Unit-based differences in compassion satisfaction, burnout, secondary traumatic stress, and turnover intention among...

Nurses are increasingly vulnerable to occupational pressures that threaten their professional well-being. These challenges are particularly pronounced in high-acuity settings, where workload, emotional demands, and environmental stressors can impact compassion satisfaction, burnout, and turnover intention. Objective: The aim of this study is to determine whether there are significant differences in Compassion Satisfaction, Burnout, secondary traumatic stress, and Turnover Intentions among nurses based on their assigned clinical area and years of nursing experience in a tertiary hospital in Abu Dhabi.

A descriptive-comparative design was used. Constructs were measured using validated instruments to assess whether significant differences existed in CS, BO, STS and TI across various nurse characteristics, inferential statistical tests were conducted. A one-way Analysis of Variance (ANOVA) was used to examine differences across nurse characteristics, with significance set at p < 0.05. The Professional Quality of Life Scale (ProQOL, Version 5) was used to measure Compassion Satisfaction, Burnout, and Secondary Traumatic Stress, while the Turnover Intention Scale (TIS-6) assessed intention to leave.

The study included a total sample of N = 211 nurses across multiple units and designations. No statistically significant differences in Compassion Satisfaction, Burnout, Secondary Traumatic Stress, or Turnover Intention across nurse designations (Charge Nurse, Staff Nurse, Practical Nurse), although Practical Nurses reported slightly more favorable scores, particularly in burnout, which approached significance (p = 0.065). Turnover intention differed significantly by clinical unit [Welch's ANOVA F(7, 56.3) = 2.58, p = 0.022], with the lowest scores in Operating Theaters/Perioperative Care and the highest in Emergency and Maternity units.

While nurse designation and years of experience were not associated with significant differences in professional quality of life, clinical unit assignment emerged as a key factor influencing turnover intention. These findings underscore the role of organizational and environmental conditions over demographic factors in shaping nurse retention. The trend of increased burnout and turnover intention among charge nurses suggests the need for improved leadership support and resilience-building initiatives, even though it is not statistically significant. These findings highlight the importance of implementing targeted strategies such as resilience training, structured mentorship, and leadership development programs to mitigate burnout and reduce turnover intention among nurses.