Antecedents of turnover intentions among anaesthesia nurses: A quantitative, cross-sectional survey study

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Background: The intention to leave the profession among nurses often arises from dissatisfaction or a lack of professional fulfillment. The departure of nurse anaesthetists has significant implications for healthcare delivery, as their role in anaesthesia and perioperative care is both specialised and indispensable. The process of replacing nurse anaesthetists is time-intensive, requiring extensive training and adaptation to new working environments. Methods: A cross-sectional survey was conducted among 194 Greek nurse anaesthetists working in public hospitals in Greece to examine factors influencing turnover intentions. A total of 111 completed questionnaires were collected using a structured tool that assessed demographics, job satisfaction, perceived stress, and intention to leave. The study assessed work-related stress, work-family conflict, psychological empowerment, organisational commitment, work commitment, job satisfaction, and turnover intentions using a structured questionnaire. Results: A total of 111 anaesthesia nurses participated in the study. The results revealed that high levels of perceived stress and low job satisfaction were significantly associated with increased intention to leave the current position (p < 0.05). Additionally, work–family conflict was found to be a strong predictor of turnover intention (p < 0.05), particularly among participants with caregiving responsibilities. Statistically significant associations were also observed between intention to leave and variables such as age, years of experience, and type of employment. Nurses with fewer years in the profession and those in temporary contracts were more likely to consider leaving. These findings highlight the multidimensional nature of turnover intention, shaped by both occupational stressors and personal circumstances.Conclusions: In contrast to prevailing theoretical frameworks, nurse anaesthetists’ turnover intentions appear to be unaffected by work-related stress and work-family conflict. Instead, psychological empowerment and organisational commitment serve as primary determinants of retention. Although job satisfaction does not directly influence nurses’ intention to leave the profession, it may contribute to decisions regarding workplace transitions within the healthcare sector.

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