The Effect of Nurses' Quality of Working Life and Psychological Resilience on Their Turnover Intention

The Effect of Nurses' Quality of Working Life and Psychological Resilience on Their Turnover Intention | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Research Article The Effect of Nurses' Quality of Working Life and Psychological Resilience on Their Turnover Intention Şerife GÜZEL, Hilal AKMAN DÖMBEKCİ, Şeyma KAHVECİ, Adil AYDOĞDU This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-7379522/v1 This work is licensed under a CC BY 4.0 License Status: Under Review Version 1 posted 11 You are reading this latest preprint version Abstract Aim: The aim of this study was to evaluate the effect of nurses' quality of work life and psychological resilience on their turnover intentions. Background: Nurses are a group of healthcare workers who have duties and responsibilities that carry vital risks, compete with time, have to work under intense stress and pressure, and constitute the largest workforce. For this reason, it is important to investigate the effect of nurses' perceptions of quality of work life and psychological resilience levels on turnover intentions in the health sector. Methods: A quantitative research design was used to collect data from 305 employees working in a medical faculty hospital in Konya, Turkey. The data needed in the study were collected cross-sectionally at certain intervals. Statistical analysis of the study data was conducted using the SPSS 26.0 software package. Results: Of the nurses participating in the study, 37.4% were female, 52.8% were married and 41.6% were between the ages of 20-25. It was determined that there was a positive, moderate (r=0.305 p<0.001) significant relationship between quality of work life and psychological resilience. On the other hand, there is a negative, moderate (r =-0.497 p<0.001) significant relationship between quality of work life and turnover intentions. At the same time, there is a negative, low level (r=-0,133 p<0,001) significant relationship between psychological resilience and turnover. Conclusion: Reducing nurses' turnover intentions, improving their quality of working life and developing their psychological resilience are important for today's conditions. nurses psychological resilience quality of life INTRODUCTION Scientific, technological, social, and cultural changes in the healthcare field have expanded the roles and responsibilities of nurses [ 1 , 2 ]. Despite the primary role of nurses which is to provide patient care, their involvement extends across all facets of healthcare services, actively contributing to the creation of safe and healthy environments, engaging in education, providing consultancy, conducting research, managing operations, enhancing quality, fostering collaboration, and facilitating communication [ 3 , 4 ]. Consequently, nurses emerge as a crucial group of healthcare professionals tasked with life-saving duties that operate under time constraints, often work in high-stress environments, utilize various technologies, and constitute the largest workforce in the healthcare sector [ 5 ]. A 2020 nursing report from the World Health Organization revealed that nurses accounted for approximately 60% of healthcare workers (28 million individuals) [ 6 ]. Given that nurses make up the largest workforce in hospitals, where their primary role is providing treatment and care services, any errors they make during healthcare delivery can have severe and irreparable consequences [ 7 , 8 ]. It is imperative to ensure that nurses, who occupy such a critical position, can work in a more comfortable and secure environment. Achieving this primarily hinges on enhancing the quality of their work-life experience [ 8 , 9 ]. The concept of Quality of Working Life aims to improve working conditions and ultimately contribute to a higher quality of life by implementing changes in the workplace. While enhancing organizational efficiency, it also strives to enhance the skills and job satisfaction of individuals within the organization [ 10 ]. In other words, Quality of Working Life is a system designed to boost productivity while considering employees' expectations, attitudes, and feelings toward their work. Moreover, it aims to create a work environment in which employees find satisfaction in their jobs, colleagues, and management practices [ 9 ]. Psychological resilience is believed to be developed when employees demonstrate the ability to effectively solve the problems they encounter while fulfilling their roles and responsibilities [ 11 ]. Psychological resilience, defined as the capacity to navigate life's challenges, is considered an essential quality in nursing for achieving success [ 12 ]. The psychological resilience of nurses involves the development of protective resources to maintain a dynamic psychological balance throughout their professional journeys, which is a comprehensive psychological process that encompasses emotional and behavioral tendencies [ 13 ]. Furthermore, psychological resilience plays a pivotal role in shaping the professional identity of nurses [ 14 ]. Nurses with high levels of psychological resilience are better equipped to protect their psychological well-being, effectively address the various stressors they encounter in their work, and proactively cope with negative aspects of their workplace. Additionally, these nurses appear to exhibit stronger adaptability and self-regulation abilities [ 15 , 16 ]. Conversely, nurses who struggle to demonstrate psychological resilience may experience occupational stress and psychological burnout, which can lead to a turnover intention [ 17 ]. This intention signifies any employee's unwillingness to continue working with their current organization and their desire to seek employment elsewhere [ 18 ]. Based on the Nursing Report, which includes country profiles of the workforce, the aging healthcare workforce is a threat to the nursing profession's future [ 6 ]. Furthermore, the situation is compounded by a record number of nurses leaving the profession due to the negative aspects affecting their quality of work life [ 17 ]. Given that nurses form the largest workforce in healthcare services and the shortage of qualified nurses is steadily increasing, a work environment that promotes a desire to leave the institution among nurses can lead to higher turnover rates and reduced productivity, ultimately impacting the quality of service [ 9 , 18 ]. Therefore, it is essential to focus on decreasing nurses' turnover intentions, improving their work environment, and bolstering their psychological resilience in light of current circumstances. STUDY Aim The objective of this study is to investigate the effects of nurses' quality of work life and psychological resilience on their intention to leave work. METHODS Design of the Study This is study descriptive results were incorporated into the study through a quantitative research design. Population and Sampling of the Study The population of the study consists of 970 nurses employed at a medical faculty hospital in Konya, Turkey. In the study, the adequate sample size was determined using the formula n0= [(t x S) /d ] 2 , n= [n0 / (1+(n0 /N))], which is typically employed when the population size is known. The study was ultimately concluded with the participation of 305 nurses. Data Collection Tools A survey form consisting of two parts was created for this study. The first section comprised a Personal Information Form, which was created by referencing relevant literature for basic demographic data. The second section of the survey included three scales: the Work-Related Quality of Life Scale for Healthcare Workers, the Brief Resilience Scale, and the Turnover Intention Scale. The Work-Related Quality of Life Scale [ 19 ] consists of 27 items organized into 6 sub-dimensions: Occupational Accident, Occupational Disease Risk and Physical Working Conditions in the Workplace, Discrimination in the Workplace, Continuous Development and Improvement Opportunities, Social Integration into the Organization, and Work Stress and Time Pressure. The Cronbach α value for this scale was determined to be 0.88 [ 19 ]. The Brief Resilience Scale [ 20 ] underwent a Turkish validity and reliability study was conducted in 2015 [ 21 ]. This scale comprises 6 items within a single dimension, with Items 2, 4, and 6 requiring reverse scoring. The Cronbach α value for this scale was determined to be 0.83 [ 21 ]. Additionally, the study employed the Turnover Intention Scale [ 22 ], originally developed. The Turkish validity and reliability study for this scale was conducted [ 23 ]. The scale consists of 3 items within a single dimension, and the Cronbach α value for this scale was found as 0.63 [ 23 ]. Besides, all three scales used in the study were rated using a 5-point Likert scale. Furthermore, the reliability of the scales used in the study was assessed by calculating Cronbach α values. The Cronbach α value for the Work-Related Quality of Life Scale was found to be 0.78. Both the Brief Resilience Scale and the Turnover Intention Scale yielded Cronbach α values of 0.90 each. These scales have a high level of reliability [ 24 ]. Collection and Analysis of Study Data The study data was collected cross-sectionally within a specific timeframe, with face-to-face voluntary participation occurring between June 15 and July 26, 2023, after ethic committee approval date (25.01.2023). Statistical analysis of the study data was conducted using the SPSS 26.0 software package (IBM, Armonk, New York, United States). Prior to data analysis, conformity to normal distribution was assessed. Skewness and kurtosis values were calculated for the Work-Related Quality of Life Scale (Skewness: -0.782, Kurtosis: 0.013), the Resilience Scale (Skewness: -0.136, Kurtosis: -0.358), and the Turnover Intention Scale (Skewness: 0.994, Kurtosis: -0.186). These values fell within the range of + 1 to -1. As the data adhered to a normal distribution, parametric tests (t-tests, one-way analysis of variance, and Pearson correlation analysis) were performed. In the study, the level of significance was considered p < 0.05 [ 24 ]. RESULTS The study data's statistical analysis results are presented in the tables below. Table 1 Results regarding participants' descriptive characteristics (N = 305) Gender Number (n) Percentage (%) Men 114 37.4 Women 191 62.6 Age Number (n) Percentage (%) 20–25 years 127 41.6 26–30 years 83 27.2 31–35 years 40 13.1 36 years and above 55 18.0 Marital Status Number (n) Percentage (%) Married 161 52.8 Single 144 47.2 Income Status Number (n) Percentage (%) Minimum wage 31 10.2 Twice the minimum wage 216 70.8 Three times the minimum wage and above 58 19.0 Educational Status Number (n) Percentage (%) High School-Associate Degree 60 19.7 Bachelor's Degree 188 61.6 Master’s Degree 57 18.7 Years of Professional Experience Number (n) Percentage (%) 1–5 years 191 62.6 6–10 years 51 16.7 11 years and above 63 20.7 Years of Service at the Institution Number (n) Percentage (%) 1–5 years 242 79.3 6 years and above 63 20.7 Table 1 contains descriptive information about the study participants. Of the participating nurses in the study, 37.4% were women, 52.8% were married, and 41.6% were in the age range of 20–25 years. The analysis of their income status revealed that 70.8% of the nurses had an income that was double the minimum wage. Furthermore, 61.6% held bachelor's degrees, 62.6% had professional experience ranging from 1 to 5 years, and 79.3% had been working for 1 to 5 years at the institution. Table 2 T-test results of mean scale scores and socio-demographic variables Scales Variables Groups X SD t p Work-related Quality of Life Gender Men 86.86 9.59 -6.389 0.00* Women 92.60 6.08 Resilience Men 18.61 2.40 0.175 0.00* Women 18.65 1.78 Turnover Intention Men 5.56 3.29 1.202 0.23 Women 5.17 2.32 Work-related Quality of Life Marital Status Married 91.83 6.87 3.192 0.00* Single 88.92 8.99 Resilience Married 19.31 2.18 6.141 0.00* Single 17.86 1.93 Turnover Intention Married 5.39 2.75 0.495 0.62 Single 5.23 2.72 Work-related Quality of Life Years of Service at the Institution 1–5 years 90.55 7.57 0.419 0.67 6 years and above 90.07 9.97 Resilience 1–5 years 18.44 2.30 -2.901 0.00* 6 years and above 19.33 1.45 Turnover Intention 1–5 years 5.25 2.73 -0.826 0.41 6 years and above 5.57 2.72 SD = standard deviation, n = 305 **p < 0.001 *p < 0.05 Table 2 shows significant differences in nurses' perceptions of their quality of working life and psychological resilience levels based on gender (p < 0.05). Female nurses exhibited higher perceptions of the quality of work life and greater psychological resilience compared to their male counterparts. This result can be attributed to women's inclination towards adaptability and development, which equips them with enhanced problem-solving skills when facing challenges. Additionally, nurses' quality of work life and psychological resilience levels demonstrated significant variations with respect to marital status (p < 0.05). Married individuals displayed higher levels of perception regarding the quality of working life and psychological resilience compared to their single counterparts. In the healthcare sector of our country, nurses play a pivotal role, and their family and social support systems enable them to effectively cope with the challenges and difficulties they encounter. Nurses, who hold a vital role in our country's healthcare sector, benefit from the support of their families, which equips them to effectively navigate the challenges they encounter, bolstered by both social and spousal support. The analysis of the t-test results comparing mean scale scores and years of service within the institution showed a significant difference in the psychological resilience levels of nurses concerning their tenure (p < 0.05). Higher levels of psychological resilience were exhibited by those with six or more years of service at the institution compared to those with 1 to 5 years of service. This can be interpreted as a result of nurses becoming more integrated into the institution as they accumulate experience, leading to an increase in their psychological resilience as they perceive themselves as integral components of the institution. Table 3 One-way analysis of variance of mean scale scores and socio-demographic variables Variables Groups Work-related Quality of Life Resilience Turnover Intention Age X SD X SD X SD 20–25 years 1 91.73 7.04 18.18 0.18 4.16 1.20 26–30 years 2 88.61 8.21 17.56 0.19 6.33 .53 31–35 years 3 89.85 7.23 20.77 0.32 7.70 1.84 36 years and above 4 90.74 10.03 19.70 0.21 4.70 2.80 F 2.644 33.913 28.509 P 0.00* 0.00* 0.00* Post-Hoc 1 > 4 a 3 > 1.2 a 4 > 1.2 a 3 > 1.2 a Income Status Minimum wage 1 83.67 7.08 18.09 1.93 10.35 1.51 Twice the minimum wage 2 90.97 8.33 19.83 3.54 4.93 2.28 Three times the minimum wage and above 3 92.17 5.39 19.98 0.99 4.05 1.70 F 13.776 26.009 101.233 P 0.00* 0.00* 0.00* Post-Hoc 3 > 1.2 a 3 > 1 a 1 > 2.3 a Educational Status High School-Associate Degree 1 89.56 8.87 18.46 1.83 6.08 2.91 Bachelor's Degree 2 90.17 8.33 18.43 2.41 5.22 2.81 Master’s Degree 3 92.35 5.75 19.43 1.43 4.82 2.03 F 2.071 4.922 3.450 P 0.00* 0.00* 0.83 Post-Hoc 3 > 1 a 3 > 2 a - Years of Professional Experience 1–5 yeas 1 87.27 9.75 20.80 1.68 5.09 2.72 6–10 years 2 92.96 5.56 18.49 1.46 5.50 2.80 11 years and above 3 90.48 8.00 17.94 2.03 5.84 2.65 F 7.319 55.134 1.933 P 0.00* 0.00* 0.14 Post-Hoc 2 > 1.3 a 1 > 2.3 a - SD = standard deviation; *p < 0.05 Post-hoc test a = Scheffe; Minimum wage: 455 $ . According to the analysis results presented in Table 3 , a significant difference was observed between age and the mean scores on the work-related quality of life, resilience, and turnover intention scales (p < 0.05). Higher perceptions of the quality of working life were expressed by nurses aged 20–25 compared to nurses aged 36 and above. This difference is thought to be attributed to younger nurses, who are considered more dynamic in their professional lives, often exhibiting idealism in their early years and demonstrating a greater tolerance for challenges, perhaps accepting or overlooking shortcomings rather than voicing objections. According to the post hoc test results, higher levels of psychological resilience were displayed by nurses aged 31 and older compared to those aged 30 and under. It is postulated that age brings with it professional experience, enabling nurses to better navigate risks and challenges as they grow older, thus enhancing their psychological resilience. Finally, when turnover intentions were assessed based on age, it was noted that the number of participants in the 31–35 age range exceeded that of nurses aged 30 and under. This result can be explained by the unmet expectations of nurses aged 31–35, often referred to as Generation Y, who prioritize work-life balance and aspire to be results-oriented and innovative in their work environments. A significant difference was identified between income status and the mean scores on the work-related quality of life, resilience, and turnover intention scales (p < 0.05). Individuals with incomes three times the minimum wage and above exhibited higher perceptions of the quality of working life compared to individuals in other income groups. Simultaneously, nurses with incomes at or above three times the minimum wage displayed higher levels of psychological resilience compared to those with incomes at the minimum wage level. The analysis of turnover intention levels in relation to income status revealed that nurses with income levels at the minimum wage exhibited higher intentions to leave their jobs. The results suggest that individuals perceive their economic status as a source of empowerment, which, in turn, helps them develop coping strategies for challenges. Therefore, in this study, nurses with favorable economic situations, relative to the country's conditions, demonstrated elevated perceptions of the quality of working life and increased psychological resilience. Conversely, nurses who did not feel financially secure exhibited lower motivation and a higher intention to leave their jobs. A significant difference was also observed between educational status and the mean scores on the work-related quality of life and resilience scales (p < 0.05). Nurses with postgraduate education displayed higher levels of both quality of work life and psychological resilience. The analyses yielded a significant difference between the years of professional experience and the mean scores on the work-related quality of life and resilience scales (p < 0.05). Nurses with 6 to 10 years of professional experience displayed higher perceptions of the quality of working life compared to nurses with 1 to 5 years of professional experience. Conversely, the psychological resilience levels of nurses with 1–5 years of professional experience were higher than those of other nurses. It can be inferred that nurses experience an increase in psychological resilience during their initial years in the profession, which can be attributed to the financial and moral rewards of entering the profession and commencing their careers. Additionally, they gain confidence by developing the knowledge and skills acquired through their education and gaining practical experience. However, as the number of years of professional experience grows, some nurses may undergo a decline in their perception of the quality of work life, potentially due to challenges in aligning their personal standards and ideal working environments. Table 4 Correlation analysis for inter-scale relationships Work-related Quality of Life Resilience Turnover Intention Work-related Quality of Life r 1 Resilience r 0. 305** 1 Turnover Intention r -0. 497** -0. 133** 1 n = 305 **p < 0.001 *p < 0.05 The correlation analysis between nurses' quality of work life, psychological resilience, and turnover intention scales is presented in Table 4 . Based on the analysis results, a positive, moderate correlation (r = 0.31, p < 0.001) was observed between the quality of work life and psychological resilience. This suggests that as nurses' quality of working life improves, their psychological resilience levels tend to increase as well. Furthermore, a negative, moderate correlation (r=-0.49, p < 0.001) was found between the quality of work life and intentions to leave work. Simultaneously, a negative, low-level correlation (r=-0.133, p < 0.001) was identified between psychological resilience and turnover. Consequently, it can be interpreted that as nurses' quality of work life and psychological resilience levels rise, their turnover intention decreases. Table 5 Multivariate regression analysis Dependent Variable R 2 Independent Variable β SD t p F Turnover Intention 0.498 Constant Term 19.95 1.67 11.922 0.00* 49.922 Work-related Quality of Life -0.51 0.01 -9.629 0.00* Resilience -0.17 0.06 -2.874 0.00* n = 305 **p < 0.001 *p < 0.05 Based on the data presented in Table 5 , the established regression model is statistically significant, with a significance level of p < 0.05. It was found that 24% (R 2 adjusted = 24.3) of the variance was explained by dependent variables. Accordingly, the work-related quality of life variable has a negative and significant predictive effect on the turnover intention (β =-0.51, t =-9.63, p < 0.05). Similarly, psychological resilience also has a negative and significant predictive effect on turnover intention (β=-0.17, t=-2.87, p < 0.05). DISCUSSION A good level of psychological resilience is closely linked to greater satisfaction in one's quality of working life. Enhanced satisfaction with the quality of work life enables individuals to better identify and understand the risk factors in their lives, make accurate diagnoses of these factors, and uncover protective measures against these risks, ultimately reducing their turnover intentions. Consequently, this study was undertaken to explore the influence of nurses' quality of work life and psychological resilience on their intentions to leave their jobs. The study results revealed significant differences in nurses' perceptions of the quality of work life and their psychological resilience levels based on gender. Female nurses exhibit more favorable perceptions of both the quality of work life and their psychological resilience compared to their male counterparts. These results align with previous research in the relevant literature [ 11 , 25 – 28 ]. Furthermore, differences are observed in nurses' quality of work life and psychological resilience levels based on their marital status. Married individuals demonstrated higher levels of perception regarding the quality of working life and psychological resilience compared to their single counterparts. The literature review confirms higher psychological resilience in married nurses [ 11 , 29 , 30 ], whereas it suggests that nurses' marital status does not significantly impact their quality of working life [ 7 , 27 , 31 ]. A significant difference was noted between the age variable and the mean scores on the work-related quality of life, resilience, and turnover intention scales. The study demonstrated that nurses aged 20–25 exhibited higher levels of perception regarding the quality of working life compared to nurses aged 36 and older. This result aligns with several studies in the relevant literature [ 5 , 7 , 32 ]. Nevertheless, it is worth noting that some studies have reported an opposite trend, indicating that as nurses' age increases, their perception of the quality of working life improves positively [ 31 , 33 , 34 ]. Furthermore, another study showed higher levels of psychological resilience in nurses aged 31 and older than in nurses aged 30 and under. This result is consistent with the results of a study conducted by Hökkaş [ 11 ], which indicated that the psychological resilience levels of nurses over the age of 40 were higher than those in other age groups. Regarding turnover intention, the study showed that participants between the ages of 31–35 had a higher level of turnover intention compared to other age groups. The review of the relevant literature revealed that various studies reported a higher level of turnover intention in the younger age group [ 35 – 39 ]. The study identified a significant difference between income status and the mean scores on the work-related quality of life, resilience, and turnover intention scales. Individuals with income levels at or above three times the minimum wage demonstrated higher levels of perception regarding the quality of working life compared to individuals in other income groups. Additionally, the psychological resilience levels of nurses with incomes at or above three times the minimum wage surpassed