<![CDATA[Healthcare institutions globally face an acute retention crisis, with female nurses experiencing high work overload alongside domestic dual-role pressures. Drawing on Job Demands-Resources (JD-R) theory and Conservation of Resources (COR) theory, this study examines the psychological mechanisms linking excessive workload to turnover intention, with burnout acting as a mediator. An explanatory quantitative survey was conducted among 235 active female nurses (N = 235) across private hospitals in Central Lampung Regency, Indonesia. The hypotheses were tested using partial least squares structural equation modeling (PLS-SEM) in SmartPLS 4.0. The results indicate that excessive workload significantly increases job fatigue (???? = 0.501; t = 11.239; p = 0.000), whereas job fatigue significantly increases the intention to quit (???? = 0.573; t = 8.867; p = 0.000). In contrast, work overload has no significant direct effect on turnover intention (???? = 0.070, t = 1.122, p = 0.262). Further mediation analysis confirms that professional burnout acts as a mediator, operating indirectly, indicating a full mediation mechanism (???? = 0.287, t = 7.032, p = 0.000). These findings highlight that work overload may not immediately translate into turnover intention, but its persistent effects on nurses’ psychological resources can increase burnout and subsequently strengthen the intention to leave. This study contributes to the literature by demonstrating the importance of burnout as a psychological mechanism linking excessive workload and turnover intention among nurses in private hospitals, providing a more specific explanation of how workload-related pressures may develop into retention problems]]>
Copyrights © 2026
