The Impact of Shift Length on Burnout, Job Dissatisfaction, and Intention to Leave Among Hospital Nurses in the West Bank: A Cross-Sectional Study

Background Nursing is a demanding profession, often involving extended shifts that can lead to burnout and job dissatisfaction. In resource-constrained settings like the West Bank, Palestine, understanding the impact of shift length on nurses' well-being is crucial for healthcare management and retention strategies. Purpose This study aimed to examine the relationship between shift length (8, 12, and 16 hours), burnout, job dissatisfaction, and intention to leave among hospital nurses in the West Bank. Methods A cross-sectional study was conducted among 209 registered nurses from public hospitals between April and June 2024. Data were collected using a structured self-administered questionnaire, which included a newly developed instrument measuring demographic factors, burnout, job satisfaction, and intention to leave. Data analysis was performed using SPSS v27, employing descriptive statistics, t-tests, ANOVA, and multiple regression. Results Participants reported moderate levels of job satisfaction (M = 18.45, SD = 5.12), high intention to leave (M = 18.90, SD = 6.78), and moderate burnout (M = 78.34, SD = 18.90), with emotional exhaustion being the most severe dimension. A critical finding was the high prevalence of extreme shift lengths: 45.5% worked 8-hour shifts, 20.1% worked 12-hour shifts, and 34.4% worked 16-hour shifts. Nurses working 16-hour shifts demonstrated significantly higher burnout and intention to leave, and lower job satisfaction compared to those on 8-hour shifts (p < 0.001 for all). Male nurses reported significantly higher burnout than females (p = 0.006). Multiple regression identified weekly workload (β = 0.31, p < 0.001), burnout (β = 0.29, p < 0.001), working 16-hour shifts (β = 0.26, p = 0.001), and lower job satisfaction (β = -0.28, p < 0.001) as significant predictors of intention to leave, explaining 46% of its variance. Conclusion The study, utilizing robust original scales, identifies 16-hour shifts and excessive weekly workload as key modifiable factors driving burnout and turnover intention. These findings highlight an urgent need for healthcare administrators to reform scheduling practices, eliminate extreme shifts, and implement policies that protect nurse well-being and retention to ensure sustainable, high-quality patient care.