Park Jeong Hye, Park Min Jung, Hwang Hye Young
Department of Nursing, Gyeongnam National University of Science and Technology, Jinju-si, Korea.
Guideline Center for Korean Medicine Designated by Ministry of Health and Welfare, National Development Institute of Korean Medicine, Seoul, Korea.
J Clin Nurs. 2019 May;28(9-10):1856-1867. doi: 10.1111/jocn.14802. Epub 2019 Feb 12.
To explore the factors associated with the intention to leave among nurses in small- and medium-sized hospitals and to determine the predictors about work environment and rewards.
Compared with large hospitals, insight into the working conditions, rewards and turnover of nurses working for these hospitals is lacking internationally.
Cross-sectional study design.
Data were obtained from the Korean Nurses Association's 2016 Welfare Policy and System Improvement Survey. Of the participants, data from 951 staff nurses working three shifts were analysed using hierarchical multiple regression to explore the predictors of nurses' turnover intention. This study complied with the Strengthening the Reporting of Observational studies in Epidemiology.
The perceived pay level satisfaction was the most obvious and persistent predictor of the intention to leave. Living benefits were shown to be scarcely satisfied, rendering considerable influence on turnover intention. Concerning aspects related to the working environment, the implementation of contract-abiding working hours and nurse-friendly night shift schedules reduced the turnover intention of nurses.
Nurses in small- and medium-sized hospitals are likely to have particular challenges in terms of professional growth. When fundamental rewards and basic working conditions are acceptable to nurses, their turnover can be reduced, and the professional growth can also be expected. Hospitals with a high nurse turnover rate need to preferentially verify these factors perceived by their nurses and to improve to increase nurses' retention.
Understanding the determinants of intention to leave can lead to the development of strategies that persuade nurses to remain employed. These findings inform policymakers, nurse managers and hospital managers of the causes of nurses' intentions to leave in small- and medium-sized hospitals. Our findings also provide empirical data on the working conditions and rewards of these nurses and suggest strategies for their retention.
探讨中小型医院护士离职意愿的相关因素，并确定工作环境和薪酬福利方面的预测因素。
与大型医院相比，国际上缺乏对在这些医院工作的护士的工作条件、薪酬福利和离职情况的深入了解。
横断面研究设计。
数据来自韩国护士协会2016年福利政策与制度改进调查。对参与者中951名三班倒的注册护士的数据进行分层多元回归分析，以探讨护士离职意愿的预测因素。本研究遵循加强流行病学观察性研究报告规范。
感知到的薪酬水平满意度是离职意愿最明显且持续的预测因素。生活福利满意度较低，对离职意愿有相当大的影响。在工作环境方面，遵守合同规定的工作时间以及实行对护士友好的夜班排班制度可降低护士的离职意愿。
中小型医院的护士在职业发展方面可能面临特殊挑战。当基本薪酬福利和基本工作条件为护士所接受时，可减少护士离职，并有望促进其职业发展。护士离职率高的医院需要优先核查护士所感知的这些因素并加以改善，以提高护士留职率。
了解离职意愿的决定因素有助于制定挽留护士继续工作的策略。这些研究结果为政策制定者、护士管理者和医院管理者提供了中小型医院护士离职意愿的原因。我们的研究结果还提供了这些护士工作条件和薪酬福利的实证数据，并提出了挽留他们的策略。