those of individuals with incomes at the minimum wage level. Moreover, the analysis of turnover intention levels based on income status indicated that nurses with incomes at the minimum wage level exhibited a higher level of turnover intention. These results are consistent with existing literature [ 13 , 25 , 40 – 42 ]. It is a common trend in numerous studies that employees who perceive their income levels as unsatisfactory within their work life tend to experience a decline in their psychological resilience levels, which can result in outcomes such as an increased intention to change jobs [ 28 , 43 ]. A significant difference was observed between educational status and the mean scores on the scales measuring the quality of working life and psychological resilience. Notably, nurses with postgraduate education exhibited higher perceptions of the quality of work life compared to nurses with high school or associate degrees. These results are consistent with existing literature [ 28 , 42 ]. Furthermore, Hökkaş's study [ 11 ], revealed that the psychological resilience levels of nurses with a master's degree were significantly higher than those with lower educational attainment. Finally, a study by Xue et al. [ 13 ] determined that educational status had a positive impact on both the quality of working life and psychological resilience levels. A significant difference was also detected between the years of professional experience and the mean scores on the work-related quality of life and resilience scales. Specifically, nurses with 6 to 10 years of professional experience exhibited higher perceptions of the quality of working life compared to nurses with 1 to 5 years of professional experience. In the relevant literature, it has been indicated that as nurses' years of professional experience increase, their quality of work life tends to improve [ 7 , 44 – 46 ]. Conversely, psychological resilience levels have been found to be higher in nurses with 1–5 years of professional experience compared to other nurses. The analysis results of the study revealed a positive and moderate correlation between the quality of work life and psychological resilience. This suggests that as the quality of working life of nurses improves, their psychological resilience levels are likely to increase as well. These results are in line with those reported in the literature [ 13 , 25 ]. A negative, moderately significant correlation appears to exist between the quality of work life and turnover intentions. Additionally, a negative, low, significant relationship exists between psychological resilience and turnover. Thus, it can be speculated that as nurses' levels of work-life quality and psychological resilience increase, their turnover intentions decrease. In the relevant literature, it has been observed that work-related quality of life negatively influences turnover intention [ 46 – 48 ], while a negative and significant relationship has been identified between psychological resilience and turnover intention [ 29 , 49 , 50 ]. CONCLUSION In conclusion, it is evident that quality of life and psychological resilience encompass all facets of an individual's life, including their professional life. Within the nursing profession, challenges can arise from the physical and social work environment, as well as interpersonal dynamics and differences of opinion among colleagues. Nonetheless, as nurses who possess a high level of satisfaction in their perception of the quality of their working life proactively develop solutions to address these challenges, drawing upon their own strengths and leveraging their professional knowledge, skills, and experience, their psychological resilience can heighten. Thus, as nurses' quality of work life and psychological resilience levels increase, their turnover intention decreases. To enhance the quality of working life and psychological resilience of nurses, it is crucial to make improvements in their working conditions and foster positive interactions with colleagues. It is obvious that nurses working within a healthcare sector that fosters a positive work environment, nurtures job satisfaction, and enhances work-related well-being are likely to perform their duties more effectively and efficiently. By creating such an environment, preventive measures can be taken for nurses who contemplate leaving their positions before these thoughts translate into action. Declarations Ethics approval and consent to participate Before starting the study, the required permissions for using the Work-Related Quality of Life Scale, Brief Resilience Scale, and Turnover Intention Scale in the study were obtained through email correspondence with the respective owners. Additionally, this study was approved by the Non-Interventional Clinical Research Ethics Committee of Selçuk University Faculty of Health Sciences (Approval no. 2023/49, Date: 25.01.2023). and institutional permission was granted by the medical faculty hospital to collect data. During data collection, the participants were informed about the study with the Informed Consent Form and then their consent was obtained and they were asked to fill out the relevant questionnaire. This research was conducted in accordance with the ethical principles of the Declaration of Helsinki. Consent for publication Not applicable. Availability of data and materials The datasets used and analysed during the current study are available from the corresponding author on reasonable request. Competing Interests The authors declare no competing interests. Funding The authors report that there is no funding source for the work. Authors' contributions The conceptualisation of the study, methodology, writing the original manuscript, and revising and editing the manuscript were jointly contributed by ŞG, HAD, ŞK and AD. Data organisation, analysis, sourcing and visualisation were carried out by ŞK. Acknowledgments We would like to express our sincere gratitude to all the nurses who participated in this study. Their patience, cooperation, and willingness to contribute to this research were invaluable, and we deeply appreciate their involvement. References Acorn M. What is your global nurse leadership policy literacy? Nurse Leader. 2023; 21(1):56-60. https://doi.org/10.1016/j.mnl.2022.10.010 Kurt D, Paslı Gürdoğan E. 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Süleyman Demirel University Journal of Institute of Social Sciences. 2017;1(26):291-312. Turkish. Toygar ŞA, Kara D, Kırlıoğlu M. Investigation of quality of work life of employees: The case of a training-research hospital in Ankara. Journal of Business Research. 2018;10(3): 306-320. https://doi.org/10.20491/isarder.2018.475. Turkish. Bektaş M, Özben Ş. Investigation of psychological resilience levels of married individuals in terms of some sociodemographic variables. Celal Bayar University Journal of Social Sciences. 2016;14(1):12-18. https://doi.org/10.18026/cbusos.16929. Turkish. Taş S. Evaluation of psychological resilience, depression and perceived stress in nurses of düzce university research and practice hospital. Master's Thesis. Düzce University Institute of Health Sciences, Düzce. 2013. Turkish. Uğur E, Abaan S. (2008). Nurses' views on quality of work life and affecting factors. Turkey Clinics Journal of Internal Medical Sciences. 2008;28:297-310. Turkish. Erenoğlu R, Tambağ H, Can R, Kabakoğlu, H. Nurses' quality of work life and affecting factors. Duzcesbed. 2019;9(3): 181-187. https://doi.org/10.33631/duzcesbed.551576. Turkish. Tamer E, Öztürk H. Determination of nurses' quality of work life and affecting factors. EGEHFD. 2021;37(2):107-119. https://doi.org/10.53490/egehemsire.748208. Turkish. Uzunkaya S. The relationship of nurses' burnout and job satisfaction levels with quality of work life. Master's Thesis. Haliç University Institute of Health Sciences, Department of Nursing Management, Istanbul. 2010. Turkish. Çankaya M. The effect of job stress on turnover intention in hospital employees, BMIJ. 2020;8(1):121-143. https://doi.org/10.15295/bmij.v8i1.1389. Turkish. Gieter DS, Hofmans J, Pepermans R. Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: An individual differences analysis. Int J Nurs Stud. 2011;48:1562-1569. https://doi.org/10.1016/j.ijnurstu.2011.06.007. Hayes LJ, O’Brien Pallas L, Duffield C. et al. Nurses turnover: A literature review- an update. Int J Nurs Stud. 2012;49(7):887-905. https://doi.org/10.1016/j.ijnurstu.2011.10.001. Lavoie TM, Paquet M, Marchionni C, Drevniok U. Turnover intention among new nurses. J Nurses Staff Dev. 2011;27(1):39-45. https://doi.org/10.1097/NND.0b013e31819945c1. Mert Haydari S, Kocaman G, Aluş Tokat M. Investigation of nurses' intention to leave work and profession and organizational and professional commitment in different generations. JNHM. 2016;3(3):119-131. Turkish. Koçoğlu D, Akın B. The Relationship of socioeconomic inequalities with healthy lifestyle behaviors and quality of life. Dokuz Eylul University School of Nursing Electronic Journal. 2009;2(4):145-154. Turkish. Orbay TN. Determination of factors affecting nurses' intention to stay at work and leave their jobs in hospitals. Master's Thesis, Haliç University Institute of Health Sciences, Istanbul. 2008. Turkish. Torlak SE, Yavuzçehre PS. A study on the quality of life of Denizli Urban Poor. Contemporary Local Governments. 2008;17(2):23-44. Turkish. Arsalan DT, Esatoğlu AE. Investigation of the effect of organizational trust and organizational commitment levels of hospital administrative staff on turnover intention. JRB. 2017;9(2):315-352. https://doi.org/10.20491/isarder.2017.274. Turkish. Aksoy N, Polat C. Job satisfaction and affecting factors of nurses working in surgical units of three different hospitals in a city in the mediterranean region. JERN. 2013;10(2):45-53. Turkish. Aksungur A. 2009. Dr. Determination of Job Satisfaction and Quality of Life Levels of Midwives and Nurses Working in Zekai Tahir Burak Women's Health Education and Research Hospital. Hacettepe University Institute of Health Sciences Health Management Program, Unpublished Master’s Thesis, Ankara. Turkish. Tan M, Polat H, Şahin ZA. Evaluation of nurses' perceptions of their working environment. Journal of Performance and Quality in Health. 2012;4: 67-78. Turkish. Altay M, Turunç Ö. The Relationship between workload, quality of work life and turnover intention: The mediating role of leader-member interaction and organizational commitment. KAUJEASF. 2018;9(17):181-229. Turkish. Demir M. The relationship of employees' perceptions of quality of work life with intention to stay at work and absenteeism. Ege Academic Review. 2011;11(3):453-464. https://doi.org/10.21121/eab.2011319560. Turkish. Altan S. The effect of psychological resilience on turnover intention: The mediating role of organizational citizenship behavior. EJSER. 2019;6(3):612-629. Turkish. Turgut H, Bitmiş G, Sökmen A. The Effect of Psychological Resilience on Turnover Intention: A Study on Public Institution Employees. 11th Business Administration Congress. 2012; 99-112. Turkish. Additional Declarations No competing interests reported. 