Lai Hui-Ling, Lin Ya-Ping, Chang Hui-Kuan, Wang Shu-Chen, Liu Yun-Ling, Lee Huei-Chen, Peng Tai-Chu, Chang Fwu-Mei
Department of Nursing, Tzu Chi University and Buddhist Tzu Chi General Hospital, Hualien, Taiwan.
J Clin Nurs. 2008 Jul;17(14):1886-96. doi: 10.1111/j.1365-2702.2007.02180.x.
The aim of this study was to understand the factors related to intention to leave their job among intensive care unit (ICU) nurses in eastern Taiwan and to make between-group comparisons between an intention to leave and an intention to stay as well as to predict the influencing factors that affect ICU staff nurses' intention to leave.
Nurses' intention to leave their job may have an important impact on the actual turnover of nurses. The issue has always been of concern to nursing executives. Only limited empirical studies in the area have been investigated in an Asian culture context and particularly the eastern Taiwan region.
A cross-sectional predictive study was performed during 2005 with 130 nurses recruited from two ICUs at a medical centre. A researcher-designed questionnaire based on the Cooper's model with structured interviews was used to determine each nurse's characteristics and their intention to leave their job. Multiple logistic regression analysis was employed to investigate the various factors associated with this.
The overall response rate was 100%; 63 (48.9%) revealed that they intended to leave their jobs. The findings were that their self-rated health status, the number of diseases, the level of happiness, the presence of depression, job satisfaction, sleep quality, type of license and their unit were significantly associated with an intention to leave (p = 0.05-0.001). Depression and sleep quality proved to be the most significant predictors of ICU staff nurses' intention to leave their job.
The findings suggest that there is a need to take steps to improve nurses' health-related quality of life and to develop effective strategies to improve nurse retention.
A succinct validated instrument would help identify the important factors that predict ICU nurses' intention to leave their job, which may result in job disengagement. Predictors found in this study may be used as outcome variables for developing such an effective method of improving nurse retention in ICUs.
本研究旨在了解台湾东部重症监护病房（ICU）护士离职意愿的相关因素，对离职意愿和留职意愿进行组间比较，并预测影响ICU护士离职意愿的因素。
护士的离职意愿可能对护士的实际离职率产生重要影响。这一问题一直是护理管理人员关注的焦点。在亚洲文化背景下，尤其是台湾东部地区，该领域的实证研究较少。
2005年进行了一项横断面预测性研究，从一家医疗中心的两个ICU招募了130名护士。使用基于库珀模型设计的问卷并进行结构化访谈，以确定每位护士的特征及其离职意愿。采用多元逻辑回归分析来研究与此相关的各种因素。
总体回复率为100%；63人（48.9%）表示有离职意愿。研究结果表明，他们的自评健康状况、疾病数量、幸福程度、是否存在抑郁、工作满意度、睡眠质量、执照类型及其所在科室与离职意愿显著相关（p = 0.05 - 0.001）。抑郁和睡眠质量被证明是ICU护士离职意愿的最重要预测因素。
研究结果表明，有必要采取措施改善护士与健康相关的生活质量，并制定有效的策略来提高护士留职率。
一个简洁有效的工具将有助于识别预测ICU护士离职意愿的重要因素，这可能导致工作倦怠。本研究中发现的预测因素可作为开发提高ICU护士留职率有效方法的结果变量。
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