Exploring The Relationship Between Job Resilience and Turnover Intention Among Nurses: Evidence from a Cross-Sectional Study in Jeddah Second Health Cluster, Saudi Arabia

Background: Nursing is a demanding profession characterized by heavy workloads, long hours, and emotional pressures, all of which increase vulnerability to stress and dissatisfaction. Turnover intention among nurses poses a major challenge for healthcare systems worldwide, as it worsens staffing shortages and undermines patient care. Job resilience, defined as the ability to adapt and recover in the face of adversity, has been identified as a critical protective factor that may reduce turnover risk. In Saudi Arabia, where nurses face complex patient needs and organizational challenges, understanding this relationship is essential to strengthen workforce sustainability. Aim: This study aimed to examine the relationship between job resilience and turnover intention among nurses working in the second health cluster of Saudi Arabia. Methods: A cross-sectional survey design was employed. The target population included all registered nurses in the second health cluster of Jeddah City, Saudi Arabia and a final sample of 370 nurses was selected using simple random sampling. Job resilience was measured using the Connor-Davidson Resilience Scale (CD-RISC 25), while turnover intention was assessed using the Turnover Intention Scale (TIS). Data collection was conducted over six weeks using paper-based questionnaires. Ethical approval was obtained, and all participants provided informed consent. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via SmartPLS. Results: Nurses demonstrated moderate resilience, with higher scores on perseverance and optimism but lower scores on adaptability and emotional regulation. Turnover intention was moderate to high, with many nurses expressing a desire to leave despite external deterrents such as benefits and fear of the unknown. Structural modeling confirmed a significant negative relationship between job resilience and turnover intention (β = –0.241, t = 3.87, p < 0.001). Conclusion: The study highlights resilience as a protective factor against turnover intention among nurses in the second health cluster of Jeddah City, Saudi Arabia. Strengthening resilience through training, supportive leadership, and peer support could help reduce turnover risk and improve workforce stability.