The mediating effect of work engagement on the relationship between professional calling and turnover intention among Chinese nurses: A cross-sectional study

The mediating effect of work engagement on the relationship between professional calling and turnover intention among Chinese nurses: A cross-sectional study | 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 mediating effect of work engagement on the relationship between professional calling and turnover intention among Chinese nurses: A cross-sectional study Qin Lin, Linfeng Liu, Jijun Wu, Mengxue Fu, Pei Chen, Kun Sun, and 6 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-5389304/v1 This work is licensed under a CC BY 4.0 License Status: Published Journal Publication published 15 Apr, 2025 Read the published version in BMC Nursing → Version 1 posted 8 You are reading this latest preprint version Abstract Background Nurse turnover is a global public health challenge, particularly in China due to high work intensity and personnel shortages. Effective nursing management and well-being strategies can reduce turnover intentions by improving job satisfaction and work environments. However, empirical evidence on how professional calling influences nurse turnover intentions in China is lacking. This study aims to investigate the mediating role of work engagement between professional calling and turnover intentions among Chinese clinical nurses. Methods This is a cross-sectional survey research design. A convenience sampling method was used to select 906 clinical nurses from Sichuan and Zhejiang provinces in China. A professional calling scale, work engagement scale, and turnover intention scale were used to survey the included research subjects. Results Correlation analysis results revealed that professional calling was negatively correlated with turnover intentions (r=-0.852, P < 0.01), work engagement was negatively correlated with turnover intentions (r=-0.790, P < 0.01), and professional calling was significantly positively correlated with work engagement (r = 0.834, P < 0.01). The mediation effect analysis results found that the total effect of professional calling on turnover intentions among clinical nurses was − 0.432, with a direct effect of -0.322, accounting for 74.5% of the total effect, and the mediating effect of work engagement between professional calling and turnover intentions was − 0.110, accounting for 25.5% of the total effect. Conclusions Enhancing work engagement through interventions that strengthen nurses' professional calling can effectively reduce turnover intentions. Specific strategies include improving work environments, providing career development opportunities, and fostering a sense of professional identity. Nurses Professional Calling Work Engagement Turnover Intention Mediating Effect Cross-Sectional Study Figures Figure 1 Figure 2 Background Nurses play a vital role in the normal functioning of healthcare services, bearing significant responsibilities in disease prevention, patient rehabilitation, and health promotion [ 1 ]. However, the nursing profession under current healthcare conditions often faces substantial challenges, such as low income, complex job content, and lower social status compared to physicians, these challenges are severely affecting the physical and mental health of nurses [ 2 ]. When nurses are exhausted physically and mentally due to the aforementioned factors, they may develop a psychological tendency to leave their current organization or job position, a situation referred to as turnover intention [ 3 ]. A recent survey of intensive care unit (ICU) nurses in five European countries (Poland, Spain, Croatia, Romania, and Cyprus) revealed that 22.8% of nurses are planning to leave their positions [ 4 ]. Their intentions to leave are associated with salary and benefits, better human resource allocation, and meaningful recognition. Generally, most nurses, especially female nurses, not only face high workloads but also bear the responsibility of caring for children or parents, which to some extent exacerbates their work-life conflict [ 5 ]. These conflicts, in turn, can lead to turnover intention. For example, when faced with the dilemma of caring for a sick child or returning to work, nurses may find themselves in a difficult situation. On one hand, there is the responsibility to the family, on the other hand, there is the responsibility to work, this can significantly reduce their work efficiency and subsequently lead to turnover intention [ 6 ]. The issue of nurses' turnover intention needs to be taken seriously immediately, especially in China. The traditional cultural values of responsibility, dedication, and care can put nurses in a dilemma between continuing to fulfill their professional mission and leaving their job. Professional calling refers to an individual's firm belief that their chosen career can imbue life with a sense of meaning, and that they are filled with passion and relentless striving to achieve self-worth and serve society through their work [ 7 ]. It is one of the important motivations that encourages nurses to ensure patient safety and further improve the quality of nursing care [ 8 ]. Self-Determination Theory posits that an individual's intrinsic motivation is influenced by personal interest or a sense of satisfaction and is closely related to autonomy and self-actualization [ 9 ]. Nurses may develop intrinsic motivation, which subsequently fosters a sense of professional calling towards their work, as they derive satisfaction from alleviating patients' pain through their nursing care [ 10 ]. A study involving 237 nurses from six hospitals in Egypt, demonstrated a positive correlation between nurses' professional calling and career success [ 11 ]. This implies that as nurses' professional calling strengthens, their positive attitudes toward their careers are enhanced, which in turn is conducive to achieving career success. Additionally, a multicenter study from China, also revealed a significant correlation between nurses' professional calling and intention to stay (r = 0.690, P < 0.001) [ 12 ]. This indicates that the concept of professional calling has emerged as a salient topic within the nursing profession, warranting the active attention of nursing managers worldwide. According to the Job Demands-Resources (JD-R) model, job demands (such as the physical and psychological efforts required at work) are considered negative aspects of a job, while job resources (such as recognition, support, or career development opportunities) are positive aspects that facilitate the achievement of work goals and mitigate the psychological costs associated with job demands [ 13 ]. Professional calling, as an important psychological resource, can be regarded as a substantial job resource that enhances work engagement [ 14 ]. For example, nurses who exhibit greater responsibility towards their positions are more likely to understand the significance and meaning of nursing care for patients, develop a sense of professional identification, and subtly adjust their attitudes towards work, thereby increasing their level of work engagement. This is supported by a study of 320 nurses, which showed a positive correlation between nurses' professional calling and work engagement (r = 0.603, P < 0.01) [ 15 ]. These findings suggest that systematically enhancing nurses' professional calling can effectively motivate them, improve job satisfaction, and increase work engagement. This study aims to investigate the relationship between professional calling and turnover intention among Chinese nurses. Additionally, it seeks to develop a mediating model focusing on the mediating effect of work engagement. By conducting this study, valuable insights will be provided for nursing managers on how to effectively implement education on professional calling among nurses and reduce turnover intention through the indirect effect of work engagement, thereby promoting the stable development of the nursing workforce. Theory and Conceptual Framework Kahn's work engagement theory, proposed by William Kahn [ 16 ], serves as the conceptual framework for this study. This theory emphasizes the role integration of individuals in their work, highlighting how individuals merge their self with their work roles. According to Kahn, work engagement is a multifaceted phenomenon that encompasses three dimensions: physical, cognitive, and emotional. Physical engagement refers to the energy and effort individuals invest in their work, cognitive engagement involves their attention and focus, and emotional engagement pertains to their feelings and passion towards their tasks. This comprehensive view of work engagement provides a robust foundation for understanding how individuals interact with their work environments and how this interaction influences their attitudes and behaviors. In this study, Kahn's work engagement theory is applied to examine the relationship between professional calling and turnover intentions among nurses. The theory provides a multidimensional framework that allows us to explore the complex interplay between these variables. Specifically, we hypothesize that a strong sense of professional calling enhances nurses' work engagement, which in turn reduces their turnover intentions. By enhancing their engagement in work, nurses are more likely to experience job satisfaction and a sense of fulfillment, leading to higher retention rates. This theoretical framework not only helps us understand the mechanisms underlying nurses' job satisfaction and turnover but also provides actionable insights for improving nursing practice and policy. Figure 1 illustrates the conceptual research model based on Kahn's work engagement theory, highlighting the role of work engagement as a mediator between professional calling and turnover intentions. In light of this, this study primarily proposes the following four research hypotheses: Hypothesis 1: Nurses' professional calling has a negative predictive effect on turnover intentions. Hypothesis 2: Nurses' work engagement has a negative predictive effect on turnover intentions. Hypothesis 3: Nurses' professional calling has a positive predictive effect on work engagement. Hypothesis 4: Nurses' professional calling has an indirect effect on turnover intentions through its impact on work engagement. Methods Research Design In accordance with the research framework, this study employs a cross-sectional survey to explore the relationships among the three variables. The study is conducted and the results are recorded strictly following the principles required for Strengthening the Reporting of Observational studies in Epidemiology (STROBE). Participants and Sample A total of 906 clinical nurses from three hospitals in Sichuan and Zhejiang provinces, China, were selected as participants using a convenience sampling method. The selected participants had to meet the following criteria: (1) hold a Chinese nursing practice qualification certificate; (2) be registered for clinical practice on schedule; (3) have at least six months of clinical nursing work experience; (4) provide informed consent and voluntarily participate in this study. Exclusion criteria: taking maternity leave, personal leave, or sick leave for personal reasons. The sample size calculation for this study was based on the method proposed by Kendall, which suggests that the sample size should generally be ten (10) times the number of study variables [ 17 ]. This study included demographic variables (8), professional calling (10), work engagement (9), and turnover intention (6), totaling 33 variables. Considering 20% of the questionnaires might be invalid, the calculated sample size should be N = 33x10x (1 + 20%) = 396. Therefore, the minimum sample size should be 396 people. A total of 906 questionnaires were distributed in this study, and 836 valid questionnaires were ultimately collected, with a recovery rate of 92.2%, which meets the sample requirements. Evaluation Methods and Tools Sociodemographic data questionnaire This includes items such as age, sex, education level, experience as a specialist nurse, nursing level, number of children, job satisfaction, and number of night shifts per month, totaling 8 items. Professional calling scale The Professional Calling Scale is used to assess an individual's emotional and value identification with their work, as well as their sense of social responsibility and role positioning within their profession. The scale was developed by Dobrow et al. [ 18 ] in 2011 and was translated and adapted into Chinese by Zhang Chunyu in 2015 [ 19 ], and the scale has a Cronbach’s α coefficient of 0.890. The scale consists of three (3) dimensions: altruistic contribution (3 items), sense of calling (4 items), and proactive endeavor (3 items), totaling 10 items. It uses a 5-point Likert scale for scoring, with each item rated from "completely disagree" to "completely agree" with scores from 1 to 5. The total score ranges from 10 to 50, with higher scores indicating a stronger sense of professional calling. In this study, the overall Cronbach’s α coefficient for the scale is 0.865. Work engagement scale The Work Engagement Scale is used to evaluate the attitude, performance, and satisfaction of the respondents with their work, reflecting their involvement, dedication, and enthusiasm for their jobs. The scale was developed by Schaufeli et al. in 2006 [ 20 ] and translated into Chinese and revised by Li Fuyi et al. in 2013 [ 21 ]. The scale has a Cronbach’s α coefficient of 0.930. The Chinese version of the Work Engagement Scale consists of there (3) dimensions: vigor, dedication, and absorption, with 3 items for each dimension, totaling 9 items. Each item is scored on a 7-point Likert scale, ranging from "never" to "always" with scores from 0 to 6. The total score ranges from 0 to 54, with higher scores indicating a higher level of work engagement. In this study, the overall Cronbach’s α coefficient for the scale is 0.865. Turnover intention scale The Turnover Intention Scale primarily assesses the tendency of employees to continue in their current job positions. The scale was developed by Michaels et al. [ 22 ] and translated into Chinese and culturally adapted by Chinese scholars Li Jingyuan and Li Dongrui [ 23 ]. The scale includes three (3) dimensions: the likelihood of quitting the current job (Turnover Intention I), the motivation to seek other jobs (Turnover Intention II), and the likelihood of obtaining other jobs (Turnover Intention III), with 2 items for each dimension, totaling 6 items. Each item is scored on a 4-point Likert scale, ranging from "never" to "frequently" with scores from 1 to 4. The total score ranges from 6 to 24, with higher scores indicating a higher turnover intention and lower scores indicating a lower turnover intention. In this study, the overall Cronbach’s α coefficient for the scale is 0.833. Pilot study To ensure the scientific rigor and usability of the survey questionnaire, a pilot study was conducted. The initial survey assessed 40 nurses, with the sample fully complying with the inclusion and exclusion criteria. However, participants in the pilot study will not be included in the main study. The preliminary test was beneficial for identifying any issues in the research design and potential adverse principles. After completing the survey, 10 of