Department of Pediatric Infectious Diseases, Xinhua Hospital, Affiliated to Shanghai Jiao Tong University School of Medicine, Shanghai, China.
Department of Pediatric Internal Medicine, Xinhua Hospital, Affiliated to Shanghai Jiao Tong University School of Medicine, Shanghai, China.
J Pediatr Nurs. 2020 May-Jun;52:e51-e56. doi: 10.1016/j.pedn.2020.01.005. Epub 2020 Jan 29.
To examine the turnover intention of Chinese pediatric nurses, its influential socio-demographic factors, and the association with calling and job satisfaction.
We randomly surveyed 10% of the nurses from 50% of the children's tertiary hospitals nationwide in China. Data were collected on nurses' turnover intention and associated factors such as age, income, skill level, working years, job satisfaction, and calling in 2017.
In total, 547 nurses were surveyed, and the response rate was 98.6%. More than a third of pediatric nurses had the intention to quit their current jobs. Influential factors associated with turnover intention included position, skill level, calling, and job satisfaction. Low job satisfaction of administration, workload, relationships with colleagues, work itself, and remuneration and benefits were negatively associated with turnover intention, with the odds ratio of high turnover intention in the lowest level of satisfaction ranging from 2.0-7.8 when compared with the medium level. However, calling was the strongest factor influencing turnover intention, and a weak calling may increase the risk of high turnover intention more than ten times, after adjusting for job satisfaction. Job satisfaction may partially mediate the relationship between calling and turnover intention.
The turnover intention of nurses was high in Chinese pediatric tertiary hospital. Calling may be the strongest influential factor of turnover intention.
To alleviate pediatric nurses' turnover rate, it may be helpful to develop interventions to increase job satisfaction and calling.
考察中国儿科护士的离职意愿、影响离职意愿的社会人口学因素，以及与职业召唤和工作满意度的关系。
2017 年，我们对全国 50%的儿科三级医院的 10%护士进行了随机调查。调查内容包括护士的离职意愿以及年龄、收入、技能水平、工作年限、工作满意度和职业召唤等相关因素。
共调查了 547 名护士，应答率为 98.6%。超过三分之一的儿科护士有离职意向。与离职意愿相关的影响因素包括职位、技能水平、职业召唤和工作满意度。对管理、工作量、与同事关系、工作本身、薪酬和福利的低工作满意度与离职意愿呈负相关，与中水平满意度相比，最低水平满意度下离职意愿高的优势比为 2.0-7.8。然而，职业召唤是影响离职意愿的最强因素，在调整工作满意度后，职业召唤较弱可能会使离职意愿高的风险增加十倍以上。工作满意度可能部分调节职业召唤与离职意愿之间的关系。
中国儿科三级医院护士的离职意愿较高。职业召唤可能是离职意愿的最强影响因素。
为了降低儿科护士的离职率，可能有助于通过提高工作满意度和职业召唤来制定干预措施。
