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中国综合医院护士离职意愿及相关因素的横断面研究。

Nurses' turnover intention and associated factors in general hospitals in China: A cross-sectional study.

机构信息

School of Public Health, Jilin University, Changchun, China.

Department of Nursing, Chinese Academy of Medical Sciences & Peking Union Medical College, Peking Union Medical College Hospital, Beijing, China.

出版信息

J Nurs Manag. 2021 Sep;29(6):1613-1622. doi: 10.1111/jonm.13295. Epub 2021 Mar 22.

DOI:10.1111/jonm.13295
PMID:33639014
Abstract

AIM

To measure nurses' turnover intention and identify associated factors in general hospitals in China.

BACKGROUND

Understanding nurses' turnover intention is important to retain nurses, but factors associated with turnover intention require elucidation.

METHOD

A cross-sectional survey was conducted across 23 hospitals in China to investigate nurses' (N = 12,291) turnover intention and its associated factors. Associated factors were explored by univariate and multilevel multiple logistic regression analysis.

RESULTS

The mean total score for nurses' turnover intention was 13.97 ± 3.63. High proactive personality score, a seriously ill family member, experience of negative workplace events, high work pressure and high work-family conflict increased the risk for turnover intention. A low turnover intention was associated with being a non-local resident nurse, position title, high salary level, good person-organisation fit and person-group fit, and high family-work facilitation.

CONCLUSION

Nurses with a proactive personality, heavy family care burden, experience of negative workplace events, no position title and a low salary may merit special consideration.

IMPLICATIONS FOR NURSING MANAGEMENT

Nurses' personality traits should be further focused on, and it is important to build a nurse-oriented organisation atmosphere, including protecting nurses from workplace violence, establishing friendly relationships with their families and expanding career paths.

摘要

目的

测量中国综合医院护士离职意愿并识别相关因素。

背景

了解护士离职意愿对于留住护士很重要,但需要阐明与离职意愿相关的因素。

方法

在中国 23 家医院进行横断面调查,调查护士(N=12291)的离职意愿及其相关因素。通过单因素和多层次多逻辑回归分析探讨相关因素。

结果

护士离职意愿总分为 13.97±3.63。高主动性人格得分、有重病家属、经历负面工作场所事件、工作压力大、工作家庭冲突大,增加离职意愿的风险。低离职意愿与非本地户籍护士、职位头衔、高薪酬水平、良好的人与组织适配度和人与群体适配度以及高家庭-工作促进度有关。

结论

具有积极人格特质、家庭负担重、经历过负面工作场所事件、无职位头衔和低薪酬的护士可能需要特别关注。

对护理管理的启示

应进一步关注护士的个性特征,营造以护士为导向的组织氛围非常重要,包括保护护士免受工作场所暴力、与护士家属建立友好关系以及拓展职业发展道路。

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