the nurses were interviewed one-on-one and asked to share their experiences about the structure and content of the questionnaire, with their feedback being documented. Based on the feedback from these 10 nurses, we made minor adjustments to the wording of some items and adjusted the page layout to enhance clarity. The 10 nurses indicated that the questionnaire items were concise, clear, and unambiguous, and that they experienced no difficulties in completing it. Additionally, we confirmed that a survey duration of approximately 10 minutes was acceptable for participants, ensuring that the main study would not impose an undue burden on respondents. During the pilot study phase, the Cronbach’s α for the Professional Calling Scale, Work Engagement Scale, and Turnover Intention Scale were 0.90, 0.87, and 0.89, respectively. Overall, we ensured that the study has good inclusivity and accuracy. Study Settings and Data Collection The data collection was conducted from March 1, 2024 to May 31, 2024. The three hospitals surveyed in this study are all tertiary general hospitals. Two are located in Sichuan Province in the western region of China, while the other is in Zhejiang Province in the eastern region. Each hospital employs over 1,000 nursing staff members. The educational qualifications of the nursing staff span three levels: associate degree, bachelor's degree, and master’s degree. Their professional titles cover three tiers: junior, intermediate, and senior. The nursing units are comprehensive, capable of meeting the nursing needs of various departments. These hospitals are exemplary of modernized tertiary general hospitals in China. Data collection commenced following approval from the Ethics Committee of the People's Hospital of Deyang City. Before initiating the process, we reached out to nursing management experts at the hospitals involved to secure their support. We thoroughly explained the survey's procedure, objectives, and importance to the head nurses of the departments under investigation, assuring them that it would not pose any additional risks to the nursing staff. Once we obtained permission from the head nurses, the investigators shared the QR code of the survey questionnaire—created via the Chinese electronic platform Questionnaire Star—with the participants during departmental meetings. To safeguard the participants' rights to informed consent and privacy, an anonymized consent form was placed on the questionnaire's first page. Submitting the questionnaire was taken as implicit informed consent, and all responses were collected anonymously to protect the confidentiality of the respondents' identities. Each question in the survey was mandatory, and it typically took participants around 10 minutes to complete the entire questionnaire. After collecting the questionnaires, the investigators meticulously reviewed the quality of the responses, excluding any discarding those completed in under three minutes. Ethical Considerations This study has been approved by the Ethics Committee of People's Hospital of Deyang City (Ethical Review Number: 2024-04-016-K01). The study is conducted in accordance with the Declaration of Helsinki. All participants are involved in the survey anonymously and have provided their anonymous informed consent. We assure participants that their participation in this study will not adversely affect their relationship with their employer hospitals. To ensure the confidentiality of the data, it will be stored in an encrypted file format, and all collected data will be accessible only to the researchers and used solely for the purpose of the study. Additionally, if participants experience any discomfort or unpleasantness during the research process, they may withdraw or halt the survey at any time. This study does not involve any interventions or experimental procedures. Data Analysis Data organization and analysis were conducted using the statistical software SPSS version 25.0, developed by IBM. Continuous data of the research subjects are represented by the mean ± standard deviation, and sociodemographic characteristics are expressed using frequencies and percentages. Independent samples t-tests and one-way ANOVA were used to compare the turnover intention scores of clinical nurses with different sociodemographic characteristics. Pearson correlation analysis was employed to assess the correlations between the three variables. Furthermore, the mediating effect of work engagement was analyzed using Model 4 in the Process 4.0 program within SPSS software, with bias-corrected percentile Bootstrap method for testing, setting 5000 resamples to calculate the 95% confidence interval. If the 95% confidence interval does not include 0, it indicates that the mediating effect is significant. The significance level α is set at 0.05 unless otherwise specified. Results Characteristics of participants Among the 836 clinical nurses surveyed, ages spanned from 20 to 58 years, with 813 being female and 23 male. Among them, 8 had obtained a master's degree in nursing, 578 had obtained a bachelor's degree in nursing, and 250 had only an associate degree in nursing. Additionally, 242 had experience as a specialist nurse, while 594 did not have such experience. Within the common nursing level management system in China, 193 were at the N0 or N1 level, 381 were at the N2 level, 224 were at the N3 level, and 38 were at the N4 level. Regarding the number of children, 721 indicated they had at least one child, while 115 had no children. In terms of job satisfaction, 179 admitted they were not very satisfied with their current job, 326 stated they were somewhat satisfied, 218 expressed satisfaction with their current work, and 113 indicated they were very satisfied with their current job. Regarding the frequency of night shifts, 365 had more than 6 night shifts per month, 336 had between 4 and 6, 109 had between 1 and 3, and 26 did not have any night shifts. Table 1 contains their detailed data. Table 1 Characteristics of participants (n = 836) Variable Category Frequency (n) Percentage (%) Sex Male 23 2.8 Female 813 97.2 Education level Associate degree or below 250 29.9 Bachelor's degree 578 69.1 Master's degree or above 8 1.0 Specialist nurse experience None 594 71.1 Yes 242 28.9 Nursing level N1 or N0 193 23.1 N2 381 45.6 N3 224 26.8 N4 38 4.5 The number of children ≥ 1 721 86.2 0 115 13.8 Job satisfaction Not very satisfied 179 21.4 Fairly satisfied 326 39.0 Satisfied 218 26.1 Very satisfied 113 13.5 Number of night shifts per month >6 365 43.7 4 ~ 6 336 40.2 1 ~ 3 109 13.0 0 26 3.1 Comparison of turnover intention scores among nurses with different characteristics A one-way analysis was conducted on the turnover intentions of the 836 clinical nurses who participated in the study. The results revealed that there were statistically significant differences in turnover intention scores among nurses in terms of educational background, experience as a specialist nurse, nursing level, job satisfaction, and number of night shifts per month (P 0.05). Table 2 . Table 2 Univariate analysis of nurses' turnover intention (n = 836) Variable Category Frequency (n) Percentage (%) Turnover intention (Mean ± SD) t/F P Sex Male 23 2.8 16.13 ± 3.03 1.485 0.138 Female 813 97.2 15.11 ± 3.24 Education level Associate degree or below 250 29.9 15.58 ± 2.96 3.352 0.035 Bachelor's degree 578 69.1 14.96 ± 3.32 Master's degree or above 8 1.0 14.75 ± 4.09 Specialist nurse experience None 594 71.1 15.40 ± 3.19 3.688 <0.001 Yes 242 28.9 14.50 ± 3.27 Nursing level N1 or N0 193 23.1 15.51 ± 3.08 5.009 0.002 N2 381 45.6 15.39 ± 3.32 N3 224 26.8 14.54 ± 3.23 N4 38 4.5 14.32 ± 2.48 The number of children ≥ 1 721 86.2 15.18 ± 3.23 0.942 0.347 0 115 13.8 14.88 ± 3.25 Job satisfaction Not very satisfied 179 21.4 15.56 ± 3.18 8.610 6 365 43.7 15.46 ± 3.37 3.087 0.027 4 ~ 6 336 40.2 15.06 ± 3.17 1 ~ 3 109 13.0 14.51 ± 2.91 0 26 3.1 14.38 ± 2.96 Nurses' scores of professional calling, work engagement and turnover intention Table 3 presents the scores of professional calling, work engagement, and turnover intention for the 836 clinical nurses who participated in the study. The total score for professional calling among the clinical nurses was (37.14 ± 6.38), the total score for work engagement was (31.39 ± 5.91), and the total score for turnover intention was (15.14 ± 3.23). Table 3 Scores of nurses' professional calling, work engagement and turnover intention (n = 836) Dimension Number of items Ideal score range Minimum Value Maximum Value Score (Mean ± SD) Professional calling scale Altruistic contribution 3 3～15 6 15 11.74 ± 2.14 Sense of calling 4 4～20 4 20 14.07 ± 2.81 Proactive endeavor 3 3～15 6 15 11.33 ± 2.13 Total score of professional calling scale 10 10～50 20 50 37.14 ± 6.38 Work engagement scale Vigor 3 0～18 3 15 10.52 ± 2.23 Dedication 3 0～18 3 15 10.34 ± 2.20 Absorption 3 0～18 4 15 10.53 ± 2.05 Total score of work engagement scale 9 0～54 11 45 31.39 ± 5.91 Turnover intention scale Turnover intention I 2 2～8 2 7 5.01 ± 1.22 Turnover intention II 2 2～8 2 8 5.06 ± 1.21 Turnover intention III 2 2～8 2 8 5.07 ± 1.32 Total score of turnover intention scale 6 6～24 6 23 15.14 ± 3.23 Correlation Analysis of Nurses' Professional Calling, Work Engagement, and Turnover Intention Pearson correlation analysis revealed that there is a significant negative correlation between clinical nurses' professional calling and turnover intention (r=-0.852, P < 0.01), as well as a significant negative correlation between work engagement and turnover intention (r=-0.790, P < 0.01). Additionally, a significant positive correlation was found between professional calling and work engagement (r = 0.834, P < 0.01), (Table 4 ). Table 4 Correlation analysis of nurses' professional calling, work engagement, and turnover intention (n = 836, r -value) Variable 1 2 3 4 5 6 7 8 9 10 11 12 1 Altruistic contribution 1 2 Sense of calling 0.612** 1 3 Proactive endeavor 0.803** 0.751** 1 4 Total score of professional calling scale 0.873** 0.896** 0.934** 1 5 Vigor 0.614** 0.824** 0.757** 0.822** 1 6 Dedication 0.570** 0.701** 0.677** 0.726** 0.723** 1 7 Absorption 0.550** 0.726** 0.673** 0.729** 0.783** 0.726** 1 8 Total score of work engagement scale 0.635** 0.825** 0.772** 0.834** 0.921** 0.891** 0.921** 1 9 Turnover intention I -0.611** -0.671** -0.675** -0.726** -0.642** -0.582** -0.594** -0.666** 1 10 Turnover intention II -0.649** -0.644** -0.696** -0.734** -0.626** -0.580** --0.584** -0.655** 0.619** 1 11 Turnover intention III -0.656** -0.660** -0.677** -0.737** -0.681** -0.645** -0.623** -0.713** 0.597** 0.609** 1 12 Total score of turnover intention scale -0.744** -0.766** -0.794** -0.852** -0.757** -0.702** -0.699** -0.790** 0.856** 0.859** 0.863** 1 Note: ** P <0.01. Testing of work engagement as a mediator variable The mediation effect of work engagement between professional calling and turnover intention among clinical nurses was tested using Model 4 in the Process 4.0 program within SPSS software, constructing a mediation effect model. The Bootstrap method was set with 5000 iterations, and a 95% confidence interval that does not include 0 is considered statistically significant (P < 0.05). The results showed that the 95% confidence interval (CI) for the total effect of professional calling on turnover intention among clinical nurses was − 0.450 to -0.414, the direct effect 95% CI was − 0.353 to -0.290, and the indirect effect 95% CI was − 0.139 to -0.082, all of which did not include 0, indicating that work engagement has a partial mediating effect between professional calling and turnover intention among clinical nurses. The total effect of professional calling on turnover intention was − 0.432, with a direct effect of -0.322, accounting for 74.5% of the total effect, and the mediating effect of work engagement between professional calling and turnover intention was − 0.110, accounting for 25.5% of the total effect. (Table 5 , Fig. 2 ). Table 5 Bootstrap analysis of path effect significance testing (n = 836) Effect relationship Path situation Effect size Boot SE 95%CI P Proportion of effect size (%) Total effect Professional calling—turnover intention -0.432 0.009 -0.450~-0.414 <0.001 100 Direct effect Professional calling—turnover intention -0.322 0.016 -0.353~-0.290 <0.001 74.5% Indirect effect Professional calling—work engagement——turnover intention -0.110 0.014 -0.139~-0.082 <0.001 25.5% Discussion This study was conducted based on Kahn's work engagement theory. We investigated the level of professional calling among nurses and employed a mediation model to verify the mediating role of work engagement in linking professional calling to turnover intention. Our study revealed significant associations among professional calling, work engagement, and turnover intention among nurses, with work engagement found to partially mediate the relationship between professional calling and turnover intention. The results of this study showed that the turnover intention score of the nurses was (15.14 ± 3.23) points, which is similar to the findings of Fan Dong [ 24 ], indicating that the surveyed nurses had a relatively high intention to leave their positions. This situation may be attributed to the fact that nurses often work under high levels of stress. Pressures from supervisors, patient demands, and family responsibilities can all contribute to physical and psychological strain on nurses [ 25 ]. Prolonged occupational stress leads to a higher level of turnover intention among nurses [ 26 ]. This is consistent with the key factor of job demands in the Job Demands-Resources (JD-R) model, in which these negative job demands continuously exert pressure on nurses [ 27 ]. When nurses are unable to balance work and life, they are more likely to develop turnover intentions, or even leave their positions directly, with an overall turnover rate of 2.15% [ 28 ]. However, in Western countries, particularly in Europe and America, where individualism holds a significant position, nurses place a high emphasis on work-life balance and empowerment, resulting in generally higher turnover rates [ 29 ]. This difference may be due to variations in cultural background, organizational support, and individual coping and adaptation abilities. Overall, focusing on and reducing nurse turnover is a significant global issue [ 30 ]. Only with a healthy and stable nursing workforce can the public enjoy higher-quality nursing care. The results of this study showed that there was a negative correlation between work engagement and turnover intention among clinical nurses, meaning that work engagement could negatively predict turnover intention, which is similar to the findings of He Xucong [ 31 ]. This suggests that as the level of work engagement among nurses increases, their intention to leave decreases. Previous studies have indicated that the degree of work engagement among nurses is also positively affected by their adaptive cognitive-emotional regulation strategies; the higher the level of work engagement, the more likely nurses are to adopt adaptive cognitive-emotional regulation strategies, enabling individuals to adjust their emotional states more quickly and escape the psychological impact of negative events [ 32 ]. The professional identity development theory also provides a robust explanation for this phenomenon. For nurses, the establishment of a strong professional identity