The moderating role of demographic variables on the relationships between job satisfaction, burnout, and turnover intention among nurses

Purpose This study investigated the relationships among job satisfaction, emotional exhaustion, and turnover intention among nurses. Design/methodology/approach The research was conducted with a sample of 356 nurses employed at a university hospital and examined the moderating roles of demographic variables, including age, marital status, experience at the hospital, and working time in the profession. The data collection tool was organized into two main sections. The first section focused on gathering socio-demographic information, including gender, age, marital status, experience at the hospital, and working time in the profession. The second section comprised validated scales used to measure the study variables. Data analysis was conducted using statistical software. Descriptive statistics were first employed to examine the demographic characteristics of the sample. To test the moderating effects of demographic variables on the relationship between emotional exhaustion and job satisfaction, the PROCESS Macro was utilized. For the moderation analysis, demographic variables such as age, marital status, hospital experience, and professional tenure were utilized. Other variables, including gender and educational status, were used solely for descriptive statistics. Findings The findings indicated that experience at the hospital moderated the relationship between job satisfaction and turnover intention, while age, marital status, and working time in the profession moderated the relationship between emotional exhaustion and job satisfaction. Given the critical importance of sustainable human resources in the healthcare sector, these results offer valuable insights for healthcare administrators and policymakers aiming to enhance nurse retention and improve workforce stability. Research limitations/implications Given the critical importance of sustainable human resources in the healthcare sector, these results offer valuable insights for healthcare administrators and policymakers aiming to enhance nurse retention and improve workforce stability. The fact that the study was conducted at a single center in Turkey constitutes a limitation. Practical implications This study offers guidance for healthcare institutions aiming to improve nurse retention. Emotional exhaustion reduces job satisfaction and increases turnover intention, especially among early- and mid-career nurses. Hospitals can reduce turnover through burnout-prevention strategies such as supportive supervision, mentorship, flexible scheduling, and improved staffing and reward systems. The identification of key demographic moderators (e.g. age, experience, marital status) enables institutions to tailor interventions - for example, career-development and coping-skills programs for younger nurses and work–family balance support for mid-career/married nurses. Social implications Nurse burnout and turnover undermine the quality, safety, and accessibility of patient care. By underscoring the importance of supporting nurses' well-being, this study contributes to public discussions on strengthening healthcare systems. Reducing turnover can enhance patient outcomes, public trust, and system resilience—particularly important during public health crises. Originality/value In this study, a contribution to the literature was made by testing the validity of the Conservation of Resources Theory while determining the relationships among job satisfaction, burnout, and turnover intention. Furthermore, the study may provide guidance to healthcare administrators and policymakers in understanding the factors that contribute to workforce retention among nurses.