National Yang-Ming University, Taipei, Taiwan.
J Clin Nurs. 2009 Dec;18(24):3450-60. doi: 10.1111/j.1365-2702.2009.02941.x.
To identify job stress and intention to quit in newly-graduated nurses during the first three months of their work at two different levels of hospitals and to understand factors that may influence their retention.
Given the current nursing shortage, retention of newly-graduated nurses is crucial. Design. A cross-sectional research design was adopted.
Newly-graduated nurses' perceptions of job stress and intention to quit at different time periods during the first three months in addition to related factors were measured using structured questionnaires in two levels of hospitals in central Taiwan.
Subjects experienced somewhat stressful conditions (Mean = 2.89, SD 0.62) and 31.5% intended to quit. Job stress was the highest at 0-1 month and the intention to quit was highest at 1-2 months. The intention-to-quit group had significantly higher job stress with regard to roles/interpersonal relationships than the intention-to-stay group [t(144) = 2.65, p = 0.009]. Logistic regressions indicated that higher job stress (odds ratio = 2.26; 95% CI 1.14-4.51), working at a medical centre (odds ratio = 3.61; 95% CI 1.10-10.92) and not having had a clinical practicum in the working hospital (odds ratio = 2.41; 95% CI 1.01-5.77) were significant predictors associated with the intention to quit.
Newly-graduated nurses perceived moderate job stress which significantly influenced their intention to quit. Nursing administrators should assist newly-graduated nurses in role adaptation and interpersonal relationships particularly to those who had previously worked only in medical centres and had never done a clinical practicum in the hospital.
Our findings provide concrete directions to nursing administrators in developing a stress-alleviation programme to decrease newly-graduate nurses' job stress, to facilitate them successful entry into practice and to decrease their intention to quit.
在工作的头三个月内，确定在两家不同级别医院工作的新毕业护士的工作压力和离职意愿，并了解可能影响其留任的因素。
鉴于目前的护士短缺，保留新毕业的护士至关重要。设计：采用横断面研究设计。
在台湾中部的两家医院的不同级别，使用结构化问卷测量新毕业护士在头三个月的不同时间段的工作压力和离职意愿以及相关因素。
研究对象经历了一些压力较大的情况（均值=2.89，标准差 0.62），31.5%的人打算离职。工作压力在 0-1 个月时最高，离职意愿在 1-2 个月时最高。有离职意愿的组在角色/人际关系方面的工作压力明显高于有留职意愿的组[t(144)=2.65，p=0.009]。逻辑回归表明，较高的工作压力（比值比=2.26；95%置信区间 1.14-4.51）、在医疗中心工作（比值比=3.61；95%置信区间 1.10-10.92）和在工作医院没有进行临床实习（比值比=2.41；95%置信区间 1.01-5.77）是与离职意愿相关的显著预测因素。
新毕业护士感知到中度工作压力，这对他们的离职意愿有显著影响。护理管理人员应帮助新毕业护士适应角色和人际关系，特别是那些以前只在医疗中心工作且从未在医院进行临床实习的护士。
我们的研究结果为护理管理人员提供了具体的方向，以制定减轻压力的方案，降低新毕业护士的工作压力，帮助他们成功进入实践，并降低他们的离职意愿。