increases their willingness to engage in their work, thereby maintaining their intention to stay and reducing turnover intention [ 33 ]. In addition, the results of this study also indicate that professional calling is negatively correlated with turnover intention. This may be because, on the one hand, nurses with a higher level of professional calling are more likely to adopt positive coping strategies in their nursing work, striving to provide better care for patients and achieve a higher sense of self-worth [ 34 ]. On the other hand, nurses with a higher level of professional calling are more likely to experience a sense of responsibility and meaning in their work, demonstrating strong motivation and passion [ 35 ]. They are more inclined to adopt positive coping strategies when facing challenges and difficulties at work, thus having a lower intention to leave. Moreover, this study also found a significant positive correlation between work engagement and professional calling, meaning that clinical nurses with higher levels of work engagement tend to have a stronger sense of professional calling. This is in line with Self-Determination Theory, which posits that an individual's intrinsic motivation can significantly influence their level of work engagement. That is, a strong sense of professional mission stimulates an individual's intrinsic motivation, thereby promoting work engagement and increasing nurses' involvement in their work [ 36 ]. The study also revealed that work engagement partially mediated the relationship between nurses' professional calling and turnover intention, accounting for 25.5% of the total effect. Our findings indicated that the higher the level of professional calling among nurses, the more likely they are to exhibit greater work vigor and engagement, thereby reducing the level of turnover intention. Conversely, a lower level of professional calling is associated with a higher turnover intention. Kahn's theory of work engagement provides a plausible explanation for this phenomenon. Cognitive engagement enables nurses to have a clear awareness of their mission and role in nursing care, thereby maintaining a high level of physical engagement while performing nursing tasks and fostering emotional connection with colleagues or supervisors, leading to emotional engagement [ 37 ]. This is consistent with the findings of a previous study on the relationship between decent work and vigor among nurses [ 38 ]. Therefore, the focus of nursing management should be on enhancing nurses' sense of professional calling and work engagement. Doing so not only benefits nurses' physical and mental health but also effectively alleviates job burnout caused by occupational stress. As key providers of health services to patients, nurses should not only ensure patients' health and well-being but also strive to improve their own physical and psychological conditions, reducing or eliminating adverse emotions and physical discomfort caused by job strain and workload [ 39 ]. It has been reported that job crafting intervention program can enhance nurses' work passion and career commitment [ 40 ]. Thus, it is recommended that nursing managers can implement job crafting intervention program for nurses based on evidence from the literature to improve their physical and mental health, promote the establishment of work enthusiasm, professional calling, and work engagement, alleviate job fatigue, and reduce turnover rates. Additionally, nurses can also improve their physical and mental well-being through regular exercise, yoga, and mindfulness-based stress reduction therapies, thereby fostering a positive attitude towards work and life. Strengths Our study highlights two potential practical insights. First, for nurses, this study underscores the positive role of establishing professional calling and enhancing work engagement in reducing turnover intention. It clarifies the significant link between nursing workforce stability and professional calling as well as work engagement, providing a reference for the literature on nurse turnover intention. Second, for nursing managers, this study emphasizes that ensuring positive work emotions among nurses can strengthen their intention to stay. This offers nursing managers a reference for conducting human resource management in nursing, such as creating an inclusive and supportive work environment, conducting workshops to promote positive emotions, and improving the allocation ratio of human resources to ameliorate nurse turnover intention. These measures can effectively ensure the harmony and sustainable development of the nursing workforce. limitations Firstly, the study is a cross-sectional one conducted over three months, collecting data at specific time points, which fails to capture the dynamic changes of these variables over time, while turnover intentions may fluctuate due to factors such as the work environment and occupational stress. Secondly, the study employed a convenience sampling method, which may not fully reflect the conditions of all clinical nurses, limiting the generalizability of the results. Furthermore, the study used electronic questionnaires for the survey, and participants may have experienced fatigue from exposure to electronic screens, affecting the accuracy of their completion of the questionnaire. Therefore, future studies should consider adopting a longitudinal design to track variable changes, implement random sampling to enhance sample representativeness, and explore various research methods for a deeper understanding. At the same time, with technological advancements, future studies should also consider how to more effectively utilize electronic questionnaires and online survey tools to improve the efficiency and quality of surveys while addressing their inherent limitations. Conclusion This study investigated the work engagement, professional calling, and turnover intentions of clinical nurses in China, providing theoretical evidence for the interplay among these three factors and confirming that work engagement plays a partial mediating role between professional calling and turnover intentions among clinical nurses. This offers reference information for future investigative and interventional research. Future research is recommended to delve into the external factors affecting nurses' work engagement and professional calling from multiple dimensions, such as the work environment, organizational culture, and leadership style, and to consider implementing targeted intervention measures to enhance nurses' job satisfaction and professional loyalty, thereby reducing turnover rates. Additionally, it is suggested to employ mixed-methods research, combining quantitative data with qualitative in-depth interviews, to gain a more comprehensive understanding and to explore differences among nurses in different types of hospitals and regions, thereby enhancing the applicability and specificity of the research findings. Implications and recommendations This study addresses the knowledge gap concerning the relationship between professional calling and turnover intentions among Chinese nursing staff and examines the role of work engagement in this relationship. Nursing leaders and policymakers should carefully consider the findings of this study to develop systematic strategic plans aimed at reducing stressors in the nursing work environment, enhancing nurses' sense of professional calling, and mitigating factors that contribute to their turnover intentions. Therefore, for nursing practice, hospitals should implement interventions such as regular team-building activities and professional development workshops to boost nurses' work engagement. Optimizing shift schedules and providing more support staff can help address high workload and stress. Additionally, developing programs that highlight the social impact of nursing, such as community outreach initiatives, can foster a stronger sense of professional calling among nurses. In terms of nursing research, future studies should adopt longitudinal designs to track the long-term effects of work engagement and professional calling on nurse turnover. Expanding research to include nurses from different hospital types and specialties would enhance the generalizability of findings. Combining quantitative data with qualitative interviews could provide deeper insights into the factors influencing nurse turnover. For nursing education, incorporating modules on professional calling and work engagement into nursing curricula would help prepare students for the challenges of clinical practice. Providing hands-on training in stress management and emotional resilience, as well as establishing mentorship programs where experienced nurses guide new graduates, could also contribute to a stronger sense of professional identity and engagement. Regarding policy, policymakers should consider implementing incentive programs that reward hospitals for improving nurse work environments and reducing turnover. Increasing funding for professional development opportunities and developing policies that mandate reasonable nurse-to-patient ratios could also help alleviate workload pressures and enhance nurse satisfaction and retention. Declarations Acknowledgements We extend our sincere gratitude to the 906 clinical nurses who participated in this survey, as your contribution is invaluable to the conduct of this study. Additionally, we would like to express our appreciation to the administrators of the hospitals involved for their strong support of this investigation. Author Contributions Qin Lin, Linfeng Liu, Jijun Wu, and Mengxue Fu developed the research protocol and drafted the manuscript, including the initial draft, revisions, and the final review version. Pei Chen, Kun Sun, Wen Zhang, Yanping Niu, and Jiaorong Zhao were responsible for data collection, management, and analysis. Kanlun Chen, Ling Li, and Minmin Jiang provided conceptualization, methodology, data analysis support, and review for the study. All authors read and approved the final submitted version. Funding This study was funded by the Sichuan Provincial Hospital Management and Development Research Center project (Grant Number: SCYG2023-31). Data availability All data involved in this study can be obtained from the corresponding author upon reasonable request. Ethical Approval The Ethics Committee of People's Hospital of Deyang City approved this study, with the ethical review number being 2024-04-016-K01. Additionally, this study was conducted in accordance with the ethical standards of the Helsinki Declaration, and all participants provided informed consent and participated in the survey anonymously. Consent for publication Not applicable. Conflict of interest None. References Wong F M F. Job satisfaction in nursing: A qualitative inquiry into novice and experienced nurses' perspectives. Nurse Educ Pract. 2024;78:104018. Yang J, Chen Y, Tian Y, Li X, Yu Q, Huang C, et al. Risk factors and consequences of mental health problems in nurses: a scoping review of cohort studies. Int J Ment Health Nurs. 2024;33(5):1197-211. Aslantas M. Comparative analysis of employees' work engagement behavior with turnover intention. 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Li F Y, Zhao J L, Zhang P, Liu J W, Lian Y L, Wang T T, et al. Reliability and Validity Evaluation of Chinese Version of Public Security Police Job Engagement Scale. Chin Public Health. 2013;29(1):97-9. Michaels C E, Spector P E. Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. J Appl Psychol. 1982;67(1):53. Li D R, Li J Y. Research on the relationship among role conflict, organizational commitment and turnover intention under matrix organizational structure. Taiwan Province: National Chiao Tung University Inst Manage Sci. 2000;9. Fan D, Song H M, Han J Y, Liu J, Zhao J, Jiang Y X. Mediating effect of job satisfaction on nurses' career call and turnover intention in tertiary general hospitals. Chin Mil Nurs. 2023;40(11):45-8. Abbaszadeh R, Ahmadi F, Khoobi M, Kazemnejad A, Vaismoradi M. Contributors to fatigue among nurses working in critical care units: A qualitative study. Nurs Crit Care. 2025;30(2):e13091. Yuan D, Hu M, Yao N, Zhong H, Xiao Y, Zhou X, et al. Effects of perceived stress on turnover intention of female healthcare staff: a serial multiple mediation model. BMC Public Health. 2024;24(1):1198. Hlado P, Harvankova K. Teachers' perceived work ability: a qualitative exploration using the Job Demands-Resources model. Hum Soc Sci Commun. 2024;11(1):1-10. Gan L, Zhang H Y, Shang W H, Li X, Ma X W, Wu Z J, Mo L. Analysis on the current situation and influencing factors of nurse turnover rate. Chin J Nurs. 2020;55(2):198-203. Ren H, Xue Y, Li P, Yin X, Xin W, Li H. Prevalence of turnover intention among emergency nurses worldwide: a meta-analysis. BMC Nurs. 2024;23(1):645. Ren H, Li P, Xue Y, Xin W, Yin X, Li H. Global prevalence of nurse turnover rates: A meta‐analysis of 21 studies from 14 countries. J Nurs Manag. 2024;2024(1):5063998. Liu X, Hu Y, Yang H, Zhou Y, Ma N, Gu Y, et al. Analysis of the current status and influencing factors of nurses' turnover intention in some areas of China. Chin Nurs Manage. 2021;21(10):1543-8. Awad T M, Osman F E, Abo-elyzeed S M. Relation between cognitive emotion regulations, spiritual intelligence with occupational stress among critical care nurses staff. Tanta Sci Nurs J. 2022;24(1):347-69. Salaten E F M M, Zakaria A M, Ibrahim I A. The role of professional identity and job satisfaction in paediatric nurses' intention to remain employed amidst the COVID‐19 pandemic. Int J Ment Health Nurs. 2024;33(1):114-24. Zhang L, Liang X, Cheng N, Han L, Jia Y, Wang R, et al. Psychological resilience mediates sense of professional mission and career success in Chinese intensive care unit nurses: a cross-sectional study. BMC Nurs. 2024;23(1):607. Uzunbacak H H, Yastıoğlu S, Dik B J, Erhan T, Akçakanat T. Changes in nurses' sense of calling during the COVID-19 pandemic: a qualitative study. J Career Dev. 2023;50(3):709-26. Pericak A, Hogg C W, Skalsky K, Bourdeanu L. What influences work engagement among registered nurses: implications for evidence‐based action. Worldv Evid‐Based Nu. 2020;17(5):356-65. Morales-García W C, Vallejos M, Sairitupa-Sanchez L Z, Morales-García S B, Rivera-Lozada O, Morales-García M. Depression, professional self-efficacy, and job performance as predictors of life satisfaction: the mediating role of work engagement in nurses. Front Public Health. 2024;12:1268336. El-Gazar H E, Shawer M, Alkubati S A, Zoromba M A. The role of psychological ownership in linking decent work to nurses' vigor at work: A two‐wave study. J Nurs Scholarsh. 2024;56(6):780-9. Vallone F, Zurlo M C. Stress, interpersonal and inter-role conflicts, and psychological health conditions among nurses: vicious and virtuous circles within and beyond the wards. BMC Psychol. 2024;12(1):197. El-Gazar H E, Abdelhafez S, Ibrahim N, Shawer M, Zoromba M A. Effect of job crafting intervention program on harmonious work passion and career commitment among nurses: a randomized controlled trial. J Nurs Manag. 