{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,3,21]],"date-time":"2026-03-21T00:04:05Z","timestamp":1774051445896,"version":"3.50.1"},"reference-count":37,"publisher":"Universidad de la Sabana","issue":"1","license":[{"start":{"date-parts":[[2026,3,20]],"date-time":"2026-03-20T00:00:00Z","timestamp":1773964800000},"content-version":"unspecified","delay-in-days":0,"URL":"https:\/\/creativecommons.org\/licenses\/by\/4.0\/"}],"content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":[],"abstract":"<jats:p>Introduction: The shortage of nurses associated with the turnover phenomenon has serious consequences for organizations, professionals, and patients, as it compromises the quality and safety of care, as well as the equitable distribution of nurses and the sustainability of healthcare services. The intention to turnover is considered the best predictor and precursor of the final decision to leave the organization. Objective: To assess the relationship between turnover intention and the sociodemographic and professional characteristics of a sample of nurses. Materials and Methods: Quantitative, observational, descriptive, correlational, and cross-sectional study, with a non-probabilistic convenience sample consisting of 338 nurses. A turnover intention assessment scale translated and validated for Portugal (Cronbach\u2019s alpha coefficient = 0.91) was used. Descriptive and inferential analysis, with the application of parametric tests, for a significance level of 0.05, was performed using the IBM SPSS Statistics version 30.0. Results: Statistically significant differences (p &lt; 0.05) were found between the composite variables: Intention to leave and intention to remain, and the sociodemographic and professional variables: Age group, marital status, employment contract type, length of service, length of service at the institution, length of permanence in the current service\/unit, and work setting. Conclusion: Knowledge of the main sociodemographic and professional characteristics associated with nurses\u2019 turnover intentions allows for the early implementation of strategies, especially those aimed at professionals at greater risk of leaving the institution, promoting team stability, which is essential for ensuring the quality and safety of nursing care.<\/jats:p>","DOI":"10.5294\/aqui.2026.26.1.6","type":"journal-article","created":{"date-parts":[[2026,3,20]],"date-time":"2026-03-20T23:18:20Z","timestamp":1774048700000},"page":"1","update-policy":"https:\/\/doi.org\/10.5294\/aqui.crossmarkpolicy","source":"Crossref","is-referenced-by-count":0,"title":["Turnover Intention and Its Relationship with Nurses\u2019 Sociodemographic and Professional Characteristics"],"prefix":"10.5294","volume":"26","author":[{"ORCID":"https:\/\/orcid.org\/0000-0002-6910-695X","authenticated-orcid":false,"given":"Carla Maria Ferreira Guerreiro da Silva","family":"Mendes","sequence":"first","affiliation":[{"id":[{"id":"https:\/\/ror.org\/03b9snr86","id-type":"ROR","asserted-by":"publisher"}],"name":"Universidade Cat\u00f3lica Portuguesa"}]},{"ORCID":"https:\/\/orcid.org\/0000-0002-8407-9240","authenticated-orcid":false,"given":"\u00c9lvio","family":"Henriques de Jesus","sequence":"additional","affiliation":[{"id":[{"id":"https:\/\/ror.org\/03b9snr86","id-type":"ROR","asserted-by":"publisher"}],"name":"Universidade Cat\u00f3lica Portuguesa"}]},{"ORCID":"https:\/\/orcid.org\/0000-0002-2945-1441","authenticated-orcid":false,"given":"Iola Maria","family":"Silv\u00e9rio Pinto","sequence":"additional","affiliation":[{"id":[{"id":"https:\/\/ror.org\/04ea70f07","id-type":"ROR","asserted-by":"publisher"}],"name":"Instituto Polit\u00e9cnico de Lisboa"}]},{"ORCID":"https:\/\/orcid.org\/0000-0003-0266-2449","authenticated-orcid":false,"given":"Beatriz","family":"Rodrigues Ara\u00fajo","sequence":"additional","affiliation":[{"id":[{"id":"https:\/\/ror.org\/03b9snr86","id-type":"ROR","asserted-by":"publisher"}],"name":"Universidade Cat\u00f3lica Portuguesa"}]}],"member":"3246","published-online":{"date-parts":[[2026,3,20]]},"reference":[{"key":"ref0","doi-asserted-by":"crossref","unstructured":"Liu Y, Duan Y, Guo M. Turnover Intention and Its Associated Factors among Nurses: A Multi-Center Cross-Sectional Study. Front Public Health. 2023;11:1141441. DOI: https:\/\/doi.org\/10.3389\/fpubh.2023.1141441","DOI":"10.3389\/fpubh.2023.1141441"},{"key":"ref1","doi-asserted-by":"crossref","unstructured":"Falatah R, Conway E. Linking Relational Coordination to Nurses\u2019 Job Satisfaction, Affective Commitment and Turnover Intention in Saudi Arabia. J Nurs Manag. 2019;27(4):715-21. DOI: https:\/\/doi.org\/10.1111\/jonm.12735","DOI":"10.1111\/jonm.12735"},{"key":"ref2","doi-asserted-by":"crossref","unstructured":"Kim Y, Han K. Longitudinal Associations of Nursing Staff Turnover with Patient Outcomes in Long-Term Care Hospitals in Korea. J Nurs Manag. 2018;26(5):518-24. DOI: https:\/\/doi.org\/10.1111\/jonm.12576","DOI":"10.1111\/jonm.12576"},{"key":"ref3","unstructured":"World Health Organization. (2021).\u00a0Global Strategy on Human Resources for Health: Workforce 2030.\u00a0World Health Organization. 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