Impact of a Mandatory Two-Year Job Rotation System on Turnover Intention Among Registered Nurses: A Case Study at a Medical Center in Taiwan

BACKGROUND: Taipei Veterans General Hospital in Taiwan experiences significantly high turnover rates among its workforce of approximately 3,300 nurses. PURPOSE: This study, conducted as a component of a talent revitalization strategy, was designed to investigate the impact of a mandatory two-year job rotation system on turnover intention, job stress, and emotional well-being among nurses at a major medical center in Taiwan. METHODS: A cross-sectional design was used on a convenience sample of 246 nurses. Factors measured included job stress, job satisfaction, stress levels, emotional resilience, and turnover intention. Partial least squares structural equation modeling (PLS-SEM) and affect valuation theory (AVT) were employed to assess the relationships between variables. RESULTS: The findings showed that, while job rotation promoted professional versatility, it also introduced significant psychological stressors that may increase turnover risk. In detail, a gap was identified between the actual emotional responses of nurses and their ideal affective states that highlights a need for better emotional support systems and flexible rotation policies. CONCLUSIONS: The results of this research indicate a need to enhance career development opportunities, introduce voluntary rotation options, and implement comprehensive training and mentorship programs to better align the current rotation system with individual career goals.