2023;2023(1):9623866. Additional Declarations No competing interests reported. Cite Share Download PDF Status: Published Journal Publication published 15 Apr, 2025 Read the published version in BMC Nursing → Version 1 posted Editorial decision: Accepted 09 Apr, 2025 Reviews received at journal 08 Apr, 2025 Reviews received at journal 05 Apr, 2025 Reviewers agreed at journal 05 Apr, 2025 Reviewers agreed at journal 05 Apr, 2025 Reviewers invited by journal 05 Apr, 2025 Submission checks completed at journal 05 Apr, 2025 First submitted to journal 28 Mar, 2025 You are reading this latest preprint version Research Square lets you share your work early, gain feedback from the community, and start making changes to your manuscript prior to peer review in a journal. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-5389304","acceptedTermsAndConditions":true,"allowDirectSubmit":false,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":440194057,"identity":"a94ef5cf-adb7-459b-8646-3803aa1f051a","order_by":0,"name":"Qin Lin","email":"","orcid":"","institution":"Shulan International Medical College, Zhejiang Shuren University","correspondingAuthor":false,"prefix":"","firstName":"Qin","middleName":"","lastName":"Lin","suffix":""},{"id":440194058,"identity":"b6a7a5d2-fd51-4a8c-8aea-5cb91b692574","order_by":1,"name":"Linfeng Liu","email":"","orcid":"","institution":"Sichuan Nursing Vocational 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1","display":"","copyAsset":false,"role":"figure","size":42134,"visible":true,"origin":"","legend":"\u003cp\u003eConceptual research model\u003c/p\u003e","description":"","filename":"floatimage1.png","url":"https://assets-eu.researchsquare.com/files/rs-5389304/v1/bfc5bb2619c37e68adcf6cd8.png"},{"id":80224907,"identity":"9867de70-461a-4d24-aedd-d551598d493e","added_by":"auto","created_at":"2025-04-09 11:33:41","extension":"png","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":35594,"visible":true,"origin":"","legend":"\u003cp\u003eMediation effect model of work engagement\u003c/p\u003e\n\u003cp\u003eNote: **\u003cem\u003eP\u003c/em\u003e＜0.01.\u003c/p\u003e","description":"","filename":"floatimage2.png","url":"https://assets-eu.researchsquare.com/files/rs-5389304/v1/5dacb7cd4dfc32aa6537acdb.png"},{"id":81051131,"identity":"56387335-f9ef-42c1-9604-9cb811640721","added_by":"auto","created_at":"2025-04-21 16:10:26","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":1317635,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-5389304/v1/3de0d0d8-a81e-4aa3-8e10-84fbe525ecd2.pdf"}],"financialInterests":"No competing interests reported.","formattedTitle":"\u003cp\u003eThe mediating effect of work engagement on the relationship between professional calling and turnover intention among Chinese nurses: A cross-sectional study\u003c/p\u003e","fulltext":[{"header":"Background","content":"\u003cp\u003eNurses play a vital role in the normal functioning of healthcare services, bearing significant responsibilities in disease prevention, patient rehabilitation, and health promotion [\u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e1\u003c/span\u003e]. However, the nursing profession under current healthcare conditions often faces substantial challenges, such as low income, complex job content, and lower social status compared to physicians, these challenges are severely affecting the physical and mental health of nurses [\u003cspan citationid=\"CR2\" class=\"CitationRef\"\u003e2\u003c/span\u003e]. When nurses are exhausted physically and mentally due to the aforementioned factors, they may develop a psychological tendency to leave their current organization or job position, a situation referred to as turnover intention [\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e]. A recent survey of intensive care unit (ICU) nurses in five European countries (Poland, Spain, Croatia, Romania, and Cyprus) revealed that 22.8% of nurses are planning to leave their positions [\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e]. Their intentions to leave are associated with salary and benefits, better human resource allocation, and meaningful recognition. Generally, most nurses, especially female nurses, not only face high workloads but also bear the responsibility of caring for children or parents, which to some extent exacerbates their work-life conflict [\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e5\u003c/span\u003e]. These conflicts, in turn, can lead to turnover intention. For example, when faced with the dilemma of caring for a sick child or returning to work, nurses may find themselves in a difficult situation. On one hand, there is the responsibility to the family, on the other hand, there is the responsibility to work, this can significantly reduce their work efficiency and subsequently lead to turnover intention [\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e]. The issue of nurses' turnover intention needs to be taken seriously immediately, especially in China. The traditional cultural values of responsibility, dedication, and care can put nurses in a dilemma between continuing to fulfill their professional mission and leaving their job.\u003c/p\u003e \u003cp\u003eProfessional calling refers to an individual's firm belief that their chosen career can imbue life with a sense of meaning, and that they are filled with passion and relentless striving to achieve self-worth and serve society through their work [\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e]. It is one of the important motivations that encourages nurses to ensure patient safety and further improve the quality of nursing care [\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e]. Self-Determination Theory posits that an individual's intrinsic motivation is influenced by personal interest or a sense of satisfaction and is closely related to autonomy and self-actualization [\u003cspan citationid=\"CR9\" class=\"CitationRef\"\u003e9\u003c/span\u003e]. Nurses may develop intrinsic motivation, which subsequently fosters a sense of professional calling towards their work, as they derive satisfaction from alleviating patients' pain through their nursing care [\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e]. A study involving 237 nurses from six hospitals in Egypt, demonstrated a positive correlation between nurses' professional calling and career success [\u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e11\u003c/span\u003e]. This implies that as nurses' professional calling strengthens, their positive attitudes toward their careers are enhanced, which in turn is conducive to achieving career success. Additionally, a multicenter study from China, also revealed a significant correlation between nurses' professional calling and intention to stay (r = 0.690, P \u0026lt; 0.001) [\u003cspan citationid=\"CR12\" class=\"CitationRef\"\u003e12\u003c/span\u003e]. This indicates that the concept of professional calling has emerged as a salient topic within the nursing profession, warranting the active attention of nursing managers worldwide.\u003c/p\u003e \u003cp\u003eAccording to the Job Demands-Resources (JD-R) model, job demands (such as the physical and psychological efforts required at work) are considered negative aspects of a job, while job resources (such as recognition, support, or career development opportunities) are positive aspects that facilitate the achievement of work goals and mitigate the psychological costs associated with job demands [\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e]. Professional calling, as an important psychological resource, can be regarded as a substantial job resource that enhances work engagement [\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e]. For example, nurses who exhibit greater responsibility towards their positions are more likely to understand the significance and meaning of nursing care for patients, develop a sense of professional identification, and subtly adjust their attitudes towards work, thereby increasing their level of work engagement. This is supported by a study of 320 nurses, which showed a positive correlation between nurses' professional calling and work engagement (r = 0.603, P \u0026lt; 0.01) [\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e15\u003c/span\u003e]. These findings suggest that systematically enhancing nurses' professional calling can effectively motivate them, improve job satisfaction, and increase work engagement.\u003c/p\u003e \u003cp\u003eThis study aims to investigate the relationship between professional calling and turnover intention among Chinese nurses. Additionally, it seeks to develop a mediating model focusing on the mediating effect of work engagement. By conducting this study, valuable insights will be provided for nursing managers on how to effectively implement education on professional calling among nurses and reduce turnover intention through the indirect effect of work engagement, thereby promoting the stable development of the nursing workforce.\u003c/p\u003e\n\u003ch3\u003eTheory and Conceptual Framework\u003c/h3\u003e\n\u003cp\u003eKahn's work engagement theory, proposed by William Kahn [\u003cspan citationid=\"CR16\" class=\"CitationRef\"\u003e16\u003c/span\u003e], serves as the conceptual framework for this study. This theory emphasizes the role integration of individuals in their work, highlighting how individuals merge their self with their work roles. According to Kahn, work engagement is a multifaceted phenomenon that encompasses three dimensions: physical, cognitive, and emotional. Physical engagement refers to the energy and effort individuals invest in their work, cognitive engagement involves their attention and focus, and emotional engagement pertains to their feelings and passion towards their tasks. This comprehensive view of work engagement provides a robust foundation for understanding how individuals interact with their work environments and how this interaction influences their attitudes and behaviors.\u003c/p\u003e \u003cp\u003eIn this study, Kahn's work engagement theory is applied to examine the relationship between professional calling and turnover intentions among nurses. The theory provides a multidimensional framework that allows us to explore the complex interplay between these variables. Specifically, we hypothesize that a strong sense of professional calling enhances nurses' work engagement, which in turn reduces their turnover intentions. By enhancing their engagement in work, nurses are more likely to experience job satisfaction and a sense of fulfillment, leading to higher retention rates. This theoretical framework not only helps us understand the mechanisms underlying nurses' job satisfaction and turnover but also provides actionable insights for improving nursing practice and policy. Figure\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e illustrates the conceptual research model based on Kahn's work engagement theory, highlighting the role of work engagement as a mediator between professional calling and turnover intentions.\u003c/p\u003e\u003cp\u003eIn light of this, this study primarily proposes the following four research hypotheses:\u003c/p\u003e\n\u003cp\u003eHypothesis 1: Nurses\u0026apos; professional calling has a negative predictive effect on turnover intentions.\u003c/p\u003e\n\u003cp\u003eHypothesis 2: Nurses\u0026apos; work engagement has a negative predictive effect on turnover intentions.\u003c/p\u003e\n\u003cp\u003eHypothesis 3: Nurses\u0026apos; professional calling has a positive predictive effect on work engagement.\u003c/p\u003e\n\u003cp\u003eHypothesis 4: Nurses\u0026apos; professional calling has an indirect effect on turnover intentions through its impact on work engagement.\u003c/p\u003e"},{"header":"Methods","content":"\u003ch2\u003eResearch Design\u003c/h2\u003e\u003cp\u003eIn accordance with the research framework, this study employs a cross-sectional survey to explore the relationships among the three variables. The study is conducted and the results are recorded strictly following the principles required for Strengthening the Reporting of Observational studies in Epidemiology (STROBE).\u003c/p\u003e\u003ch3\u003eParticipants and Sample\u003c/h3\u003e\u003cp\u003eA total of 906 clinical nurses from three hospitals in Sichuan and Zhejiang provinces, China, were selected as participants using a convenience sampling method. The selected participants had to meet the following criteria: (1) hold a Chinese nursing practice qualification certificate; (2) be registered for clinical practice on schedule; (3) have at least six months of clinical nursing work experience; (4) provide informed consent and voluntarily participate in this study. Exclusion criteria: taking maternity leave, personal leave, or sick leave for personal reasons.\u003c/p\u003e\u003cp\u003eThe sample size calculation for this study was based on the method proposed by Kendall, which suggests that the sample size should generally be ten (10) times the number of study variables [\u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e17\u003c/span\u003e]. This study included demographic variables (8), professional calling (10), work engagement (9), and turnover intention (6), totaling 33 variables. Considering 20% of the questionnaires might be invalid, the calculated sample size should be N = 33x10x (1 + 20%) = 396. Therefore, the minimum sample size should be 396 people. A total of 906 questionnaires were distributed in this study, and 836 valid questionnaires were ultimately collected, with a recovery rate of 92.2%, which meets the sample requirements.\u003c/p\u003e\u003ch3\u003eEvaluation Methods and Tools\u003c/h3\u003e\u003ch2\u003eSociodemographic data questionnaire\u003c/h2\u003e\u003cp\u003eThis includes items such as age, sex, education level, experience as a specialist nurse, nursing level, number of children, job satisfaction, and number of night shifts per month, totaling 8 items.\u003c/p\u003e\u003ch2\u003eProfessional calling scale\u003c/h2\u003e\u003cp\u003eThe Professional Calling Scale is used to assess an individual's emotional and value identification with their work, as well as their sense of social responsibility and role positioning within their profession. The scale was developed by Dobrow et al. [\u003cspan citationid=\"CR18\" class=\"CitationRef\"\u003e18\u003c/span\u003e] in 2011 and was translated and adapted into Chinese by Zhang Chunyu in 2015 [\u003cspan citationid=\"CR19\" class=\"CitationRef\"\u003e19\u003c/span\u003e], and the scale has a Cronbach’s α coefficient of 0.890. The scale consists of three (3) dimensions: altruistic contribution (3 items), sense of calling (4 items), and proactive endeavor (3 items), totaling 10 items. It uses a 5-point Likert scale for scoring, with each item rated from \"completely disagree\" to \"completely agree\" with scores from 1 to 5. The total score ranges from 10 to 50, with higher scores indicating a stronger sense of professional calling. In this study, the overall Cronbach’s α coefficient for the scale is 0.865.\u003c/p\u003e\u003ch3\u003eWork engagement scale\u003c/h3\u003e\u003cp\u003eThe Work Engagement Scale is used to evaluate the attitude, performance, and satisfaction of the respondents with their work, reflecting their involvement, dedication, and enthusiasm for their jobs. The scale was developed by Schaufeli et al. in 2006 [\u003cspan citationid=\"CR20\" class=\"CitationRef\"\u003e20\u003c/span\u003e] and translated into Chinese and revised by Li Fuyi et al. in 2013 [\u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e21\u003c/span\u003e]. The scale has a Cronbach’s α coefficient of 0.930. The Chinese version of the Work Engagement Scale consists of there (3) dimensions: vigor, dedication, and absorption, with 3 items for each dimension, totaling 9 items. Each item is scored on a 7-point Likert scale, ranging from \"never\" to \"always\" with scores from 0 to 6. The total score ranges from 0 to 54, with higher scores indicating a higher level of work engagement. In this study, the overall Cronbach’s α coefficient for the scale is 0.865.