examine the differential predictors of turnover intention among registered nurses (RNs) and nursing assistants (NAs).
backgroundHigh turnover among RNs and NAs challenges healthcare systems worldwide. Although factors influencing RN turnover have been widely studied, those affecting NAs remain underexplored.
methodsA cross-sectional survey was conducted between July and August 2024 with 386 participants (193 RNs and 193 NAs) from various healthcare settings. Data were collected on demographics, work-related characteristics, and study variables, including burnout (exhaustion and cynicism), emotional labor, job stress, resilience, stress response, and turnover intention. Multiple regression analyses were performed separately for each group to identify significant predictors.
resultsFor RNs, exhaustion (β = 0.368, p < .001) was the strongest predictor of turnover intention, followed by stress response (β = 0.322, p < .001) and cynicism (β = 0.196, p = .005). For NAs, cynicism (β = 0.277, p < .001) and stress response (β = 0.244, p = .002) were the most influential factors. Other predictors for NAs included working in hospitals with fewer than 100 beds compared to those with over 500 beds (β = 0.180, p = .015), having a diploma versus a bachelor's degree (β = 0.142, p = .009), and shorter working experience (β = -0.138, p = .036). DISCUSSION: Turnover among RNs mainly arises from exhaustion related to heavy responsibility, whereas among NAs it reflects cynicism stemming from limited recognition and hierarchical inequities.
conclusionTo reduce turnover, interventions should address exhaustion in RNs and cynicism and stress responses in both RNs and NAs. IMPLICATIONS FOR NURSING: Tailored, role-specific interventions are needed to address these differing occupational stressors and enhance workforce retention. IMPLICATIONS FOR NURSING POLICIES: Policies should prioritize reducing exhaustion among RNs through workload adjustment, adequate staffing, and addressing cynicism and stress among NAs, particularly novices in smaller hospitals, through mentoring, supportive leadership, and stress management.
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