Health Care Manage Rev. 2021;46(4):367-374. doi: 10.1097/HMR.0000000000000277.
Shortage of nurses and instability in the nursing workforce due to turnover have become a global concern.
The aim of this study was to investigate whether symptoms of psychological distress mediated the impact of age, gender, workplace bullying, job satisfaction, and hardiness on turnover intention when controlling for living with children, marital status, percentage of full-time equivalent, and number of night shifts last year and whether the same variables (except full-time equivalent and number of night shifts last year) could predict real turnover.
In all, 1,246 nurses took part in a survey in 2008/2009 (T1) assessing symptoms of insomnia, sleepiness, anxiety, depression, fatigue, alcohol consumption, age, gender, workplace bullying, job satisfaction, and hardiness. Three years (T2) later they completed a survey assessing turnover intention, living with children, marital status, percentage of full-time equivalent, and number of night shift last year. A total of 99 nurses had left the nursing profession during this period.
Workplace bulling was positively related to turnover intention, whereas job satisfaction and hardiness were negatively related to turnover intention. The impact of all three predictors was partly mediated by symptoms of insomnia and anxiety. Age was negatively whereas male gender was positively associated with turnover intention. These effects were partly mediated by harmful alcohol use. Nurses who were living with a partner at T2 and nurses with high scores on fatigue at T1 were more prone to leave the nursing profession during the study period compared to their counterparts.
Symptoms like insomnia, anxiety, and alcohol consumption may mediate the impact of working conditions and personality traits associated with turnover intention in nurses.
Interventions aiming at counteracting bullying, improving job satisfaction, and alleviating fatigue may reduce turnover intention/turnover.
护士短缺和护理人员流动导致的劳动力不稳定已成为全球关注的问题。
本研究旨在调查在控制是否与孩子同住、婚姻状况、全职比例和去年夜班次数的情况下，心理困扰症状是否会在年龄、性别、工作场所欺凌、工作满意度和坚韧度对离职意向的影响中起中介作用，以及同样的变量（除全职比例和去年夜班次数外）是否可以预测实际离职。
共有 1246 名护士参加了 2008/2009 年（T1）的一项调查，评估了失眠、困倦、焦虑、抑郁、疲劳、饮酒、年龄、性别、工作场所欺凌、工作满意度和坚韧度的症状。三年后（T2），他们完成了一项调查，评估离职意向、是否与孩子同住、婚姻状况、全职比例和去年夜班次数。在此期间，共有 99 名护士离开护理行业。
工作场所欺凌与离职意向呈正相关，而工作满意度和坚韧度与离职意向呈负相关。所有三个预测因子的影响部分由失眠和焦虑症状介导。年龄与离职意向呈负相关，而男性性别与离职意向呈正相关。这些影响部分是通过有害的饮酒行为来介导的。与伴侣同住的护士和 T1 时疲劳得分较高的护士在研究期间更有可能离开护理行业。
失眠、焦虑和饮酒等症状可能会在与离职意向相关的工作条件和个性特征的影响中起中介作用。
旨在对抗欺凌、提高工作满意度和减轻疲劳的干预措施可能会降低离职意向/离职率。