\u003c/p\u003e\u003ch3\u003eTurnover intention scale\u003c/h3\u003e\u003cp\u003eThe Turnover Intention Scale primarily assesses the tendency of employees to continue in their current job positions. The scale was developed by Michaels et al. [\u003cspan citationid=\"CR22\" class=\"CitationRef\"\u003e22\u003c/span\u003e] and translated into Chinese and culturally adapted by Chinese scholars Li Jingyuan and Li Dongrui [\u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e23\u003c/span\u003e]. The scale includes three (3) dimensions: the likelihood of quitting the current job (Turnover Intention I), the motivation to seek other jobs (Turnover Intention II), and the likelihood of obtaining other jobs (Turnover Intention III), with 2 items for each dimension, totaling 6 items. Each item is scored on a 4-point Likert scale, ranging from \"never\" to \"frequently\" with scores from 1 to 4. The total score ranges from 6 to 24, with higher scores indicating a higher turnover intention and lower scores indicating a lower turnover intention. In this study, the overall Cronbach’s α coefficient for the scale is 0.833.\u003c/p\u003e\u003ch2\u003ePilot study\u003c/h2\u003e\u003cp\u003eTo ensure the scientific rigor and usability of the survey questionnaire, a pilot study was conducted. The initial survey assessed 40 nurses, with the sample fully complying with the inclusion and exclusion criteria. However, participants in the pilot study will not be included in the main study. The preliminary test was beneficial for identifying any issues in the research design and potential adverse principles. After completing the survey, 10 of the nurses were interviewed one-on-one and asked to share their experiences about the structure and content of the questionnaire, with their feedback being documented. Based on the feedback from these 10 nurses, we made minor adjustments to the wording of some items and adjusted the page layout to enhance clarity. The 10 nurses indicated that the questionnaire items were concise, clear, and unambiguous, and that they experienced no difficulties in completing it. Additionally, we confirmed that a survey duration of approximately 10 minutes was acceptable for participants, ensuring that the main study would not impose an undue burden on respondents. During the pilot study phase, the Cronbach’s α for the Professional Calling Scale, Work Engagement Scale, and Turnover Intention Scale were 0.90, 0.87, and 0.89, respectively. Overall, we ensured that the study has good inclusivity and accuracy.\u003c/p\u003e\u003ch2\u003eStudy Settings and Data Collection\u003c/h2\u003e\u003cp\u003eThe data collection was conducted from March 1, 2024 to May 31, 2024. The three hospitals surveyed in this study are all tertiary general hospitals. Two are located in Sichuan Province in the western region of China, while the other is in Zhejiang Province in the eastern region. Each hospital employs over 1,000 nursing staff members. The educational qualifications of the nursing staff span three levels: associate degree, bachelor's degree, and master’s degree. Their professional titles cover three tiers: junior, intermediate, and senior. The nursing units are comprehensive, capable of meeting the nursing needs of various departments. These hospitals are exemplary of modernized tertiary general hospitals in China. Data collection commenced following approval from the Ethics Committee of the People's Hospital of Deyang City. Before initiating the process, we reached out to nursing management experts at the hospitals involved to secure their support. We thoroughly explained the survey's procedure, objectives, and importance to the head nurses of the departments under investigation, assuring them that it would not pose any additional risks to the nursing staff. Once we obtained permission from the head nurses, the investigators shared the QR code of the survey questionnaire—created via the Chinese electronic platform Questionnaire Star—with the participants during departmental meetings. To safeguard the participants' rights to informed consent and privacy, an anonymized consent form was placed on the questionnaire's first page. Submitting the questionnaire was taken as implicit informed consent, and all responses were collected anonymously to protect the confidentiality of the respondents' identities. Each question in the survey was mandatory, and it typically took participants around 10 minutes to complete the entire questionnaire. After collecting the questionnaires, the investigators meticulously reviewed the quality of the responses, excluding any discarding those completed in under three minutes.\u003c/p\u003e\u003ch2\u003eEthical Considerations\u003c/h2\u003e\u003cp\u003e This study has been approved by the Ethics Committee of People's Hospital of Deyang City (Ethical Review Number: 2024-04-016-K01). The study is conducted in accordance with the Declaration of Helsinki. All participants are involved in the survey anonymously and have provided their anonymous informed consent. We assure participants that their participation in this study will not adversely affect their relationship with their employer hospitals. To ensure the confidentiality of the data, it will be stored in an encrypted file format, and all collected data will be accessible only to the researchers and used solely for the purpose of the study. Additionally, if participants experience any discomfort or unpleasantness during the research process, they may withdraw or halt the survey at any time. This study does not involve any interventions or experimental procedures.\u003c/p\u003e\u003ch2\u003eData Analysis\u003c/h2\u003e\u003cp\u003eData organization and analysis were conducted using the statistical software SPSS version 25.0, developed by IBM. Continuous data of the research subjects are represented by the mean ± standard deviation, and sociodemographic characteristics are expressed using frequencies and percentages. Independent samples t-tests and one-way ANOVA were used to compare the turnover intention scores of clinical nurses with different sociodemographic characteristics. Pearson correlation analysis was employed to assess the correlations between the three variables. Furthermore, the mediating effect of work engagement was analyzed using Model 4 in the Process 4.0 program within SPSS software, with bias-corrected percentile Bootstrap method for testing, setting 5000 resamples to calculate the 95% confidence interval. If the 95% confidence interval does not include 0, it indicates that the mediating effect is significant. The significance level α is set at 0.05 unless otherwise specified.\u003c/p\u003e"},{"header":"Results","content":"\u003cdiv id=\"Sec16\" class=\"Section2\"\u003e \u003ch2\u003eCharacteristics of participants\u003c/h2\u003e \u003cp\u003eAmong the 836 clinical nurses surveyed, ages spanned from 20 to 58 years, with 813 being female and 23 male. Among them, 8 had obtained a master's degree in nursing, 578 had obtained a bachelor's degree in nursing, and 250 had only an associate degree in nursing. Additionally, 242 had experience as a specialist nurse, while 594 did not have such experience. Within the common nursing level management system in China, 193 were at the N0 or N1 level, 381 were at the N2 level, 224 were at the N3 level, and 38 were at the N4 level. Regarding the number of children, 721 indicated they had at least one child, while 115 had no children. In terms of job satisfaction, 179 admitted they were not very satisfied with their current job, 326 stated they were somewhat satisfied, 218 expressed satisfaction with their current work, and 113 indicated they were very satisfied with their current job. Regarding the frequency of night shifts, 365 had more than 6 night shifts per month, 336 had between 4 and 6, 109 had between 1 and 3, and 26 did not have any night shifts. Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e contains their detailed data.\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\u003eCharacteristics of participants (n\u0026thinsp;=\u0026thinsp;836)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"4\"\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=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariable\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCategory\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eFrequency (n)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\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\u003eSex\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e813\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e97.2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducation level\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAssociate degree or below\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e250\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e29.9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBachelor's degree\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e578\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e69.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMaster's degree or above\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSpecialist nurse experience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNone\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e594\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e71.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e242\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e28.9\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNursing level\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN1 or N0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e193\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e23.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e381\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e45.6\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e224\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e26.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e38\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e4.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThe number of children\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026ge;\u0026thinsp;1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e721\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e86.2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e115\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e13.8\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob satisfaction\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNot very satisfied\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e179\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e21.4\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFairly satisfied\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e326\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e39.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSatisfied\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e218\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e26.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eVery satisfied\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e113\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e13.5\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNumber of night shifts per month\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026gt;6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e365\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e43.7\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e4\u0026thinsp;~\u0026thinsp;6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e336\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e40.2\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1\u0026thinsp;~\u0026thinsp;3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e109\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e13.0\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3.1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003eComparison of turnover intention scores among nurses with different characteristics\u003c/h2\u003e \u003cp\u003e A one-way analysis was conducted on the turnover intentions of the 836 clinical nurses who participated in the study. The results revealed that there were statistically significant differences in turnover intention scores among nurses in terms of educational background, experience as a specialist nurse, nursing level, job satisfaction, and number of night shifts per month (P\u0026thinsp;\u0026lt;\u0026thinsp;0.05). However, there were no statistically significant differences in turnover intention scores among nurses with respect to sec and number of children (P\u0026thinsp;\u0026gt;\u0026thinsp;0.05). Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e.\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\u003eUnivariate analysis of nurses' turnover intention (n\u0026thinsp;=\u0026thinsp;836)\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=\"char\" char=\".\" 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=\"\u0026plusmn;\" 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\u003eVariable\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCategory\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eFrequency (n)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePercentage (%)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eTurnover intention\u003c/p\u003e \u003cp\u003e(Mean\u0026thinsp;\u0026plusmn;\u0026thinsp;SD)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003et/F\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\"\u003e \u003cp\u003eSex\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2.8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e16.13\u0026thinsp;\u0026plusmn;\u0026thinsp;3.03\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e1.485\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.138\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFemale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e813\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e97.2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.11\u0026thinsp;\u0026plusmn;\u0026thinsp;3.24\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEducation level\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAssociate degree or below\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e250\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e29.9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.58\u0026thinsp;\u0026plusmn;\u0026thinsp;2.96\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e3.352\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.035\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBachelor's degree\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e578\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e69.