College of Nursing, Graduate Program in System Health Science and Engineering, Ewha Womans University, Seoul, Korea.
College of Nursing, Ewha Research Institute of Nursing Science, Ewha Womans University, Seoul, Korea.
J Nurs Manag. 2021 Oct;29(7):2102-2114. doi: 10.1111/jonm.13347. Epub 2021 May 11.
To examine the factors affecting actual turnover among nurses working in hospitals using the Brewer-Kovner synthesis model.
To increase retention of nurses, it is important to understand factors contributing to actual turnover among nurses.
A longitudinal study design was utilized with 2,633 of 20,613 eligible female hospital nurses who participated in Korea Nurses' Health Study. We created two age groups: a younger group (20-35 years) and an older group (36-49 years). Multivariate logistic regression was used to identify the factors influencing turnover by age group.
Pregnancy and childbirth increased young nurses' turnover. When we excluded intent to leave, depression and burnout were significant factors affecting young nurses' turnover. Salary and hospital size were factors predicting nurse turnover among nurses older than 36 years.
It is essential to develop prevention strategies of female nurse turnover based on the age group in Korea.
Nurse managers and health care institutes need to develop new managerial and policy strategies to reduce nurse turnover in each age group.
运用 Brewer-Kovner 综合模型，考察医院护士实际离职率的影响因素。
为了提高护士的留职率，了解导致护士实际离职的因素非常重要。
本研究采用纵向研究设计，对韩国护士健康研究中符合条件的 20613 名女性医院护士中的 2633 名护士进行了调查。我们将护士分为两个年龄组：年轻组（20-35 岁）和年长组（36-49 岁）。采用多变量逻辑回归分析方法，按年龄组分析影响离职的因素。
妊娠和分娩增加了年轻护士的离职率。当排除离职意愿时，抑郁和倦怠是影响年轻护士离职的重要因素。薪酬和医院规模是预测 36 岁以上护士离职的因素。
针对韩国不同年龄组的护士，制定女性护士离职预防策略至关重要。
护理管理者和医疗机构需要制定新的管理和政策策略，以减少各年龄组护士的离职率。
