Asan Medical Center, South Korea.
University of Ulsan, South Korea.
West J Nurs Res. 2020 Feb;42(2):108-116. doi: 10.1177/0193945919839189. Epub 2019 Apr 21.
We examined the factors affecting clinical nurses' turnover intention and constructed a structural equation model based on the Culture-Work-Health Model. This cross-sectional study utilized self-administered questionnaires. Registered nurses ( = 252) from four tertiary hospitals participated. Factors affecting nurses' turnover intention included the organizational culture, job stress, and fatigue (explanatory power = 56.7%), and the model showed acceptable goodness of fit. In the final turnover intention model, fatigue and job stress had direct effects and the organizational culture had indirect effects. The organizational culture also had indirect effects on turnover intention through job stress and fatigue. This model, therefore, effectively explained how nursing organizational culture, job stress, and fatigue affect their turnover intention. The results provide support for theory-driven interventions to address developing intention to stay at work among experienced nurses.
我们考察了影响临床护士离职意愿的因素，并基于文化-工作-健康模型构建了结构方程模型。本横断面研究采用了自填式问卷，对来自四家三甲医院的注册护士（n=252）进行了调查。影响护士离职意愿的因素包括组织文化、工作压力和疲劳（解释力=56.7%），且模型拟合度良好。在最终的离职意愿模型中，疲劳和工作压力具有直接效应，而组织文化具有间接效应。组织文化还通过工作压力和疲劳对离职意愿产生间接影响。因此，该模型有效地解释了护理组织文化、工作压力和疲劳如何影响离职意愿。研究结果为有针对性地干预以解决经验丰富护士留职意愿提供了理论依据。
