The relationship between work-family conflict, organizational commitment, and turnover intention among nursing staff: The mediating role of professional quality of life: A cross-sectional study/SEM

Background Nurses face challenges balancing work and family responsibilities, and have reduced organizational commitment due to their working constraints. This may even lead nurses to think about leaving their positions. A thorough grasp of the variables that impact nurses' intention to leave is paramount. This study investigated the relationships among work-to-family conflict, organizational commitment, and nurses’ turnover intention, while also examining how the dimensions of professional quality of life mediate these relationships. Methods A cross-sectional survey, gathered data among 362 nurses across three government hospitals in Latakia, Syria, between January and July 2023. Analyzing the data involved Statistical methods and structural equation modeling (SEM). Results Our findings revealed a significant positive correlation between turnover intention and work-to-family conflict and a significant negative correlation with organizational commitment. Furthermore, compassion satisfaction and burnout are mediated by work-family conflict, organizational commitment, and nurses’ turnover intention. However, secondary traumatic stress didn’t mediate in these relationships; these factors accounted for 52.03% of the total effect. Conclusion Work-to-family conflict and organizational commitment significantly impact nurses' turnover intention. A decline in the quality of life further worsens this problem. To retain nurses, it is essential to prioritize the decrease in work-family conflict and implement effective strategies to enhance organizational commitment and improve the overall quality of life for nurses. Trial registration: Non .