Yang Huiyun, Lv Jingwen, Zhou Xi, Liu Huitong, Mi Baibing
The Second Affiliated Hospital of Xi'an Jiaotong University, Xi'an, Shaanxi, China.
Shaanxi Provincial People's Hospital, Xi'an, Shaanxi, China.
BMC Health Serv Res. 2017 Feb 3;17(1):112. doi: 10.1186/s12913-017-2056-z.
Nurses' turnover is a major contributor to nursing shortages, strongly influenced by nurses' intentions to leave. Several factors influencing the turnover intention have been well identified in Western countries and large cities in China. However, whether these factors also contribute to nurses' work stress in Midwest China are still unclear. The main purpose of this study was to examine the work pressure and associated factors influencing the nurses' intent to leave.
A cross-sectional questionnaire-based survey with multistage sampling was conducted by recruiting 800 employed registered nurses with >1 year of work experience. Chi-square test and multi-factor logistic regression were applied to attain the relative comparisons. Sub-group analysis was conducted to explore the different turnover intention patterns in different age groups.
The turnover intention was classified as strong/very-strong (19%), weak (62%), and very-weak (19%). Among the factors influencing the nurses' desire to leave the profession, work pressure was the most prominent. The predominantly associated factors contributing the work stress were age, experience, and workload. However, the scale of income did not affect the intent to leave decision. Pediatrics was identified to be the highest tormented department with a significant (P < 0.05) turnover of nurses. Among different age sub-groups, 30-39 age group nurses in Secondary hospitals demonstrate a stronger intent to leave.
Nurses' turnover intentions were associated with stress, age, job duty, and career commitment in Shaanxi Province. The intent to leave is dynamically multifactorial, and effective managements and supportive strategies are needed to reduce the nurses work stress accordingly.
护士离职是导致护理人员短缺的主要因素，受护士离职意愿的强烈影响。在西方国家和中国的大城市，影响离职意愿的几个因素已得到明确确认。然而，这些因素是否也会导致中国中西部地区护士的工作压力仍不清楚。本研究的主要目的是调查影响护士离职意愿的工作压力及相关因素。
采用多阶段抽样的横断面问卷调查法，招募800名工作经验超过1年的在职注册护士。应用卡方检验和多因素逻辑回归进行相对比较。进行亚组分析以探讨不同年龄组的不同离职意愿模式。
离职意愿分为强烈/非常强烈（19%）、微弱（62%）和非常微弱（19%）。在影响护士离职意愿的因素中，工作压力最为突出。导致工作压力的主要相关因素是年龄、经验和工作量。然而，收入水平并未影响离职决策。儿科被确定为护士离职率最高（P < 0.05）的痛苦程度最高的科室。在不同年龄亚组中，二级医院30 - 39岁年龄组的护士离职意愿更强。
陕西省护士的离职意愿与压力、年龄、工作职责和职业承诺有关。离职意愿是动态多因素的，需要有效的管理和支持策略来相应地减轻护士的工作压力。
