Aim: This meta-analytic review aimed to synthesize and analyse studies that explored the relationship between nurses’ work–family conflicts and turnover intentions. Design: This meta-analytical review was conducted according to the Joanna Briggs Institute guidelines and PRISMA checklist.
Data Sources: A total of 191 (k = 14) publications published between 2005 and 2019 in English, including grey literature on turnover intention and work–family conflict, were retrieved from PubMed, PsycINFO, Web of Science, ProQuest and Scopus databases. Review Methods: Studies on the relationship between work–family conflict and turn- over intention were summarized.
Results: An overall effect size of r = .28 (N = 5781, 95% CI [0.23−0.33]) was obtained, indicating a moderate, positive and significant relationship between work–family con- flict and turnover intention. The moderator analysis showed that individualism and long-term orientation accounted for 90% of effect size heterogeneity of work–family conflict and turnover intention relationship.
Conclusion: Exploring the correlation between work–family conflict and turnover in- tention can provide guidelines and recommendations for the development of strate- gies to promote nurse retention and alleviate the nursing shortage. National culture, particularly individualism and long-term orientation, were found to play a significant moderator role in this relationship. Cultures that are highly individualistic and have a long-term orientation have a diminishing effect on the relationship between work– family conflict and turnover intention.
Impact: Work–family conflict and turnover intention are significantly correlated factors regardless of the studies’ cultural characteristics examined in this study. Policymakers and managers should consider this finding and develop strategies that provide a balance-oriented work design to prevent nurse shortage.