The University of Kansas School of Nursing, Kansas City, KS, United States.
West J Nurs Res. 2022 May;44(5):446-455. doi: 10.1177/0193945921999608. Epub 2021 Mar 20.
There are many studies about nurses' intention to leave their jobs and contributing factors. However, there is a lack of research about generational differences in nurses' intention to leave. This evidence may help with workforce planning and targeting specific generations of nurses with retention interventions. Using the National Database of Nursing Quality Indicators 2018 Annual Registered Nurse Survey, we used descriptive statistics and multivariate logistic regression to examine the prevalence of and reasons for nurses' intention to leave in the next year by generational age group. Our sample included 207,636 hospital nurses from across the United States. We found that 21% of nurses ( = 44,082) reported intention to leave. When comparing generations, there were differences in intention to leave, as well as differences in potentially preventable, career advancement, and personal intention to leave reasons. Workload/staffing was a common reason across generations, indicating that certain interventions may be applicable regardless of generation.
关于护士离职意愿及其影响因素，已有诸多研究。然而，护士离职意愿的代际差异研究却相对较少。该证据可能有助于劳动力规划，并针对特定代际的护士实施留用干预措施。本研究使用 2018 年美国国家护理质量指标数据库注册护士年度调查数据，采用描述性统计和多变量逻辑回归分析，按代际年龄组考察护士在下一年离职的意愿及其原因。我们的样本包括来自美国各地的 207636 名医院护士。结果发现，21%的护士（=44082 人）表示有离职意愿。在比较不同代际时，我们发现离职意愿存在差异，潜在可预防因素、职业发展和个人离职意愿的原因也存在差异。工作量/人员配备是各代际普遍存在的原因，这表明某些干预措施可能适用于所有代际，而与代际无关。