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and cultural changes in the healthcare field have expanded the roles and responsibilities of nurses [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e, \u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e]. Despite the primary role of nurses which is to provide patient care, their involvement extends across all facets of healthcare services, actively contributing to the creation of safe and healthy environments, engaging in education, providing consultancy, conducting research, managing operations, enhancing quality, fostering collaboration, and facilitating communication [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e, \u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]. Consequently, nurses emerge as a crucial group of healthcare professionals tasked with life-saving duties that operate under time constraints, often work in high-stress environments, utilize various technologies, and constitute the largest workforce in the healthcare sector [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eA 2020 nursing report from the World Health Organization revealed that nurses accounted for approximately 60% of healthcare workers (28\u0026nbsp;million individuals) [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. Given that nurses make up the largest workforce in hospitals, where their primary role is providing treatment and care services, any errors they make during healthcare delivery can have severe and irreparable consequences [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e, \u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]. It is imperative to ensure that nurses, who occupy such a critical position, can work in a more comfortable and secure environment. Achieving this primarily hinges on enhancing the quality of their work-life experience [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e, \u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]. The concept of Quality of Working Life aims to improve working conditions and ultimately contribute to a higher quality of life by implementing changes in the workplace. While enhancing organizational efficiency, it also strives to enhance the skills and job satisfaction of individuals within the organization [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. In other words, Quality of Working Life is a system designed to boost productivity while considering employees' expectations, attitudes, and feelings toward their work. Moreover, it aims to create a work environment in which employees find satisfaction in their jobs, colleagues, and management practices [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]. Psychological resilience is believed to be developed when employees demonstrate the ability to effectively solve the problems they encounter while fulfilling their roles and responsibilities [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]. Psychological resilience, defined as the capacity to navigate life's challenges, is considered an essential quality in nursing for achieving success [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e]. The psychological resilience of nurses involves the development of protective resources to maintain a dynamic psychological balance throughout their professional journeys, which is a comprehensive psychological process that encompasses emotional and behavioral tendencies [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e]. Furthermore, psychological resilience plays a pivotal role in shaping the professional identity of nurses [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e]. Nurses with high levels of psychological resilience are better equipped to protect their psychological well-being, effectively address the various stressors they encounter in their work, and proactively cope with negative aspects of their workplace. Additionally, these nurses appear to exhibit stronger adaptability and self-regulation abilities [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e, \u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e]. Conversely, nurses who struggle to demonstrate psychological resilience may experience occupational stress and psychological burnout, which can lead to a turnover intention [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. This intention signifies any employee's unwillingness to continue working with their current organization and their desire to seek employment elsewhere [\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e]. Based on the Nursing Report, which includes country profiles of the workforce, the aging healthcare workforce is a threat to the nursing profession's future [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. Furthermore, the situation is compounded by a record number of nurses leaving the profession due to the negative aspects affecting their quality of work life [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. Given that nurses form the largest workforce in healthcare services and the shortage of qualified nurses is steadily increasing, a work environment that promotes a desire to leave the institution among nurses can lead to higher turnover rates and reduced productivity, ultimately impacting the quality of service [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e, \u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e]. Therefore, it is essential to focus on decreasing nurses' turnover intentions, improving their work environment, and bolstering their psychological resilience in light of current circumstances.\u003c/p\u003e"},{"header":"STUDY","content":"\u003cdiv id=\"Sec3\" class=\"Section2\"\u003e\u003ch2\u003eAim\u003c/h2\u003e\u003cp\u003eThe objective of this study is to investigate the effects of nurses' quality of work life and psychological resilience on their intention to leave work.\u003c/p\u003e\u003c/div\u003e"},{"header":"METHODS","content":"\u003cdiv id=\"Sec5\" class=\"Section2\"\u003e\u003ch2\u003eDesign of the Study\u003c/h2\u003e\u003cp\u003eThis is study descriptive results were incorporated into the study through a quantitative research design.\u003c/p\u003e\u003c/div\u003e\n\u003ch3\u003ePopulation and Sampling of the Study\u003c/h3\u003e\n\u003cp\u003eThe population of the study consists of 970 nurses employed at a medical faculty hospital in Konya, Turkey. In the study, the adequate sample size was determined using the formula n0= [(t x S) /d ]\u003csup\u003e2\u003c/sup\u003e, n= [n0 / (1+(n0 /N))], which is typically employed when the population size is known. The study was ultimately concluded with the participation of 305 nurses.\u003c/p\u003e\n\u003ch3\u003eData Collection Tools\u003c/h3\u003e\n\u003cp\u003eA survey form consisting of two parts was created for this study. The first section comprised a Personal Information Form, which was created by referencing relevant literature for basic demographic data. The second section of the survey included three scales: the Work-Related Quality of Life Scale for Healthcare Workers, the Brief Resilience Scale, and the Turnover Intention Scale.\u003c/p\u003e\u003cp\u003eThe Work-Related Quality of Life Scale [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e] consists of 27 items organized into 6 sub-dimensions: Occupational Accident, Occupational Disease Risk and Physical Working Conditions in the Workplace, Discrimination in the Workplace, Continuous Development and Improvement Opportunities, Social Integration into the Organization, and Work Stress and Time Pressure. The Cronbach α value for this scale was determined to be 0.88 [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e]. The Brief Resilience Scale [\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e] underwent a Turkish validity and reliability study was conducted in 2015 [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e]. This scale comprises 6 items within a single dimension, with Items 2, 4, and 6 requiring reverse scoring. The Cronbach α value for this scale was determined to be 0.83 [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e]. Additionally, the study employed the Turnover Intention Scale [\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e], originally developed. The Turkish validity and reliability study for this scale was conducted [\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e]. The scale consists of 3 items within a single dimension, and the Cronbach α value for this scale was found as 0.63 [\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e]. Besides, all three scales used in the study were rated using a 5-point Likert scale.\u003c/p\u003e\u003cp\u003eFurthermore, the reliability of the scales used in the study was assessed by calculating Cronbach α values. The Cronbach α value for the Work-Related Quality of Life Scale was found to be 0.78. Both the Brief Resilience Scale and the Turnover Intention Scale yielded Cronbach α values of 0.90 each. These scales have a high level of reliability [\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e].\u003c/p\u003e\u003cdiv id=\"Sec8\" class=\"Section2\"\u003e\u003ch2\u003eCollection and Analysis of Study Data\u003c/h2\u003e\u003cp\u003eThe study data was collected cross-sectionally within a specific timeframe, with face-to-face voluntary participation occurring between June 15 and July 26, 2023, after ethic committee approval date (25.01.2023). Statistical analysis of the study data was conducted using the SPSS 26.0 software package (IBM, Armonk, New York, United States). Prior to data analysis, conformity to normal distribution was assessed.\u003c/p\u003e\u003cp\u003eSkewness and kurtosis values were calculated for the Work-Related Quality of Life Scale (Skewness: -0.782, Kurtosis: 0.013), the Resilience Scale (Skewness: -0.136, Kurtosis: -0.358), and the Turnover Intention Scale (Skewness: 0.994, Kurtosis: -0.186). These values fell within the range of +\u0026thinsp;1 to -1. As the data adhered to a normal distribution, parametric tests (t-tests, one-way analysis of variance, and Pearson correlation analysis) were performed. In the study, the level of significance was considered p\u0026thinsp;\u0026lt;\u0026thinsp;0.05 [\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e].\u003c/p\u003e\u003c/div\u003e"},{"header":"RESULTS","content":"\u003cp\u003eThe study data's statistical analysis results are presented in the tables below.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eResults regarding participants' descriptive characteristics (N\u0026thinsp;=\u0026thinsp;305)\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"3\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eGender\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eNumber (n)\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003ePercentage (%)\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMen\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e114\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e37.4\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eWomen\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e191\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e62.6\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eAge\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eNumber (n)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003ePercentage (%)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e20\u0026ndash;25 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e127\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e41.6\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e26\u0026ndash;30 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e83\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e27.2\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e31\u0026ndash;35 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e40\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e13.1\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e36 years and above\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e55\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e18.0\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMarital Status\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eNumber (n)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003ePercentage (%)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMarried\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e161\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e52.8\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eSingle\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e144\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e47.2\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eIncome Status\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eNumber (n)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003ePercentage (%)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMinimum wage\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e31\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e10.2\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eTwice the minimum wage\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e216\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e70.8\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eThree times the minimum wage and above\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e58\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e19.0\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eEducational Status\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eNumber (n)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003ePercentage (%)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eHigh School-Associate Degree\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e60\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e19.7\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eBachelor's Degree\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e188\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e61.6\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eMaster\u0026rsquo;s Degree\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e57\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e18.7\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eYears of Professional Experience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eNumber (n)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003ePercentage (%)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e1\u0026ndash;5 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e191\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e62.6\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e6\u0026ndash;10 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e51\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e16.7\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e11 years and above\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e63\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e20.7\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eYears of Service at the Institution\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eNumber (n)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003ePercentage (%)\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e1\u0026ndash;5 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e242\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e79.3\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003e6 years and above\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e63\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e20.7\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e contains descriptive information about the study participants. Of the participating nurses in the study, 37.4% were women, 52.8% were married, and 41.6% were in the age range of 20\u0026ndash;25 years. The analysis of their income status revealed that 70.8% of the nurses had an income that was double the minimum wage. Furthermore, 61.6% held bachelor's degrees, 62.6% had professional experience ranging from 1 to 5 years, and 79.3% had been working for 1 to 5 years at the institution.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab2\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 2\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eT-test results of mean scale scores and socio-demographic variables\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"7\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eScales\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eGroups\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eX\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eSD\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003et\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003ep\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eWork-related Quality of Life\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\" morerows=\"5\" rowspan=\"6\"\u003e\u003cp\u003e\u003cb\u003eGender\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eMen\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e86.86\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e9.59\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e-6.389\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eWomen\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e92.60\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e6.08\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eResilience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eMen\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e18.61\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e2.40\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e0.175\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eWomen\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e18.65\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e1.78\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eTurnover Intention\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eMen\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e5.56\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e3.29\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e1.202\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e0.23\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eWomen\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e5.17\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e2.32\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eWork-related Quality of Life\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\" morerows=\"5\" rowspan=\"6\"\u003e\u003cp\u003e\u003cb\u003eMarital Status\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eMarried\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e91.83\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e6.87\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e3.192\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eSingle\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e88.92\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e8.99\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eResilience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eMarried\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e19.31\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e2.18\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e6.141\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eSingle\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e17.86\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e1.93\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eTurnover Intention\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eMarried\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e5.39\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e2.75\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e0.495\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e0.62\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003eSingle\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e5.23\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e2.72\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eWork-related Quality of Life\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\" morerows=\"5\" rowspan=\"6\"\u003e\u003cp\u003e\u003cb\u003eYears of Service at the Institution\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e1\u0026ndash;5 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e90.55\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e7.57\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e0.419\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e0.67\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e6 years and above\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e90.07\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e9.97\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eResilience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e1\u0026ndash;5 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e18.44\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e2.30\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e-2.901\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e6 years and above\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e19.33\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e1.45\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eTurnover Intention\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e1\u0026ndash;5 years\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e5.25\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e2.73\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c6\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e-0.826\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c7\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003e0.41\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e6 years and above\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e\u003cp\u003e5.57\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e\u003cp\u003e2.72\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"7\"\u003eSD\u0026thinsp;=\u0026thinsp;standard deviation, n\u0026thinsp;=\u0026thinsp;305 **p\u0026thinsp;\u0026lt;\u0026thinsp;0.001 *p\u0026thinsp;\u0026lt;\u0026thinsp;0.05\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e shows significant differences in nurses' perceptions of their quality of working life and psychological resilience levels based on gender (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05). Female nurses exhibited higher perceptions of the quality of work life and greater psychological resilience compared to their male counterparts. This result can be attributed to women's inclination towards adaptability and development, which equips them with enhanced problem-solving skills when facing challenges.\u003c/p\u003e\u003cp\u003eAdditionally, nurses' quality of work life and psychological resilience levels demonstrated significant variations with respect to marital status (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05). Married individuals displayed higher levels of perception regarding the quality of working life and psychological resilience compared to their single counterparts. In the healthcare sector of our country, nurses play a pivotal role, and their family and social support systems enable them to effectively cope with the challenges and difficulties they encounter.\u003c/p\u003e\u003cp\u003eNurses, who hold a vital role in our country's healthcare sector, benefit from the support of their families, which equips them to effectively navigate the challenges they encounter, bolstered by both social and spousal support.\u003c/p\u003e\u003cp\u003eThe analysis of the t-test results comparing mean scale scores and years of service within the institution showed a significant difference in the psychological resilience levels of nurses concerning their tenure (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05). Higher levels of psychological resilience were exhibited by those with six or more years of service at the institution compared to those with 1 to 5 years of service. This can be interpreted as a result of nurses becoming more integrated into the institution as they accumulate experience, leading to an increase in their psychological resilience as they perceive themselves as integral components of the institution.