Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: a review of the research literature.

By Billie Coomber, K. Barriball. International Journal of Nursing Studies, 2007

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Transition shock: the initial stage of role adaptation for newly graduated registered nurses. (2009, background): “Appropriate mentorship supports that allow for changing roles and relationships between mentor and mentee, and that correlate with the evolving stages of transition are more likely to meet the dynamic needs of graduates and may enhance the job satisfaction of seasoned professionals (Rowe & Sherlock ”
Psychological capital: A positive resource for combating employee stress and turnover (2009, background): “Moreover, various links among workplace stress, job satisfac- tion, and intentions to quit have been demonstrated in a number of studies (e.g., Coomber & Barriball, 2007), and the connection between job search behaviors and voluntary turnover also appears well supported (e.g., Blau, 1994).”
Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations (2017, background): “Turnover is generally defined as ‘the movement of an employee out of an organization’ (Coomber and Barriball, 2007, 298).”