Resident and Migratory Falcons' Breeding Phenology and Productivity Respond Differently to Weather and Climate Change Across the Arctic.

The global nursing workforce continues to face shortages, particularly in Southeast Asia, where rising patient demand and increasingly complex care place growing pressure on healthcare systems. In this context, turnover intention‐defined as a worker's conscious consideration of leaving their position‐is a well‐established predictor of actual nurse attrition. Therefore, accurately measuring turnover intention is essential for developing effective retention strategies, supporting workforce planning, and maintaining workforce stability. Conversely, inaccurate assessment may compromise organizational decision‐making and workforce planning, organizational decision‐making and workforce planning (Al‐Rjoub ; Alkhurayji et al. ; Kang and Lee ). Despite their widespread use, existing approaches to measuring turnover intention have several limitations. Although the Mobley et al. () model provides a valuable theoretical framework for understanding the turnover process, its closely related cognitive stages may exhibit substantial conceptual and statistical overlap, making it difficult to distinguish the unique contribution of each construct. In contrast, shorter measures such as the Michigan Organizational Assessment Questionnaire (MOAQ) reduce respondent burden but may provide a less comprehensive assessment of turnover intention. Moreover, both approaches are commonly evaluated using cross‐sectional self‐report surveys, which may not adequately capture the dynamic nature of turnover intention over time. To address these limitations, the Turnover Intention Scale (TIS), developed by Bothma and Roodt (), offers a theoretically grounded and psychometrically robust alternative that balances conceptual rigour with practical feasibility. The TIS is a concise, unidimensional instrument designed to assess cognitive withdrawal and intention to leave while minimizing respondent burden. Previous studies have demonstrated its reliability and construct validity across diverse cultural contexts, including Asian (e.g., China and South Korea) and European populations (Dwivedi ; Gu et al. ; Ike et al. ; Xie et al. ). The importance of cross‐cultural adaptation has also been demonstrated in nursing research beyond turnover studies. This need for cultural adaptation has also been demonstrated across other nursing‐related psychometric instruments. For example, Erkayiran et al. () successfully adapted and validated the Self‐Esteem Stability Scale among Turkish nurses, highlighting the importance of culturally adapting psychometric instruments to ensure conceptual equivalence and measurement accuracy across contexts. These findings suggest that TIS provides a structured and culturally adaptable approach to measuring turnover intention, making it particularly suitable for large‐scale nursing workforce research.