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eOne-way analysis of variance of mean scale scores and socio-demographic variables\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"9\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c9\" colnum=\"9\"\u003e\u003c/div\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eVariables\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\" morerows=\"1\" rowspan=\"2\"\u003e\u003cp\u003eGroups\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003eWork-related Quality of Life\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003eResilience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003eTurnover Intention\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"7\" rowspan=\"8\"\u003e\u003cp\u003eAge\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003eX\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e\u003cp\u003e\u003cb\u003eSD\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e\u003cb\u003eX\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e\u003cb\u003eSD\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e\u003cb\u003eX\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e\u003cb\u003eSD\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003e20\u0026ndash;25 years\u003c/b\u003e\u003csup\u003e\u003cb\u003e1\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e91.73\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e\u003cp\u003e7.04\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e18.18\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.18\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e4.16\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e1.20\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003e26\u0026ndash;30 years\u003c/b\u003e\u003csup\u003e\u003cb\u003e2\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e88.61\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e\u003cp\u003e8.21\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e17.56\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.19\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e6.33\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e.53\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003e31\u0026ndash;35 years\u003c/b\u003e\u003csup\u003e\u003cb\u003e3\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e89.85\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e\u003cp\u003e7.23\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e20.77\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.32\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e7.70\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e1.84\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003e36 years and above\u003c/b\u003e\u003csup\u003e\u003cb\u003e4\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e90.74\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c5\" namest=\"c4\"\u003e\u003cp\u003e10.03\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e19.70\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.21\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e4.70\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e2.80\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eF\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e2.644\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e33.913\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e28.509\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eP\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003ePost-Hoc\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e\u003cb\u003e1\u0026thinsp;\u0026gt;\u0026thinsp;4\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e\u003cb\u003e3\u0026thinsp;\u0026gt;\u0026thinsp;1.2\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003cp\u003e\u003cb\u003e4\u0026thinsp;\u0026gt;\u0026thinsp;1.2\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e\u003cb\u003e3\u0026thinsp;\u0026gt;\u0026thinsp;1.2\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e\u003cp\u003eIncome Status\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eMinimum wage\u003c/b\u003e\u003csup\u003e\u003cb\u003e1\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003e83.67\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e7.08\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e18.09\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e1.93\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e10.35\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e1.51\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eTwice the minimum wage\u003c/b\u003e\u003csup\u003e\u003cb\u003e2\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003e90.97\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e8.33\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e19.83\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e3.54\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e4.93\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e2.28\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eThree times the minimum wage and above\u003c/b\u003e\u003csup\u003e\u003cb\u003e3\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003e92.17\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e5.39\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e19.98\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.99\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e4.05\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e1.70\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eF\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e13.776\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e26.009\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e101.233\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eP\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003ePost-Hoc\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e\u003cb\u003e3\u0026thinsp;\u0026gt;\u0026thinsp;1.2\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e\u003cb\u003e3\u0026thinsp;\u0026gt;\u0026thinsp;1\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e\u003cb\u003e1\u0026thinsp;\u0026gt;\u0026thinsp;2.3\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e\u003cp\u003eEducational Status\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eHigh School-Associate Degree\u003c/b\u003e\u003csup\u003e\u003cb\u003e1\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003e89.56\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e8.87\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e18.46\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e1.83\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e6.08\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e2.91\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eBachelor's Degree\u003c/b\u003e\u003csup\u003e\u003cb\u003e2\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003e90.17\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e8.33\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e18.43\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e2.41\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e5.22\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e2.81\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eMaster\u0026rsquo;s Degree\u003c/b\u003e\u003csup\u003e\u003cb\u003e3\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003e92.35\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e5.75\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e19.43\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e1.43\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e4.82\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e2.03\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eF\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e2.071\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e4.922\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e3.450\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eP\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e0.83\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003ePost-Hoc\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e\u003cb\u003e3\u0026thinsp;\u0026gt;\u0026thinsp;1\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e\u003cb\u003e3\u0026thinsp;\u0026gt;\u0026thinsp;2\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e\u003cb\u003e-\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"5\" rowspan=\"6\"\u003e\u003cp\u003eYears of Professional Experience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003e1\u0026ndash;5 yeas\u003c/b\u003e\u003csup\u003e\u003cb\u003e1\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003e87.27\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e9.75\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e20.80\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e1.68\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e5.09\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e2.72\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003e6\u0026ndash;10 years\u003c/b\u003e\u003csup\u003e\u003cb\u003e2\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003e92.96\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e5.56\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e18.49\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e1.46\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e5.50\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e2.80\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003e11 years and above\u003c/b\u003e\u003csup\u003e\u003cb\u003e3\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c4\" namest=\"c3\"\u003e\u003cp\u003e90.48\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e8.00\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e17.94\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e2.03\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\"\u003e\u003cp\u003e5.84\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c9\"\u003e\u003cp\u003e2.65\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eF\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e7.319\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e55.134\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e1.933\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003eP\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e\u003cb\u003e0.00*\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e0.14\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003e\u003cb\u003ePost-Hoc\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"3\" nameend=\"c5\" namest=\"c3\"\u003e\u003cp\u003e\u003cb\u003e2\u0026thinsp;\u0026gt;\u0026thinsp;1.3\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c7\" namest=\"c6\"\u003e\u003cp\u003e\u003cb\u003e1\u0026thinsp;\u0026gt;\u0026thinsp;2.3\u003c/b\u003e\u003csup\u003e\u003cb\u003ea\u003c/b\u003e\u003c/sup\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colspan=\"2\" nameend=\"c9\" namest=\"c8\"\u003e\u003cp\u003e\u003cb\u003e-\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eSD\u0026thinsp;=\u0026thinsp;standard deviation; *p\u0026thinsp;\u0026lt;\u0026thinsp;0.05 Post-hoc test a\u0026thinsp;=\u0026thinsp;Scheffe; Minimum wage: 455\u003cspan\u003e$\u003c/span\u003e.\u003c/p\u003e\u003cp\u003eAccording to the analysis results presented in Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e, a significant difference was observed between age and the mean scores on the work-related quality of life, resilience, and turnover intention scales (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05). Higher perceptions of the quality of working life were expressed by nurses aged 20\u0026ndash;25 compared to nurses aged 36 and above. This difference is thought to be attributed to younger nurses, who are considered more dynamic in their professional lives, often exhibiting idealism in their early years and demonstrating a greater tolerance for challenges, perhaps accepting or overlooking shortcomings rather than voicing objections. According to the post hoc test results, higher levels of psychological resilience were displayed by nurses aged 31 and older compared to those aged 30 and under. It is postulated that age brings with it professional experience, enabling nurses to better navigate risks and challenges as they grow older, thus enhancing their psychological resilience. Finally, when turnover intentions were assessed based on age, it was noted that the number of participants in the 31\u0026ndash;35 age range exceeded that of nurses aged 30 and under. This result can be explained by the unmet expectations of nurses aged 31\u0026ndash;35, often referred to as Generation Y, who prioritize work-life balance and aspire to be results-oriented and innovative in their work environments.\u003c/p\u003e\u003cp\u003eA significant difference was identified between income status and the mean scores on the work-related quality of life, resilience, and turnover intention scales (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05). Individuals with incomes three times the minimum wage and above exhibited higher perceptions of the quality of working life compared to individuals in other income groups. Simultaneously, nurses with incomes at or above three times the minimum wage displayed higher levels of psychological resilience compared to those with incomes at the minimum wage level. The analysis of turnover intention levels in relation to income status revealed that nurses with income levels at the minimum wage exhibited higher intentions to leave their jobs. The results suggest that individuals perceive their economic status as a source of empowerment, which, in turn, helps them develop coping strategies for challenges. Therefore, in this study, nurses with favorable economic situations, relative to the country's conditions, demonstrated elevated perceptions of the quality of working life and increased psychological resilience. Conversely, nurses who did not feel financially secure exhibited lower motivation and a higher intention to leave their jobs.