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.96\u0026thinsp;\u0026plusmn;\u0026thinsp;3.32\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eMaster's degree or above\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e1.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.75\u0026thinsp;\u0026plusmn;\u0026thinsp;4.09\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSpecialist nurse experience\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNone\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e594\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e71.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.40\u0026thinsp;\u0026plusmn;\u0026thinsp;3.19\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e3.688\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e242\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e28.9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.50\u0026thinsp;\u0026plusmn;\u0026thinsp;3.27\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNursing level\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN1 or N0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e193\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e23.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.51\u0026thinsp;\u0026plusmn;\u0026thinsp;3.08\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e5.009\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.002\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e381\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e45.6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.39\u0026thinsp;\u0026plusmn;\u0026thinsp;3.32\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e224\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e26.8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.54\u0026thinsp;\u0026plusmn;\u0026thinsp;3.23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eN4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e38\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e4.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.32\u0026thinsp;\u0026plusmn;\u0026thinsp;2.48\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eThe number of children\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026ge;\u0026thinsp;1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e721\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e86.2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.18\u0026thinsp;\u0026plusmn;\u0026thinsp;3.23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e0.942\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.347\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e115\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e13.8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.88\u0026thinsp;\u0026plusmn;\u0026thinsp;3.25\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJob satisfaction\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNot very satisfied\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e179\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e21.4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.56\u0026thinsp;\u0026plusmn;\u0026thinsp;3.18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e8.610\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e\u0026lt;0.001\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eFairly satisfied\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e326\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e39.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.61\u0026thinsp;\u0026plusmn;\u0026thinsp;3.23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eSatisfied\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e218\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e26.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.57\u0026thinsp;\u0026plusmn;\u0026thinsp;3.13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eVery satisfied\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e113\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e13.5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.25\u0026thinsp;\u0026plusmn;\u0026thinsp;3.20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eNumber of night shifts per month\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026gt;6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e365\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e43.7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.46\u0026thinsp;\u0026plusmn;\u0026thinsp;3.37\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e3.087\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c7\"\u003e \u003cp\u003e0.027\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e4\u0026thinsp;~\u0026thinsp;6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e336\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e40.2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e15.06\u0026thinsp;\u0026plusmn;\u0026thinsp;3.17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1\u0026thinsp;~\u0026thinsp;3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e109\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e13.0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.51\u0026thinsp;\u0026plusmn;\u0026thinsp;2.91\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e26\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3.1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c5\"\u003e \u003cp\u003e14.38\u0026thinsp;\u0026plusmn;\u0026thinsp;2.96\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec18\" class=\"Section2\"\u003e \u003ch2\u003eNurses' scores of professional calling, work engagement and turnover intention\u003c/h2\u003e \u003cp\u003eTable\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e presents the scores of professional calling, work engagement, and turnover intention for the 836 clinical nurses who participated in the study. The total score for professional calling among the clinical nurses was (37.14\u0026thinsp;\u0026plusmn;\u0026thinsp;6.38), the total score for work engagement was (31.39\u0026thinsp;\u0026plusmn;\u0026thinsp;5.91), and the total score for turnover intention was (15.14\u0026thinsp;\u0026plusmn;\u0026thinsp;3.23).\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\u003eScores of nurses' professional calling, work engagement and turnover intention (n\u0026thinsp;=\u0026thinsp;836)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"6\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" 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=\"\u0026plusmn;\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDimension\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eNumber of items\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eIdeal score range\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eMinimum Value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eMaximum Value\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eScore\u003c/p\u003e \u003cp\u003e(Mean\u0026thinsp;\u0026plusmn;\u0026thinsp;SD)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eProfessional calling scale\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAltruistic contribution\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e3～15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e11.74\u0026thinsp;\u0026plusmn;\u0026thinsp;2.14\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSense of calling\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e4～20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e14.07\u0026thinsp;\u0026plusmn;\u0026thinsp;2.81\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eProactive endeavor\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e3～15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e11.33\u0026thinsp;\u0026plusmn;\u0026thinsp;2.13\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal score of professional calling scale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e10～50\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e50\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e37.14\u0026thinsp;\u0026plusmn;\u0026thinsp;6.38\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eWork engagement scale\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVigor\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0～18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e10.52\u0026thinsp;\u0026plusmn;\u0026thinsp;2.23\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDedication\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0～18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e10.34\u0026thinsp;\u0026plusmn;\u0026thinsp;2.20\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAbsorption\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0～18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e10.53\u0026thinsp;\u0026plusmn;\u0026thinsp;2.05\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal score of work engagement scale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0～54\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e45\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e31.39\u0026thinsp;\u0026plusmn;\u0026thinsp;5.91\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e\u003cb\u003eTurnover intention scale\u003c/b\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTurnover intention I\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2～8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e5.01\u0026thinsp;\u0026plusmn;\u0026thinsp;1.22\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTurnover intention II\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2～8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e5.06\u0026thinsp;\u0026plusmn;\u0026thinsp;1.21\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTurnover intention III\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2～8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e5.07\u0026thinsp;\u0026plusmn;\u0026thinsp;1.32\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal score of turnover intention scale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c2\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e6～24\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c5\"\u003e \u003cp\u003e23\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026plusmn;\" colname=\"c6\"\u003e \u003cp\u003e15.14\u0026thinsp;\u0026plusmn;\u0026thinsp;3.23\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec19\" class=\"Section2\"\u003e \u003ch2\u003eCorrelation Analysis of Nurses' Professional Calling, Work Engagement, and Turnover Intention\u003c/h2\u003e \u003cp\u003ePearson correlation analysis revealed that there is a significant negative correlation between clinical nurses' professional calling and turnover intention (r=-0.852, P\u0026thinsp;\u0026lt;\u0026thinsp;0.01), as well as a significant negative correlation between work engagement and turnover intention (r=-0.790, P\u0026thinsp;\u0026lt;\u0026thinsp;0.01). Additionally, a significant positive correlation was found between professional calling and work engagement (r\u0026thinsp;=\u0026thinsp;0.834, P\u0026thinsp;\u0026lt;\u0026thinsp;0.01), (Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e).\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 of nurses' professional calling, work engagement, and turnover intention (n\u0026thinsp;=\u0026thinsp;836, \u003cem\u003er\u003c/em\u003e-value)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"13\"\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 \u003cdiv align=\"left\" class=\"colspec\" colname=\"c10\" colnum=\"10\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c11\" colnum=\"11\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c12\" colnum=\"12\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c13\" colnum=\"13\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eVariable\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c8\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c9\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c10\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c11\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c12\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c13\"\u003e \u003cp\u003e12\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1 Altruistic contribution\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e2 Sense of calling\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.612**\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 \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e3 Proactive endeavor\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.803**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.751**\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 \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e4 Total score of professional calling scale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.873**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.896**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.934**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e5 Vigor\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.614**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.824**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.757**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.822**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6 Dedication\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.570**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.701**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.677**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.726**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e0.723**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e7 Absorption\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.550**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.726**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.673**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.729**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e0.783**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e0.726**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e8 Total score of work engagement scale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e0.635**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e0.825**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e0.772**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e0.834**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e0.921**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e0.891**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e0.921**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e9 Turnover intention I\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e-0.611**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0.671**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e-0.675**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-0.726**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-0.642**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e-0.582**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e-0.594**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e-0.666**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e10 Turnover intention II\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e-0.649**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0.644**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e-0.696**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-0.734**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-0.626**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e-0.580**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e--0.584**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e-0.655**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e0.619**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e\u0026nbsp;\u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e11 Turnover intention III\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e-0.656**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0.660**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e-0.677**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-0.737**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-0.681**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e-0.645**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e-0.623**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e-0.713**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e0.597**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e0.609**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c13\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e12 Total score of turnover intention scale\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e-0.744**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003e-0.766**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003e-0.794**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003e-0.852**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003e-0.757**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e-0.702**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c8\"\u003e \u003cp\u003e-0.699**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c9\"\u003e \u003cp\u003e-0.790**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c10\"\u003e \u003cp\u003e0.856**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c11\"\u003e \u003cp\u003e0.859**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c12\"\u003e \u003cp\u003e0.863**\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c13\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003ctfoot\u003e \u003ctr\u003e\u003ctd colspan=\"13\"\u003eNote: **\u003cem\u003eP\u003c/em\u003e\u0026lt;0.01.