Lwin Pyone Mjinzu, Rattanapan Cheerawit, Laosee Orapin
ASEAN Institute for Health Development, Mahidol University, Nakhon Pathom, Thailand.
Int J Nurs Pract. 2017 Aug;23(4). doi: 10.1111/ijn.12536. Epub 2017 Mar 16.
This study aims to ascertain the rate and identify the factors associated with nurses' intention to remain employed at hospitals in the Yangon Region.
A cross-sectional descriptive study was conducted among 300 nurses aged between 20 and 60 years working at both private and public hospitals in the Yangon Region during May to June 2015. Chi-square tests were used to identify factor associations, and multiple logistic regression was examined to determine predictive factors.
The study revealed that 63.6% of nurses intended to remain employed. Marital status (adjusted odd ratio: 2.22; 95% confidence interval [CI]: 1.05-4.32), work characteristics (adjusted odd ratio: 2.42; 95% CI: 1.33-4.41), job stress and burnout (adjusted odd ratio: 1.77; 95% CI: 1.01-3.11), and recognition (adjusted odd ratio: 1.96; 95% CI: 1.07-3.59) were found to be significant predictors of nurses' intention to remain employed at the hospitals.
Recognition and other nonmonetary incentive support systems should be provided to enhance the retention of nurses at the hospitals.
本研究旨在确定仰光地区护士在医院继续工作的意愿率，并找出与之相关的因素。
2015年5月至6月期间，对仰光地区公立和私立医院300名年龄在20至60岁之间的护士进行了横断面描述性研究。采用卡方检验来确定因素关联，并进行多因素逻辑回归分析以确定预测因素。
研究显示，63.6%的护士打算继续留在医院工作。婚姻状况（调整后的优势比：2.22；95%置信区间[CI]：1.05 - 4.32）、工作特征（调整后的优势比：2.42；95% CI：1.33 - 4.41）、工作压力和职业倦怠（调整后的优势比：1.77；95% CI：1.01 - 3.11）以及认可度（调整后的优势比：1.96；95% CI：1.07 - 3.59）被发现是护士在医院继续工作意愿的显著预测因素。
应提供认可和其他非货币激励支持系统，以提高护士在医院的留任率。