\u003c/p\u003e\u003cp\u003eA significant difference was also observed between educational status and the mean scores on the work-related quality of life and resilience scales (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05). Nurses with postgraduate education displayed higher levels of both quality of work life and psychological resilience.\u003c/p\u003e\u003cp\u003eThe analyses yielded a significant difference between the years of professional experience and the mean scores on the work-related quality of life and resilience scales (p\u0026thinsp;\u0026lt;\u0026thinsp;0.05). Nurses with 6 to 10 years of professional experience displayed higher perceptions of the quality of working life compared to nurses with 1 to 5 years of professional experience. Conversely, the psychological resilience levels of nurses with 1\u0026ndash;5 years of professional experience were higher than those of other nurses. It can be inferred that nurses experience an increase in psychological resilience during their initial years in the profession, which can be attributed to the financial and moral rewards of entering the profession and commencing their careers. Additionally, they gain confidence by developing the knowledge and skills acquired through their education and gaining practical experience. However, as the number of years of professional experience grows, some nurses may undergo a decline in their perception of the quality of work life, potentially due to challenges in aligning their personal standards and ideal working environments.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eCorrelation analysis for inter-scale relationships\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"5\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eWork-related Quality of Life\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eResilience\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eTurnover Intention\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eWork-related Quality of Life\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003er\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eResilience\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003er\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e0. 305**\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\"\u003e\u003cp\u003eTurnover Intention\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\"\u003e\u003cp\u003er\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e-0. 497**\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0. 133**\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e1\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"5\"\u003en\u0026thinsp;=\u0026thinsp;305 **p\u0026thinsp;\u0026lt;\u0026thinsp;0.001 *p\u0026thinsp;\u0026lt;\u0026thinsp;0.05\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eThe correlation analysis between nurses' quality of work life, psychological resilience, and turnover intention scales is presented in Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e. Based on the analysis results, a positive, moderate correlation (r\u0026thinsp;=\u0026thinsp;0.31, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) was observed between the quality of work life and psychological resilience. This suggests that as nurses' quality of working life improves, their psychological resilience levels tend to increase as well. Furthermore, a negative, moderate correlation (r=-0.49, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) was found between the quality of work life and intentions to leave work. Simultaneously, a negative, low-level correlation (r=-0.133, p\u0026thinsp;\u0026lt;\u0026thinsp;0.001) was identified between psychological resilience and turnover. Consequently, it can be interpreted that as nurses' quality of work life and psychological resilience levels rise, their turnover intention decreases.\u003c/p\u003e\u003cp\u003e\u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e\u003ccaption language=\"En\"\u003e\u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e\u003cdiv class=\"CaptionContent\"\u003e\u003cp\u003eMultivariate regression analysis\u003c/p\u003e\u003c/div\u003e\u003c/caption\u003e\u003ccolgroup cols=\"8\"\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e\u003cdiv align=\"left\" class=\"colspec\" colname=\"c8\" colnum=\"8\"\u003e\u003c/div\u003e\u003cthead\u003e\u003ctr\u003e\u003cth align=\"left\" colname=\"c1\"\u003e\u003cp\u003eDependent Variable\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c2\"\u003e\u003cp\u003eR\u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c3\"\u003e\u003cp\u003eIndependent Variable\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c4\"\u003e\u003cp\u003eβ\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c5\"\u003e\u003cp\u003eSD\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c6\"\u003e\u003cp\u003et\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c7\"\u003e\u003cp\u003ep\u003c/p\u003e\u003c/th\u003e\u003cth align=\"left\" colname=\"c8\"\u003e\u003cp\u003eF\u003c/p\u003e\u003c/th\u003e\u003c/tr\u003e\u003c/thead\u003e\u003ctbody\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c1\" morerows=\"2\" rowspan=\"3\"\u003e\u003cp\u003eTurnover Intention\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c2\" morerows=\"2\" rowspan=\"3\"\u003e\u003cp\u003e0.498\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003eConstant Term\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e19.95\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e1.67\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e11.922\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.00*\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c8\" morerows=\"2\" rowspan=\"3\"\u003e\u003cp\u003e49.922\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003eWork-related Quality of Life\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.51\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.01\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-9.629\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.00*\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003ctr\u003e\u003ctd align=\"left\" colname=\"c3\"\u003e\u003cp\u003e\u003cb\u003eResilience\u003c/b\u003e\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c4\"\u003e\u003cp\u003e-0.17\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c5\"\u003e\u003cp\u003e0.06\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c6\"\u003e\u003cp\u003e-2.874\u003c/p\u003e\u003c/td\u003e\u003ctd align=\"left\" colname=\"c7\"\u003e\u003cp\u003e0.00*\u003c/p\u003e\u003c/td\u003e\u003c/tr\u003e\u003c/tbody\u003e\u003c/colgroup\u003e\u003ctfoot\u003e\u003ctr\u003e\u003ctd colspan=\"8\"\u003en\u0026thinsp;=\u0026thinsp;305 **p\u0026thinsp;\u0026lt;\u0026thinsp;0.001 *p\u0026thinsp;\u0026lt;\u0026thinsp;0.05\u003c/td\u003e\u003c/tr\u003e\u003c/tfoot\u003e\u003c/table\u003e\u003c/div\u003e\u003c/p\u003e\u003cp\u003eBased on the data presented in Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e, the established regression model is statistically significant, with a significance level of p\u0026thinsp;\u0026lt;\u0026thinsp;0.05. It was found that 24% (R\u003csup\u003e2\u003c/sup\u003e adjusted\u0026thinsp;=\u0026thinsp;24.3) of the variance was explained by dependent variables. Accordingly, the work-related quality of life variable has a negative and significant predictive effect on the turnover intention (β =-0.51, t =-9.63, p\u0026thinsp;\u0026lt;\u0026thinsp;0.05). Similarly, psychological resilience also has a negative and significant predictive effect on turnover intention (β=-0.17, t=-2.87, p\u0026thinsp;\u0026lt;\u0026thinsp;0.05).\u003c/p\u003e"},{"header":"DISCUSSION","content":"\u003cp\u003eA good level of psychological resilience is closely linked to greater satisfaction in one's quality of working life. Enhanced satisfaction with the quality of work life enables individuals to better identify and understand the risk factors in their lives, make accurate diagnoses of these factors, and uncover protective measures against these risks, ultimately reducing their turnover intentions. Consequently, this study was undertaken to explore the influence of nurses' quality of work life and psychological resilience on their intentions to leave their jobs.\u003c/p\u003e\u003cp\u003eThe study results revealed significant differences in nurses' perceptions of the quality of work life and their psychological resilience levels based on gender. Female nurses exhibit more favorable perceptions of both the quality of work life and their psychological resilience compared to their male counterparts. These results align with previous research in the relevant literature [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e, \u003cspan additionalcitationids=\"CR26 CR27\" citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e]. Furthermore, differences are observed in nurses' quality of work life and psychological resilience levels based on their marital status. Married individuals demonstrated higher levels of perception regarding the quality of working life and psychological resilience compared to their single counterparts. The literature review confirms higher psychological resilience in married nurses [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e, \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e, \u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e], whereas it suggests that nurses' marital status does not significantly impact their quality of working life [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e, \u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eA significant difference was noted between the age variable and the mean scores on the work-related quality of life, resilience, and turnover intention scales. The study demonstrated that nurses aged 20\u0026ndash;25 exhibited higher levels of perception regarding the quality of working life compared to nurses aged 36 and older. This result aligns with several studies in the relevant literature [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e, \u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e]. Nevertheless, it is worth noting that some studies have reported an opposite trend, indicating that as nurses' age increases, their perception of the quality of working life improves positively [\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e, \u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e, \u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e]. Furthermore, another study showed higher levels of psychological resilience in nurses aged 31 and older than in nurses aged 30 and under. This result is consistent with the results of a study conducted by H\u0026ouml;kkaş [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e], which indicated that the psychological resilience levels of nurses over the age of 40 were higher than those in other age groups. Regarding turnover intention, the study showed that participants between the ages of 31\u0026ndash;35 had a higher level of turnover intention compared to other age groups. The review of the relevant literature revealed that various studies reported a higher level of turnover intention in the younger age group [\u003cspan additionalcitationids=\"CR36 CR37 CR38\" citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eThe study identified a significant difference between income status and the mean scores on the work-related quality of life, resilience, and turnover intention scales. Individuals with income levels at or above three times the minimum wage demonstrated higher levels of perception regarding the quality of working life compared to individuals in other income groups. Additionally, the psychological resilience levels of nurses with incomes at or above three times the minimum wage surpassed those of individuals with incomes at the minimum wage level. Moreover, the analysis of turnover intention levels based on income status indicated that nurses with incomes at the minimum wage level exhibited a higher level of turnover intention. These results are consistent with existing literature [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e, \u003cspan additionalcitationids=\"CR41\" citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e42\u003c/span\u003e]. It is a common trend in numerous studies that employees who perceive their income levels as unsatisfactory within their work life tend to experience a decline in their psychological resilience levels, which can result in outcomes such as an increased intention to change jobs [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e, \u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e43\u003c/span\u003e].