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<p>The global healthcare industry is grappling with a severe nursing shortage, with estimates projecting a deficit of 4.8&#xa0;million nurses and midwives by 2030, highlighting the critical need to understand and address factors influencing nurse turnover intentions. This study investigates the relationships between value congruence, perceived fairness, emotional exhaustion, and turnover intentions among nurses in Ghana. It also seeks to examine the mediating role of emotional exhaustion and the moderating impact of perceived organizational trust. A quantitative study was conducted to gather data from 528 registered nurses in the Northern regions of Ghana. Structural equation modeling and hierarchical regression analysis were employed to examine the proposed hypothesis. Results show that both value congruence and perceived fairness negatively influence emotional exhaustion and turnover intentions. Emotional exhaustion was discovered to mediate the relationships between value congruence and turnover intentions, as well as between perceived fairness and turnover intentions. Additionally, perceived organizational trust moderates the nexus between emotional exhaustion and turnover intentions. These findings advance our knowledge of nurse retention in developing countries and have important implications for healthcare management. The study suggests that healthcare organizations should prioritize aligning organizational values with those of nursing staff, enhancing perceptions of fairness, addressing emotional exhaustion, and building trust to reduce turnover intentions. This research provides valuable insights for developing comprehensive strategies to improve nurse retention, ultimately enhancing the quality of patient care.</p>

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Analysis of perceived fairness, value congruence, and turnover intention nexus: the mediation - moderation of emotional exhaustion and perceived organization trust

  • 期刊论文

  • 发表日期：

    2026年5月17日

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  • Samuel Atingabili,
  • Hao Chen,
  • Isaac Adjei Mensah,
  • Francisca Arboh,
  • Nick Yvan Ngansom Kewou,
  • Evelyn Agba Tackie

摘要

The global healthcare industry is grappling with a severe nursing shortage, with estimates projecting a deficit of 4.8 million nurses and midwives by 2030, highlighting the critical need to understand and address factors influencing nurse turnover intentions. This study investigates the relationships between value congruence, perceived fairness, emotional exhaustion, and turnover intentions among nurses in Ghana. It also seeks to examine the mediating role of emotional exhaustion and the moderating impact of perceived organizational trust. A quantitative study was conducted to gather data from 528 registered nurses in the Northern regions of Ghana. Structural equation modeling and hierarchical regression analysis were employed to examine the proposed hypothesis. Results show that both value congruence and perceived fairness negatively influence emotional exhaustion and turnover intentions. Emotional exhaustion was discovered to mediate the relationships between value congruence and turnover intentions, as well as between perceived fairness and turnover intentions. Additionally, perceived organizational trust moderates the nexus between emotional exhaustion and turnover intentions. These findings advance our knowledge of nurse retention in developing countries and have important implications for healthcare management. The study suggests that healthcare organizations should prioritize aligning organizational values with those of nursing staff, enhancing perceptions of fairness, addressing emotional exhaustion, and building trust to reduce turnover intentions. This research provides valuable insights for developing comprehensive strategies to improve nurse retention, ultimately enhancing the quality of patient care.