Assistant Professor, College of Nursing, Research Institute of Nursing Science, Jeonbuk National University, Jeonju, South Korea.
Professor, College of Nursing, Research Institute of Nursing Science, Seoul National University, Seoul, South Korea.
Int Nurs Rev. 2023 Sep;70(3):338-344. doi: 10.1111/inr.12799. Epub 2022 Aug 29.
To examine newly licensed nurses' retention in their first job and factors related to their turnover.
Newly licensed nurses have a high turnover rate within three years of entering their first job.
The factors affecting newly licensed nurses' turnover should be identified and prevented.
This longitudinal study tracked newly licensed nurses for three years. Data were collected online, and nurses could participate four times in the survey. The Kaplan-Meier method was used to estimate survival curves and to present nurses' retention. Cox proportional hazards regression model was used to analyze factors related to turnover.
The estimated survival probabilities in nurses' first job at one, two, and three years were 0.927, 0.778, and 0.686, respectively. Nurses who reported turnover intention within one year in the first survey had significantly lower survival probabilities than those who did not have turnover intention. Turnover was more likely among male nurses. Turnover intention was associated with a significant increased likelihood of nurses leaving their first job.
More than one third of newly licensed nurses left their first job within three years of employment. To reduce nurses' turnover, it is necessary to understand and manage turnover intention in advance. Specific steps should be taken to address male nurses' turnover.
Turnover intention was the most powerful predictor of turnover. Further research should investigate reasons for turnover intention at the beginning of employment, and strategies to prevent turnover should be developed before nurses enter the workforce.
Newly licensed nurses with turnover intention at the beginning of their career should receive particular attention, and wellness programs should be prepared to promote retention.
考察新获得执照的护士在第一份工作中的保留率以及与离职相关的因素。
新获得执照的护士在入职后的三年内离职率较高。
应确定并预防影响新获得执照护士离职的因素。
本纵向研究对新获得执照的护士进行了为期三年的跟踪。数据通过在线收集，护士可以在调查中参与四次。采用 Kaplan-Meier 方法估计生存曲线并呈现护士保留率。采用 Cox 比例风险回归模型分析与离职相关的因素。
护士在第一份工作中的第一年、第二年和第三年的估计生存率分别为 0.927、0.778 和 0.686。在第一次调查中报告一年内离职意向的护士的生存率明显低于没有离职意向的护士。男性护士的离职可能性更高。离职意向与护士离开第一份工作的可能性显著增加相关。
超过三分之一的新获得执照的护士在入职三年内离开第一份工作。为了降低护士的离职率，有必要提前了解和管理离职意向。应采取具体措施解决男性护士的离职问题。
离职意向是离职的最强预测因素。进一步的研究应调查入职初期离职意向的原因，并在护士进入劳动力市场之前制定预防离职的策略。
在职业生涯开始时就有离职意向的新获得执照的护士应受到特别关注，应准备好健康计划以促进保留。