\u003c/p\u003e\u003cp\u003eA significant difference was observed between educational status and the mean scores on the scales measuring the quality of working life and psychological resilience. Notably, nurses with postgraduate education exhibited higher perceptions of the quality of work life compared to nurses with high school or associate degrees. These results are consistent with existing literature [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e, \u003cspan citationid=\"CR42\" class=\"CitationRef\"\u003e42\u003c/span\u003e]. Furthermore, H\u0026ouml;kkaş's study [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e], revealed that the psychological resilience levels of nurses with a master's degree were significantly higher than those with lower educational attainment. Finally, a study by Xue et al. [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e] determined that educational status had a positive impact on both the quality of working life and psychological resilience levels.\u003c/p\u003e\u003cp\u003eA significant difference was also detected between the years of professional experience and the mean scores on the work-related quality of life and resilience scales. Specifically, nurses with 6 to 10 years of professional experience exhibited higher perceptions of the quality of working life compared to nurses with 1 to 5 years of professional experience. In the relevant literature, it has been indicated that as nurses' years of professional experience increase, their quality of work life tends to improve [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e, \u003cspan additionalcitationids=\"CR45\" citationid=\"CR44\" class=\"CitationRef\"\u003e44\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR46\" class=\"CitationRef\"\u003e46\u003c/span\u003e]. Conversely, psychological resilience levels have been found to be higher in nurses with 1\u0026ndash;5 years of professional experience compared to other nurses.\u003c/p\u003e\u003cp\u003eThe analysis results of the study revealed a positive and moderate correlation between the quality of work life and psychological resilience. This suggests that as the quality of working life of nurses improves, their psychological resilience levels are likely to increase as well. These results are in line with those reported in the literature [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e, \u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e]. A negative, moderately significant correlation appears to exist between the quality of work life and turnover intentions. Additionally, a negative, low, significant relationship exists between psychological resilience and turnover. Thus, it can be speculated that as nurses' levels of work-life quality and psychological resilience increase, their turnover intentions decrease. In the relevant literature, it has been observed that work-related quality of life negatively influences turnover intention [\u003cspan additionalcitationids=\"CR47\" citationid=\"CR46\" class=\"CitationRef\"\u003e46\u003c/span\u003e\u0026ndash;\u003cspan citationid=\"CR48\" class=\"CitationRef\"\u003e48\u003c/span\u003e], while a negative and significant relationship has been identified between psychological resilience and turnover intention [\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e, \u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e49\u003c/span\u003e, \u003cspan citationid=\"CR50\" class=\"CitationRef\"\u003e50\u003c/span\u003e].\u003c/p\u003e"},{"header":"CONCLUSION","content":"\u003cp\u003eIn conclusion, it is evident that quality of life and psychological resilience encompass all facets of an individual's life, including their professional life. Within the nursing profession, challenges can arise from the physical and social work environment, as well as interpersonal dynamics and differences of opinion among colleagues. Nonetheless, as nurses who possess a high level of satisfaction in their perception of the quality of their working life proactively develop solutions to address these challenges, drawing upon their own strengths and leveraging their professional knowledge, skills, and experience, their psychological resilience can heighten. Thus, as nurses' quality of work life and psychological resilience levels increase, their turnover intention decreases. To enhance the quality of working life and psychological resilience of nurses, it is crucial to make improvements in their working conditions and foster positive interactions with colleagues. It is obvious that nurses working within a healthcare sector that fosters a positive work environment, nurtures job satisfaction, and enhances work-related well-being are likely to perform their duties more effectively and efficiently. By creating such an environment, preventive measures can be taken for nurses who contemplate leaving their positions before these thoughts translate into action.\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eEthics approval and consent to participate\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eBefore starting the study, the required permissions for using the Work-Related Quality of Life Scale, Brief Resilience Scale, and Turnover Intention Scale in the study were obtained through email correspondence with the respective owners.\u0026nbsp;Additionally, this study was approved by the Non-Interventional Clinical Research Ethics Committee of Sel\u0026ccedil;uk University Faculty of Health Sciences (Approval no. 2023/49, Date: 25.01.2023). and institutional permission was granted by the medical faculty hospital to collect data. During data collection, the participants were informed about the study with the Informed Consent Form and then their consent was obtained and they were asked to fill out the relevant questionnaire. This research was conducted in accordance with the ethical principles of the Declaration of Helsinki.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAvailability of data and materials\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe datasets used and analysed during the current study are available from the corresponding author on reasonable request.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eCompeting Interests\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors declare no competing interests.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe authors report that there is no funding source for the work.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthors\u0026apos; contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe conceptualisation of the study, methodology, writing the original manuscript, and revising and editing the manuscript were jointly contributed by ŞG, HAD, ŞK and AD. Data organisation, analysis, sourcing and visualisation were carried out by ŞK.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgments\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWe would like to express our sincere gratitude to all the nurses who participated in this study. Their patience, cooperation, and willingness to contribute to this research were invaluable, and we deeply appreciate their involvement.\u0026nbsp;\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eAcorn M. What is your global nurse leadership policy literacy? Nurse Leader. 2023; 21(1):56-60. https://doi.org/10.1016/j.mnl.2022.10.010 \u003c/li\u003e\n\u003cli\u003eKurt D, Paslı G\u0026uuml;rdoğan E. Professional autonomy and patient advocacy in nurses. 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Turkish.\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true},"keywords":"nurses, psychological resilience, quality of life","lastPublishedDoi":"10.21203/rs.3.rs-7379522/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-7379522/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eAim: \u003c/strong\u003eThe aim of this study was to evaluate the effect of nurses' quality of work life and psychological resilience on their turnover intentions.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eBackground:\u003c/strong\u003e Nurses are a group of healthcare workers who have duties and responsibilities that carry vital risks, compete with time, have to work under intense stress and pressure, and constitute the largest workforce. For this reason, it is important to investigate the effect of nurses' perceptions of quality of work life and psychological resilience levels on turnover intentions in the health sector.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethods: \u003c/strong\u003eA quantitative research design was used to collect data from 305 employees working in a medical faculty hospital in Konya, Turkey.\u003cstrong\u003e \u003c/strong\u003eThe data needed in the study were collected cross-sectionally at certain intervals. Statistical analysis of the study data was conducted using the SPSS 26.0 software package.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults: \u003c/strong\u003eOf the nurses participating in the study, 37.4% were female, 52.8% were married and 41.6% were between the ages of 20-25. It was determined that there was a positive, moderate (r=0.305 p\u0026lt;0.001) significant relationship between quality of work life and psychological resilience. On the other hand, there is a negative, moderate (r =-0.497 p\u0026lt;0.001) significant relationship between quality of work life and turnover intentions. At the same time, there is a negative, low level (r=-0,133 p\u0026lt;0,001) significant relationship between psychological resilience and turnover.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion:\u003c/strong\u003e Reducing nurses' turnover intentions, improving their quality of working life and developing their psychological resilience are important for today's conditions.\u003c/p\u003e","manuscriptTitle":"The Effect of Nurses' Quality of Working Life and Psychological Resilience on Their Turnover Intention","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-10-16 15:46:28","doi":"10.21203/rs.3.rs-7379522/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"editorInvitedReview","content":"","date":"2025-10-13T13:28:27+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-10-08T20:33:45+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"326518513608891220294813491773820817436","date":"2025-10-08T13:59:42+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-10-05T14:26:35+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"141604497419105672071542352641420475115","date":"2025-10-05T11:07:43+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"319339030116736742780891835462719282608","date":"2025-10-03T11:56:48+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-10-03T10:57:36+00:00","index":"","fulltext":""},{"type":"editorAssigned","content":"","date":"2025-10-01T14:52:09+00:00","index":"","fulltext":""},{"type":"editorInvited","content":"","date":"2025-09-04T18:38:28+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-09-02T08:33:44+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2025-09-02T08:29:29+00:00","index":"","fulltext":""}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"bmc-nursing","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":false,"externalIdentity":"nurs","sideBox":"Learn more about [BMC Nursing](http://bmcnurs.biomedcentral.com/)","snPcode":"","submissionUrl":"https://www.editorialmanager.com/nurs/default.aspx","title":"BMC Nursing","twitterHandle":"@BMC_series","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"em","reportingPortfolio":"BMC Series","inReviewEnabled":true,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"609accbb-be3e-461b-b430-2e4dbd617408","owner":[],"postedDate":"October 16th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"under-review","subjectAreas":[],"tags":[],"updatedAt":"2025-10-16T15:46:28+00:00","versionOfRecord":[],"versionCreatedAt":"2025-10-16 15:46:28","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-7379522","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-7379522","identity":"rs-7379522","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}