Park Bohyun, Ko Yukyung
Department of Nursing, Changwon National University, Gyeongnam, Republic of Korea.
Department of Nursing, College of Medicine, Wonkwang University, Jeonbuk, Republic of Korea.
Asian Nurs Res (Korean Soc Nurs Sci). 2020 Dec;14(5):293-299. doi: 10.1016/j.anr.2020.09.001. Epub 2020 Sep 10.
This study aimed to explore turnover rates for Korean acute care hospital nurses and identify factors influencing their turnover.
The study was retrospective in nature. Nurse cohort data were obtained from hospital status data from Korea's Health Insurance Review Assessment Service. The observation period was from January 1, 2012 to December 31, 2016, and data for 96,158 nurses were analyzed. Independent variables included nurses' age and sex and hospital setting, type, ownership, and nurse staffing level. Kaplan-Meier analysis was performed to estimate survival curves, and factors influencing turnover were analyzed using Cox's proportional hazard regression.
The cumulative turnover probability for all nurses was .17, .29, .38, .45, and .50 for the first, second, third, fourth, and fifth years, respectively. The results showed that the longer the career duration, the lower the turnover rates. According to the factors influencing nurse turnover, both nurses' (i.e., sex and career duration) and hospitals' (i.e., hospital setting, type, ownership, and nurse staffing level) characteristics were statistically significant.
It should be noted that the turnover rate of nurses with less than three year of career duration and of those with less than one year has been shown to be quite high. Therefore, target populations for acute care hospital nurse turnover should be expanded from new graduate nurses to experienced nurses with less than 3 years of career. Further studies are required to examine the causes of high turnover rates in hospitals that are small and/or have low nurse staffing levels.
本研究旨在探讨韩国急症护理医院护士的离职率，并确定影响其离职的因素。
本研究本质上是回顾性的。护士队列数据来自韩国健康保险审查评估服务机构的医院状况数据。观察期为2012年1月1日至2016年12月31日，共分析了96,158名护士的数据。自变量包括护士的年龄、性别以及医院的环境、类型、所有权和护士配备水平。采用Kaplan-Meier分析来估计生存曲线，并使用Cox比例风险回归分析影响离职的因素。
所有护士在第一、第二、第三、第四和第五年的累积离职概率分别为0.17、0.29、0.38、0.45和0.50。结果表明，职业生涯持续时间越长，离职率越低。根据影响护士离职的因素，护士的特征（即性别和职业生涯持续时间）以及医院的特征（即医院环境、类型、所有权和护士配备水平）在统计学上均具有显著性。
应当注意的是，职业生涯持续时间不足三年以及不足一年的护士离职率相当高。因此，急症护理医院护士离职的目标人群应从新毕业护士扩大到职业生涯不足3年的经验丰富的护士。需要进一步研究来探讨小型医院和/或护士配备水平较低的医院离职率高的原因。
