School of Health Services Management, Anhui Medical University, Hefei, 230032, China.
The First Affiliated Hospital of Anhui University of Chinese Medicine, Hefei, 230031, China.
BMC Health Serv Res. 2021 Nov 23;21(1):1265. doi: 10.1186/s12913-021-07284-5.
Turnover intention of employees in elderly caring social organizations has a significant impact on elderly care service delivery. This study investigated the associated factors of turnover intention among employees of elderly caring social organizations in Anhui Province, China.
A total of 605 participants were selected using a multi-stage stratified random sampling method. A self-administered questionnaire was used to collect information on socio-demographic, social support, and turnover intention from the participants. The data was analyzed through descriptive statistical analysis, one-way variance analysis, Spearman correlation analysis, and multiple linear regression were used to analyze the factors related to turnover intention.
Results of our study showed that the total score of turnover intention, turnover intention I (possibility of quitting a current job),turnover intention II (motivation to find other jobs) and turnover intention III (obtaining the external possibility of work) were 8.84, 2.32, 2.38, and 4.14, respectively. Social support negatively correlated with turnover intention I and turnover intention II. However, it showed positive correlation with turnover intention III and total turnover intention scores; turnover intentionI (coefficient: - 0.082), turnover intention II (coefficient: - 0.071), turnover intention III (coefficient: 0.19), Total score of turnover intention (coefficient: 0.093). Ethnic group, age, education level, and job satisfaction were associated with turnover intention.
Improvement of social support play an important role in reducing the turnover intention of employees in elderly caring social organizations. It is important to increase organizational commitment and strengthen psychological empowerment, combined with decreasing job burnout for stability.
员工在老年护理社会组织中的离职意愿对老年护理服务的提供有重大影响。本研究调查了中国安徽省老年护理社会组织员工离职意愿的相关因素。
采用多阶段分层随机抽样方法，选取 605 名参与者。采用自填式问卷收集参与者的社会人口统计学、社会支持和离职意愿信息。通过描述性统计分析、单因素方差分析、Spearman 相关分析和多元线性回归分析来分析与离职意愿相关的因素。
研究结果显示，离职意愿总分、离职意愿 I（当前工作离职可能性）、离职意愿 II（寻找其他工作的动机）和离职意愿 III（获得外部工作可能性）分别为 8.84、2.32、2.38 和 4.14。社会支持与离职意愿 I 和离职意愿 II 呈负相关，与离职意愿 III 和离职意愿总分呈正相关；离职意愿 I（系数：-0.082）、离职意愿 II（系数：-0.071）、离职意愿 III（系数：0.19）、离职意愿总分（系数：0.093）。民族、年龄、教育水平和工作满意度与离职意愿相关。
提高社会支持对降低老年护理社会组织员工的离职意愿起着重要作用。增加组织承诺和加强心理授权，同时减少工作倦怠，对稳定员工至关重要。
