Burnout and Turnover Intention Among Nurses in Governmental Hospitals in Makkah, Saudi Arabia: A Cross-Sectional Correlational Study

Background/Objectives: Burnout can undermine nurses’ well-being and contribute to turnover intention, yet evidence from governmental hospitals in Makkah is limited. This study assessed turnover intention and burnout and examined their relationships with demographic and work-related characteristics. Methods: A cross-sectional correlational survey was conducted during the first quarter of 2024 among 365 registered nurses recruited from governmental hospitals in Makkah through snowball sampling. Turnover intention was measured with the 12-item Anticipated Turnover Scale, and burnout was assessed with the 22-item Maslach Burnout Inventory. Descriptive statistics, chi-square tests with Cramer’s V, and Pearson correlations were used. Results: Mean turnover intention was moderate (51.92). Emotional exhaustion was low (17.78), depersonalization was high (27.84), and personal accomplishment was low (6.57). Turnover intention was positively correlated with emotional exhaustion (r = 0.127, p = 0.016), depersonalization (r = 0.283, p < 0.001), and the reported overall burnout score (r = 0.235, p < 0.001), but not personal accomplishment (r = 0.083, p = 0.113). No demographic or work-related characteristic was significantly associated with turnover intention. Several characteristics were associated with burnout dimensions, although these subgroup findings require caution because of sparse categories and multiple comparisons. Conclusions: Burnout dimensions, particularly depersonalization, were associated with greater turnover intention. Organizational strategies addressing workload, staff support, and professional well-being may help strengthen nurse retention.