Relational job characteristics and turnover intention among nurses: the mediating role of subjective well-being

Objective: The relationship between relational job characteristics, subjective well-being, and turnover intention among clinical nurses remains insufficiently understood. This study examines these associations to inform nursing management strategies and and reduce turnover rates. Methods: A cross-sectional survey of 1013 clinical nurses was conducted using questionnaires to assess relational job characteristics, subjective well-being, and turnover intention. Correlation analyses, multiple stepwise regression, and structural equation modeling were employed to examine the interrelationships among these variables. The study adhered to the STROBE checklist. Results: The findings indicated that turnover intention among nurses was generally at a moderately high level. Turnover intention was negatively associated with relational job characteristics and subjective well-being, while relational job characteristics had a positive direct association with subjective well-being. Furthermore, factors influencing turnover intention included relational job characteristics, subjective well-being, hospital department, and employment type. Structural equation modeling analysis revealed that subjective well-being served as a mediating factor in the relationship between relational job characteristics and turnover intention. Conclusion: Our findings highlight the important mediating role of subjective well-being in the relationship between nurses’ relational job characteristics and turnover intention. Specifically, strengthening these characteristics can enhance nurses’ well-being while reducing turnover intention. To support nursing administrators and educators should implement targeted interventions that foster relational job characteristics, thereby improving well-being and simultaneously mitigating turnover intention. Such initiatives hold significant potential for enhancing the stability and continuity of the nursing workforce. © The Author(s) 2025.