Journal of nursing management · 2026
Vigor and Turnover Intention in Nursing Professionals: A Cross-Sectional Study From Spain.
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Díez Ruiz Fernando, Sánchez Isla José Ramón, Igoa Iraola Elene, González Barbadillo Ángela, Ochoa Tamayo Diana, Araujo Díez Miren Karmele, Quevedo Torrientes Elena
Аннотация
BACKGROUND: This study examines the relationship between work vigor, a core dimension of work engagement, and turnover intention among nursing professionals in Spain, drawing on the Job Demands-Resources (JD-R) model.
METHODS: A cross-sectional survey was conducted with 182 nurses from the Basque Country using the Utrecht Work Engagement Scale (UWES-9) and a three-item measure of turnover intention.
RESULTS: Data were analyzed through nonparametric statistics, including Spearman's correlation and group comparisons. Results revealed a significant negative association between vigor and turnover intention (ρ = -0.44, p < 0.001), indicating that nurses with higher levels of energy and resilience were less likely to consider leaving their jobs. Younger and nontenured professionals showed higher turnover intention scores. These findings suggest that vigor may represent a key psychological resource that is associated with lower withdrawal tendencies in demanding healthcare environments.
CONCLUSION: The study highlights the need for HR and leadership practices that sustain nurses' energy and motivation as a potential way to address turnover risk and strengthen workforce stability.
IMPLICATIONS FOR NURSING MANAGEMENT: Nurse leaders should monitor nurses' energy and engagement levels, especially among younger and nontenured professionals, and may consider strategies such as supportive leadership, recognition, manageable workloads, mentoring, and career development opportunities to support workforce stability.
METHODS: A cross-sectional survey was conducted with 182 nurses from the Basque Country using the Utrecht Work Engagement Scale (UWES-9) and a three-item measure of turnover intention.
RESULTS: Data were analyzed through nonparametric statistics, including Spearman's correlation and group comparisons. Results revealed a significant negative association between vigor and turnover intention (ρ = -0.44, p < 0.001), indicating that nurses with higher levels of energy and resilience were less likely to consider leaving their jobs. Younger and nontenured professionals showed higher turnover intention scores. These findings suggest that vigor may represent a key psychological resource that is associated with lower withdrawal tendencies in demanding healthcare environments.
CONCLUSION: The study highlights the need for HR and leadership practices that sustain nurses' energy and motivation as a potential way to address turnover risk and strengthen workforce stability.
IMPLICATIONS FOR NURSING MANAGEMENT: Nurse leaders should monitor nurses' energy and engagement levels, especially among younger and nontenured professionals, and may consider strategies such as supportive leadership, recognition, manageable workloads, mentoring, and career development opportunities to support workforce stability.