参与因素对护士离职意愿的影响。
Impact of engagement factors on nurses' intention to leave hospital employment.
机构信息
St. Joseph Hospital, Orange, CA, USA.
Claremont Graduate University, Claremont, CA, USA.
出版信息
J Nurs Manag. 2021 Sep;29(6):1554-1564. doi: 10.1111/jonm.13287. Epub 2021 Mar 4.
AIM
To determine the impact of workforce engagement factors on nurses' intention to leave their hospital.
BACKGROUND
Nurse retention is important for safe patient care. It is unknown whether meaning and joy in work, occupational fatigue, job satisfaction and unprofessional behaviour experiences predict hospital nurse turnover intentions.
METHOD
This cross-sectional study involved responses from 747 nurses from two south-western hospitals. Measures included surveys to capture meaning and joy in work, job satisfaction, occupational fatigue and unprofessional behaviour exposure/impact.
RESULTS
Following correlational analyses, manifest variables significantly correlated with related latent factors. In structural equation modelling, greater chronic occupational fatigue was the strongest and meaning and joy at work (negative direction) the next strongest predictor of turnover intention. Although significant, job satisfaction and acute fatigue were weak predictors. Inter-shift recovery did not predict intent to leave.
CONCLUSION
This is the first study to identify Chronic Fatigue and meaning and joy in work as significant predictors of hospital nurse turnover intentions.
IMPLICATIONS FOR NURSING MANAGEMENT
Employing practices that decrease chronic fatigue and increase meaning/joy in work are recommended to improve nurse retention.
目的
确定劳动力投入因素对护士离职意愿的影响。
背景
护士留用对于患者安全护理至关重要。目前尚不清楚工作中的意义和乐趣、职业倦怠、工作满意度和不专业行为体验是否可以预测医院护士的离职意向。
方法
本横断面研究共纳入来自两家西南医院的 747 名护士。研究工具包括旨在评估工作中的意义和乐趣、工作满意度、职业倦怠和不专业行为暴露/影响的调查问卷。
结果
经过相关性分析，显变量与相关潜变量显著相关。在结构方程模型中，慢性职业倦怠是离职意向的最强预测因素（呈负向预测），工作中的意义和乐趣（呈负向预测）次之。尽管具有统计学意义，但工作满意度和急性疲劳是较弱的预测因素。轮班之间的恢复情况并不能预测离职意向。
结论
这是第一项确定慢性疲劳和工作中的意义和乐趣是医院护士离职意向的重要预测因素的研究。
护理管理意义
建议采用减少慢性疲劳和增加工作中的意义/乐趣的实践来提高护士留用率。
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