When people value a goal as more valuable, meaningful, or relevant to their self-concept they are willing to expend more effort on it when necessary. The influence of individual differences in resilience results in different levels of effort.
The aim of a study by Tracy Ann Hudgins was to identify relationships between resilience, job satisfaction and anticipated turnover among nurse leaders.
This quantitative study by used a sample of 89 nurse leaders (bedside, department, division and organisational) from a multi-hospital health-care system in southwestern Virginia.
There were significant relationships between resilience, job satisfaction and anticipated turnover. Additionally, it was found that the variables of job satisfaction and anticipated turnover significantly overlapped in their meaning and created a new construct of intent to remain (ITR) that has a statistically significant relationship with resilience.
The conclusion of this study was that with higher resilience, nurse leaders are more likely to intend to remain in their leadership positions.