Baek Gyu Li, Lee EunJu
Research Institute of Nursing Science, Keimyung University, Daegu, South Korea.
College of Nursing, Keimyung University, Daegu, South Korea.
Nurs Health Sci. 2022 Dec;24(4):801-810. doi: 10.1111/nhs.12981. Epub 2022 Sep 12.
The turnover of new nurses is a critical issue that not only causes economic loss to hospitals but also negatively affects the quality of nursing services and patient care. This study examined the impact of workplace bullying, which is an external factor, and resilience, an internal factor, on new nurses' turnover intention. The participants of this study comprised 153 nurses from two tertiary hospitals located in Korea with more than 8 weeks but less than 12 months of work experience. The factors impacting the turnover intention of new nurses in tertiary hospitals were verbal and non-verbal bullying (β = 0.27), tenacity (β = -0.24), not getting placement in the desired department (β = 0.17), and age group (β = 0.12). The regression model was significant (F = 9.23, p<0.001) based on hierarchical regression analysis, and the explanatory power of the model was 29%. It was concluded that reduction of verbal and non-verbal bullying in the workplace, and programs that promote the tenacity of resilience, are necessary to reduce the turnover intention of new nurses in tertiary hospitals.
新护士的流失是一个关键问题，不仅会给医院造成经济损失，还会对护理服务质量和患者护理产生负面影响。本研究探讨了工作场所欺凌这一外部因素以及心理韧性这一内部因素对新护士离职意愿的影响。本研究的参与者包括来自韩国两家三级医院的153名护士，他们的工作经验超过8周但少于12个月。影响三级医院新护士离职意愿的因素包括言语和非言语欺凌（β = 0.27）、坚韧（β = -0.24）、未被分配到理想科室（β = 0.17）和年龄组（β = 0.12）。基于分层回归分析，回归模型具有显著性（F = 9.23，p<0.001），模型的解释力为29%。研究得出结论，减少工作场所的言语和非言语欺凌以及推行促进心理韧性坚韧的项目，对于降低三级医院新护士的离职意愿是必要的。
