Impact of technostress and work-family conflict on turnover intention among nurses in Bangladesh: perceived supervisor support as a moderator

Published: 3 July 2023| Version 1 | DOI: 10.17632/c6n7m5nrtf.1


Nurses are the largest occupational group responsible for delivering high-quality patient care. However, a high degree of turnover is reported in the nursing profession. For that reason, this study aims to understand how to mitigate the high turnover rate among nurses in the healthcare sector in Bangladesh. This study used a cross-sectional survey research design. Participants were selected by using the simple random sample method. Data were collected from 386 nurses in five selected hospitals in Bangladesh. The results demonstrated that technostress and work-family conflict has a significant positive effect on turnover intention. This study also confirmed the moderating effect of perceived supervisor support on the association between technostress, work-family conflict, and turnover intention. From a practical standpoint, this study gave policymakers a framework to comprehend how technostress and work-family conflict affect nurses' turnover intention. This will assist hospitals in planning and implementing policies that reduce nurse quit intentions and actual turnover. This research also aims to assist human resource managers in enhancing human resource management strategies to reduce nurse turnover. In the future, the study will emphasize longitudinal research designs that incorporate cause-and-effect associations to achieve better results. At the aggregate level, emphasis should be placed on national laws, policies, and retention strategies’ role in reducing nurses’ turnover intentions, thereby enhancing healthcare provision.



Human Resource Management