The Relationship Between Emotional Labor, Organizational Loyalty, and Turnover Intention in Nurses

Abstract

Objective: This study aimed to determine the relationship between nurses’ perceptions of emotional labor, organizational loyalty, and their turnover intention. Methods: This study was conducted in a private hospital in Ankara and two hundred and seven nurses participated. Correlation analysis was used to determine the relationships between variables. Multiple linear regression analysis was used to measure the effect of emotional labor and organizational loyalty on turnover intention. The data were obtained using the Emotional Labor Scale, the Organizational Loyalty Scale, the Turnover Intention Scale, and an information form developed by the researchers to inquire about the personal and professional characteristics of the nurses. Results: Nurses’ perceptions of organizational loyalty had a negative effect (-0.664) on their turnover intention. Twenty percent of the change in nurses’ turnover intention is explained by organizational loyalty and the dimensions of emotional labor, namely, superficial acting, deep acting, and natural emotions. Conclusion: It was found that the emotional labor and organizational loyalty perceptions of the nurses were at a moderate level, whereas their turnover intention was low. It was found that only organizational loyalty had a significant effect on nurses’ turnover intention.