\u003c/td\u003e\u003c/tr\u003e \u003c/tfoot\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec20\" class=\"Section2\"\u003e \u003ch2\u003eTesting of work engagement as a mediator variable\u003c/h2\u003e \u003cp\u003eThe mediation effect of work engagement between professional calling and turnover intention among clinical nurses was tested using Model 4 in the Process 4.0 program within SPSS software, constructing a mediation effect model. The Bootstrap method was set with 5000 iterations, and a 95% confidence interval that does not include 0 is considered statistically significant (P\u0026thinsp;\u0026lt;\u0026thinsp;0.05). The results showed that the 95% confidence interval (CI) for the total effect of professional calling on turnover intention among clinical nurses was \u0026minus;\u0026thinsp;0.450 to -0.414, the direct effect 95% CI was \u0026minus;\u0026thinsp;0.353 to -0.290, and the indirect effect 95% CI was \u0026minus;\u0026thinsp;0.139 to -0.082, all of which did not include 0, indicating that work engagement has a partial mediating effect between professional calling and turnover intention among clinical nurses. The total effect of professional calling on turnover intention was \u0026minus;\u0026thinsp;0.432, with a direct effect of -0.322, accounting for 74.5% of the total effect, and the mediating effect of work engagement between professional calling and turnover intention was \u0026minus;\u0026thinsp;0.110, accounting for 25.5% of the total effect. (Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e, Fig.\u0026nbsp;\u003cspan refid=\"Fig2\" class=\"InternalRef\"\u003e2\u003c/span\u003e).\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\u003eBootstrap analysis of path effect significance testing (n\u0026thinsp;=\u0026thinsp;836)\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=\"char\" char=\".\" 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=\"\u0026minus;\" 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=\"left\" class=\"colspec\" colname=\"c7\" colnum=\"7\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEffect relationship\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePath situation\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eEffect size\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003e\u003cem\u003eBoot SE\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003e\u003cem\u003e95%CI\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003e\u003cem\u003eP\u003c/em\u003e\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c7\"\u003e \u003cp\u003eProportion of effect size (%)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eTotal effect\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eProfessional calling\u0026mdash;turnover intention\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.432\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.009\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026minus;\" colname=\"c5\"\u003e \u003cp\u003e-0.450~-0.414\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e\u0026lt;0.001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e100\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDirect effect\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eProfessional calling\u0026mdash;turnover intention\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.322\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.016\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026minus;\" colname=\"c5\"\u003e \u003cp\u003e-0.353~-0.290\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e\u0026lt;0.001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e74.5%\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIndirect effect\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eProfessional calling\u0026mdash;work engagement\u0026mdash;\u0026mdash;turnover intention\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e-0.110\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c4\"\u003e \u003cp\u003e0.014\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\"\u0026minus;\" colname=\"c5\"\u003e \u003cp\u003e-0.139~-0.082\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c6\"\u003e \u003cp\u003e\u0026lt;0.001\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c7\"\u003e \u003cp\u003e25.5%\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\u003e \u003c/p\u003e "},{"header":"Discussion","content":"\u003cp\u003eThis study was conducted based on Kahn's work engagement theory. We investigated the level of professional calling among nurses and employed a mediation model to verify the mediating role of work engagement in linking professional calling to turnover intention. Our study revealed significant associations among professional calling, work engagement, and turnover intention among nurses, with work engagement found to partially mediate the relationship between professional calling and turnover intention.\u003c/p\u003e \u003cp\u003eThe results of this study showed that the turnover intention score of the nurses was (15.14\u0026thinsp;\u0026plusmn;\u0026thinsp;3.23) points, which is similar to the findings of Fan Dong [\u003cspan citationid=\"CR24\" class=\"CitationRef\"\u003e24\u003c/span\u003e], indicating that the surveyed nurses had a relatively high intention to leave their positions. This situation may be attributed to the fact that nurses often work under high levels of stress. Pressures from supervisors, patient demands, and family responsibilities can all contribute to physical and psychological strain on nurses [\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e25\u003c/span\u003e]. Prolonged occupational stress leads to a higher level of turnover intention among nurses [\u003cspan citationid=\"CR26\" class=\"CitationRef\"\u003e26\u003c/span\u003e]. This is consistent with the key factor of job demands in the Job Demands-Resources (JD-R) model, in which these negative job demands continuously exert pressure on nurses [\u003cspan citationid=\"CR27\" class=\"CitationRef\"\u003e27\u003c/span\u003e]. When nurses are unable to balance work and life, they are more likely to develop turnover intentions, or even leave their positions directly, with an overall turnover rate of 2.15% [\u003cspan citationid=\"CR28\" class=\"CitationRef\"\u003e28\u003c/span\u003e]. However, in Western countries, particularly in Europe and America, where individualism holds a significant position, nurses place a high emphasis on work-life balance and empowerment, resulting in generally higher turnover rates [\u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e29\u003c/span\u003e]. This difference may be due to variations in cultural background, organizational support, and individual coping and adaptation abilities. Overall, focusing on and reducing nurse turnover is a significant global issue [\u003cspan citationid=\"CR30\" class=\"CitationRef\"\u003e30\u003c/span\u003e]. Only with a healthy and stable nursing workforce can the public enjoy higher-quality nursing care.\u003c/p\u003e \u003cp\u003eThe results of this study showed that there was a negative correlation between work engagement and turnover intention among clinical nurses, meaning that work engagement could negatively predict turnover intention, which is similar to the findings of He Xucong [\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e31\u003c/span\u003e]. This suggests that as the level of work engagement among nurses increases, their intention to leave decreases. Previous studies have indicated that the degree of work engagement among nurses is also positively affected by their adaptive cognitive-emotional regulation strategies; the higher the level of work engagement, the more likely nurses are to adopt adaptive cognitive-emotional regulation strategies, enabling individuals to adjust their emotional states more quickly and escape the psychological impact of negative events [\u003cspan citationid=\"CR32\" class=\"CitationRef\"\u003e32\u003c/span\u003e]. The professional identity development theory also provides a robust explanation for this phenomenon. For nurses, the establishment of a strong professional identity increases their willingness to engage in their work, thereby maintaining their intention to stay and reducing turnover intention [\u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e33\u003c/span\u003e]. In addition, the results of this study also indicate that professional calling is negatively correlated with turnover intention. This may be because, on the one hand, nurses with a higher level of professional calling are more likely to adopt positive coping strategies in their nursing work, striving to provide better care for patients and achieve a higher sense of self-worth [\u003cspan citationid=\"CR34\" class=\"CitationRef\"\u003e34\u003c/span\u003e]. On the other hand, nurses with a higher level of professional calling are more likely to experience a sense of responsibility and meaning in their work, demonstrating strong motivation and passion [\u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e35\u003c/span\u003e]. They are more inclined to adopt positive coping strategies when facing challenges and difficulties at work, thus having a lower intention to leave. Moreover, this study also found a significant positive correlation between work engagement and professional calling, meaning that clinical nurses with higher levels of work engagement tend to have a stronger sense of professional calling. This is in line with Self-Determination Theory, which posits that an individual's intrinsic motivation can significantly influence their level of work engagement. That is, a strong sense of professional mission stimulates an individual's intrinsic motivation, thereby promoting work engagement and increasing nurses' involvement in their work [\u003cspan citationid=\"CR36\" class=\"CitationRef\"\u003e36\u003c/span\u003e].\u003c/p\u003e \u003cp\u003eThe study also revealed that work engagement partially mediated the relationship between nurses' professional calling and turnover intention, accounting for 25.5% of the total effect. Our findings indicated that the higher the level of professional calling among nurses, the more likely they are to exhibit greater work vigor and engagement, thereby reducing the level of turnover intention. Conversely, a lower level of professional calling is associated with a higher turnover intention. Kahn's theory of work engagement provides a plausible explanation for this phenomenon. Cognitive engagement enables nurses to have a clear awareness of their mission and role in nursing care, thereby maintaining a high level of physical engagement while performing nursing tasks and fostering emotional connection with colleagues or supervisors, leading to emotional engagement [\u003cspan citationid=\"CR37\" class=\"CitationRef\"\u003e37\u003c/span\u003e]. This is consistent with the findings of a previous study on the relationship between decent work and vigor among nurses [\u003cspan citationid=\"CR38\" class=\"CitationRef\"\u003e38\u003c/span\u003e]. Therefore, the focus of nursing management should be on enhancing nurses' sense of professional calling and work engagement. Doing so not only benefits nurses' physical and mental health but also effectively alleviates job burnout caused by occupational stress. As key providers of health services to patients, nurses should not only ensure patients' health and well-being but also strive to improve their own physical and psychological conditions, reducing or eliminating adverse emotions and physical discomfort caused by job strain and workload [\u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e39\u003c/span\u003e]. It has been reported that job crafting intervention program can enhance nurses' work passion and career commitment [\u003cspan citationid=\"CR40\" class=\"CitationRef\"\u003e40\u003c/span\u003e]. Thus, it is recommended that nursing managers can implement job crafting intervention program for nurses based on evidence from the literature to improve their physical and mental health, promote the establishment of work enthusiasm, professional calling, and work engagement, alleviate job fatigue, and reduce turnover rates. Additionally, nurses can also improve their physical and mental well-being through regular exercise, yoga, and mindfulness-based stress reduction therapies, thereby fostering a positive attitude towards work and life.\u003c/p\u003e \u003cdiv id=\"Sec22\" class=\"Section2\"\u003e \u003ch2\u003eStrengths\u003c/h2\u003e \u003cp\u003eOur study highlights two potential practical insights. First, for nurses, this study underscores the positive role of establishing professional calling and enhancing work engagement in reducing turnover intention. It clarifies the significant link between nursing workforce stability and professional calling as well as work engagement, providing a reference for the literature on nurse turnover intention. Second, for nursing managers, this study emphasizes that ensuring positive work emotions among nurses can strengthen their intention to stay. This offers nursing managers a reference for conducting human resource management in nursing, such as creating an inclusive and supportive work environment, conducting workshops to promote positive emotions, and improving the allocation ratio of human resources to ameliorate nurse turnover intention. These measures can effectively ensure the harmony and sustainable development of the nursing workforce.