Department of Health Sciences, University of Genoa, Genoa, Italy.
Faculty of Health Sciences, University of Hull, Hull, UK.
J Nurs Manag. 2019 Jul;27(5):946-954. doi: 10.1111/jonm.12745. Epub 2019 Apr 21.
To expand knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover.
Nurse turnover is costly and negatively influences quality of care. Understanding the association between intention to leave and modifiable features of hospital organisation may inform strategies to reduce turnover.
A cross-sectional survey of 3,667 medical and surgical nurses was conducted in Italy. Measures included intention to leave; work environment; burnout; job satisfaction; and missed care using the RN4CAST instruments. Descriptive, logistic regression analysis was used.
Due to job dissatisfaction, 35.5% of the nurses intended to leave their current job, and of these, 33.1%, the nursing profession. Push factors included the following: understaffing, emotional exhaustion, poor patient safety, performing non-nursing care and being male. Pull factors included the following: positive perception of quality and safety of care, and performing core nursing activities.
The present study expands knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover, which is one of today's major issues contributing to the shortage of nurses.
Nurses' intention to leave their job is the consequence of a poor work environment, characterized by factors such as understaffing and performance of non-nursing activities.
扩大对护士离职意愿及其离职率的预测因素的认识。
护士离职成本高昂，并对护理质量产生负面影响。了解离职意愿与医院组织的可改变特征之间的关联，可以为减少离职提供策略。
在意大利对 3667 名内科和外科护士进行了横断面调查。使用 RN4CAST 工具测量了离职意愿、工作环境、倦怠、工作满意度和遗漏的护理。采用描述性、逻辑回归分析。
由于工作不满意，35.5%的护士打算离开目前的工作，其中 33.1%打算离开护理行业。推动因素包括人手不足、情绪疲惫、患者安全状况不佳、从事非护理工作和男性。拉动因素包括对护理质量和安全的积极看法，以及从事核心护理活动。
本研究扩大了对护士离职意愿及其离职率的预测因素的认识，而离职率是导致护士短缺的当今主要问题之一。
护士离职的意愿是工作环境不佳的结果，其特征是人手不足和从事非护理活动等因素。