\u003c/p\u003e \u003cdiv id=\"Sec23\" class=\"Section3\"\u003e \u003ch2\u003elimitations\u003c/h2\u003e \u003cp\u003eFirstly, the study is a cross-sectional one conducted over three months, collecting data at specific time points, which fails to capture the dynamic changes of these variables over time, while turnover intentions may fluctuate due to factors such as the work environment and occupational stress. Secondly, the study employed a convenience sampling method, which may not fully reflect the conditions of all clinical nurses, limiting the generalizability of the results. Furthermore, the study used electronic questionnaires for the survey, and participants may have experienced fatigue from exposure to electronic screens, affecting the accuracy of their completion of the questionnaire. Therefore, future studies should consider adopting a longitudinal design to track variable changes, implement random sampling to enhance sample representativeness, and explore various research methods for a deeper understanding. At the same time, with technological advancements, future studies should also consider how to more effectively utilize electronic questionnaires and online survey tools to improve the efficiency and quality of surveys while addressing their inherent limitations.\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThis study investigated the work engagement, professional calling, and turnover intentions of clinical nurses in China, providing theoretical evidence for the interplay among these three factors and confirming that work engagement plays a partial mediating role between professional calling and turnover intentions among clinical nurses. This offers reference information for future investigative and interventional research. Future research is recommended to delve into the external factors affecting nurses' work engagement and professional calling from multiple dimensions, such as the work environment, organizational culture, and leadership style, and to consider implementing targeted intervention measures to enhance nurses' job satisfaction and professional loyalty, thereby reducing turnover rates. Additionally, it is suggested to employ mixed-methods research, combining quantitative data with qualitative in-depth interviews, to gain a more comprehensive understanding and to explore differences among nurses in different types of hospitals and regions, thereby enhancing the applicability and specificity of the research findings.\u003c/p\u003e \u003cdiv id=\"Sec25\" class=\"Section2\"\u003e \u003ch2\u003eImplications and recommendations\u003c/h2\u003e \u003cp\u003eThis study addresses the knowledge gap concerning the relationship between professional calling and turnover intentions among Chinese nursing staff and examines the role of work engagement in this relationship. Nursing leaders and policymakers should carefully consider the findings of this study to develop systematic strategic plans aimed at reducing stressors in the nursing work environment, enhancing nurses' sense of professional calling, and mitigating factors that contribute to their turnover intentions. Therefore, for nursing practice, hospitals should implement interventions such as regular team-building activities and professional development workshops to boost nurses' work engagement. Optimizing shift schedules and providing more support staff can help address high workload and stress. Additionally, developing programs that highlight the social impact of nursing, such as community outreach initiatives, can foster a stronger sense of professional calling among nurses. In terms of nursing research, future studies should adopt longitudinal designs to track the long-term effects of work engagement and professional calling on nurse turnover. Expanding research to include nurses from different hospital types and specialties would enhance the generalizability of findings. Combining quantitative data with qualitative interviews could provide deeper insights into the factors influencing nurse turnover. For nursing education, incorporating modules on professional calling and work engagement into nursing curricula would help prepare students for the challenges of clinical practice. Providing hands-on training in stress management and emotional resilience, as well as establishing mentorship programs where experienced nurses guide new graduates, could also contribute to a stronger sense of professional identity and engagement. Regarding policy, policymakers should consider implementing incentive programs that reward hospitals for improving nurse work environments and reducing turnover. Increasing funding for professional development opportunities and developing policies that mandate reasonable nurse-to-patient ratios could also help alleviate workload pressures and enhance nurse satisfaction and retention.\u003c/p\u003e \u003c/div\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eAcknowledgements\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWe extend our sincere gratitude to the 906 clinical nurses who participated in this survey, as your contribution is invaluable to the conduct of this study. Additionally, we would like to express our appreciation to the administrators of the hospitals involved for their strong support of this investigation.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003cstrong\u003eAuthor Contributions\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eQin Lin, Linfeng Liu, Jijun Wu, and Mengxue Fu developed the research protocol and drafted the manuscript, including the initial draft, revisions, and the final review version. Pei Chen, Kun Sun, Wen Zhang, Yanping Niu, and Jiaorong Zhao were responsible for data collection, management, and analysis. Kanlun Chen, Ling Li, and Minmin Jiang provided conceptualization, methodology, data analysis support, and review for the study. All authors read and approved the final submitted version.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003cstrong\u003eFunding\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study was funded by the Sichuan Provincial Hospital Management and Development Research Center project (Grant Number: SCYG2023-31).\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003cstrong\u003eData availability\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eAll data involved in this study can be obtained from the corresponding author upon reasonable request.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003cstrong\u003eEthical Approval\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe Ethics Committee of People\u0026apos;s Hospital of Deyang City approved this study, with the ethical review number being 2024-04-016-K01. Additionally, this study was conducted in accordance with the ethical standards of the Helsinki Declaration, and all participants provided informed consent and participated in the survey anonymously.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003cstrong\u003eConsent for publication\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNot applicable.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003cstrong\u003eConflict of interest\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eNone.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eWong F M F. Job satisfaction in nursing: A qualitative inquiry into novice and experienced nurses\u0026apos; perspectives. Nurse Educ Pract. 2024;78:104018.\u003c/li\u003e\n\u003cli\u003eYang J, Chen Y, Tian Y, Li X, Yu Q, Huang C, et al. Risk factors and consequences of mental health problems in nurses: a scoping review of cohort studies. Int J Ment Health Nurs. 2024;33(5):1197-211.\u003c/li\u003e\n\u003cli\u003eAslantas M. 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Global prevalence of nurse turnover rates: A meta‐analysis of 21 studies from 14 countries. J Nurs Manag. 2024;2024(1):5063998.\u003c/li\u003e\n\u003cli\u003eLiu X, Hu Y, Yang H, Zhou Y, Ma N, Gu Y, et al. Analysis of the current status and influencing factors of nurses\u0026apos; turnover intention in some areas of China. Chin Nurs Manage. 2021;21(10):1543-8.\u003c/li\u003e\n\u003cli\u003eAwad T M, Osman F E, Abo-elyzeed S M. Relation between cognitive emotion regulations, spiritual intelligence with occupational stress among critical care nurses staff. Tanta Sci Nurs J. 2022;24(1):347-69.\u003c/li\u003e\n\u003cli\u003eSalaten E F M M, Zakaria A M, Ibrahim I A. The role of professional identity and job satisfaction in paediatric nurses\u0026apos; intention to remain employed amidst the COVID‐19 pandemic. Int J Ment Health Nurs. 2024;33(1):114-24.\u003c/li\u003e\n\u003cli\u003eZhang L, Liang X, Cheng N, Han L, Jia Y, Wang R, et al. Psychological resilience mediates sense of professional mission and career success in Chinese intensive care unit nurses: a cross-sectional study. BMC Nurs. 2024;23(1):607.\u003c/li\u003e\n\u003cli\u003eUzunbacak H H, Yastıoğlu S, Dik B J, Erhan T, Ak\u0026ccedil;akanat T. Changes in nurses\u0026apos; sense of calling during the COVID-19 pandemic: a qualitative study. J Career Dev. 2023;50(3):709-26.\u003c/li\u003e\n\u003cli\u003ePericak A, Hogg C W, Skalsky K, Bourdeanu L. What influences work engagement among registered nurses: implications for evidence‐based action. Worldv Evid‐Based Nu. 2020;17(5):356-65.\u003c/li\u003e\n\u003cli\u003eMorales-Garc\u0026iacute;a W C, Vallejos M, Sairitupa-Sanchez L Z, Morales-Garc\u0026iacute;a S B, Rivera-Lozada O, Morales-Garc\u0026iacute;a M. Depression, professional self-efficacy, and job performance as predictors of life satisfaction: the mediating role of work engagement in nurses. Front Public Health. 2024;12:1268336.\u003c/li\u003e\n\u003cli\u003eEl-Gazar H E, Shawer M, Alkubati S A, Zoromba M A. The role of psychological ownership in linking decent work to nurses\u0026apos; vigor at work: A two‐wave study. J Nurs Scholarsh. 2024;56(6):780-9.\u003c/li\u003e\n\u003cli\u003eVallone F, Zurlo M C. Stress, interpersonal and inter-role conflicts, and psychological health conditions among nurses: vicious and virtuous circles within and beyond the wards. BMC Psychol. 2024;12(1):197.\u003c/li\u003e\n\u003cli\u003eEl-Gazar H E, Abdelhafez S, Ibrahim N, Shawer M, Zoromba M A. Effect of job crafting intervention program on harmonious work passion and career commitment among nurses: a randomized controlled trial. J Nurs Manag. 2023;2023(1):9623866.\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":false,"hideJournal":false,"highlight":"","institution":"","isAcceptedByJournal":true,"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, Professional Calling, Work Engagement, Turnover Intention, Mediating Effect, Cross-Sectional Study","lastPublishedDoi":"10.21203/rs.3.rs-5389304/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-5389304/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003ch2\u003eBackground\u003c/h2\u003e \u003cp\u003eNurse turnover is a global public health challenge, particularly in China due to high work intensity and personnel shortages. Effective nursing management and well-being strategies can reduce turnover intentions by improving job satisfaction and work environments. However, empirical evidence on how professional calling influences nurse turnover intentions in China is lacking. This study aims to investigate the mediating role of work engagement between professional calling and turnover intentions among Chinese clinical nurses.\u003c/p\u003e\u003ch2\u003eMethods\u003c/h2\u003e \u003cp\u003eThis is a cross-sectional survey research design. A convenience sampling method was used to select 906 clinical nurses from Sichuan and Zhejiang provinces in China. A professional calling scale, work engagement scale, and turnover intention scale were used to survey the included research subjects.\u003c/p\u003e\u003ch2\u003eResults\u003c/h2\u003e \u003cp\u003eCorrelation analysis results revealed that professional calling was negatively correlated with turnover intentions (r=-0.852, P\u0026thinsp;\u0026lt;\u0026thinsp;0.01), work engagement was negatively correlated with turnover intentions (r=-0.790, P\u0026thinsp;\u0026lt;\u0026thinsp;0.01), and professional calling was significantly positively correlated with work engagement (r\u0026thinsp;=\u0026thinsp;0.834, P\u0026thinsp;\u0026lt;\u0026thinsp;0.01). The mediation effect analysis results found that the total effect of professional calling on turnover intentions among clinical nurses was \u0026minus;\u0026thinsp;0.432, with a direct effect of -0.322, accounting for 74.5% of the total effect, and the mediating effect of work engagement between professional calling and turnover intentions was \u0026minus;\u0026thinsp;0.110, accounting for 25.5% of the total effect.\u003c/p\u003e\u003ch2\u003eConclusions\u003c/h2\u003e \u003cp\u003eEnhancing work engagement through interventions that strengthen nurses' professional calling can effectively reduce turnover intentions. Specific strategies include improving work environments, providing career development opportunities, and fostering a sense of professional identity.\u003c/p\u003e","manuscriptTitle":"The mediating effect of work engagement on the relationship between professional calling and turnover intention among Chinese nurses: A cross-sectional study","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-04-09 11:33:36","doi":"10.21203/rs.3.rs-5389304/v1","editorialEvents":[{"type":"communityComments","content":0},{"type":"decision","content":"Accepted","date":"2025-04-09T08:40:54+00:00","index":"","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-04-08T15:22:23+00:00","index":"hide","fulltext":""},{"type":"editorInvitedReview","content":"","date":"2025-04-05T22:57:58+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"165443689991941712078982592501375337312","date":"2025-04-05T22:29:35+00:00","index":"hide","fulltext":""},{"type":"reviewerAgreed","content":"227636611092704550406855359542509968549","date":"2025-04-05T19:58:23+00:00","index":"hide","fulltext":""},{"type":"reviewersInvited","content":"","date":"2025-04-05T11:49:47+00:00","index":"","fulltext":""},{"type":"checksComplete","content":"","date":"2025-04-05T06:07:49+00:00","index":"","fulltext":""},{"type":"submitted","content":"BMC Nursing","date":"2025-03-28T12:46:56+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":"d9cb7c02-5ca6-4210-9629-f5e5da42439a","owner":[],"postedDate":"April 9th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"published-in-journal","subjectAreas":[],"tags":[],"updatedAt":"2025-04-21T16:06:26+00:00","versionOfRecord":{"articleIdentity":"rs-5389304","link":"https://doi.org/10.1186/s12912-025-03087-9","journal":{"identity":"bmc-nursing","isVorOnly":false,"title":"BMC Nursing"},"publishedOn":"2025-04-15 15:57:07","publishedOnDateReadable":"April 15th, 2025"},"versionCreatedAt":"2025-04-09 11:33:36","video":"","vorDoi":"10.1186/s12912-025-03087-9","vorDoiUrl":"https://doi.org/10.1186/s12912-025-03087-9","workflowStages":[]},"version":"v1","identity":"rs-5389304","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-5389304","identity":"rs-5389304","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}