Student Research Committee, Department of Occupational Health and Safety Engineering, School of Health, Isfahan University of Medical Sciences, Isfahan, Iran.
Social Determinants of Health Research Center, Shahrekord University of Medical Sciences, Shahrekord, Iran.
BMC Health Serv Res. 2023 Apr 14;23(1):366. doi: 10.1186/s12913-023-09268-z.
Turnover intention among nurses has risen in an alarming rate since the onset of the pandemic. There are various underlying factors to turnover intention. The present study aims to determine the effect of a number of mental factors on nurses' professional-turnover intention through two modulators of stress and resilience over COVID-19 period.
The current cross-sectional study was conducted at three hospitals in Khuzestan Province, southern Iran, during the winter of 2021. To collect the data, given the restrictions in place during COVID-19 period, the web link of electronic self-reported questionnaires (including general health, mental workload, work-family conflict, resilience, job stress, corona fear, and turnover intention) were sent to 350 nurses through e-mail and other social media (WhatsApp and Telegram). Accordingly, they were asked to complete the questionnaire during rest periods within two weeks. Totally, 300 people (85% participation) filled out the questionnaires. Finally, a model was constructed in the Amos software.
The results showed that the four independent parameters of decreasing general health, increasing mental workload, increasing WFCs and fear of COVID-19 can indirectly increase nurses' turnover intention by increasing job stress. Among these variables, the highest indirect effect coefficient on turnover intention was related to the general health parameter (-0.141). The results also demonstrated a negative correlation between job stress and resilience, with lower resilience raising job stress and, consequently, increasing intention to quit the job.
Mental factors affecting turnover intension were identified in this study through path analysis. Therefore, it is recommended that the required resilience-enhancing measures to be taken by hospitals and nursing administrations to reduce psychological pressures caused by mentioned variables with the aim of minimizing job-related stress and fostering nurse retention.
自疫情爆发以来，护士的离职意愿率呈惊人速度上升。离职意愿率的上升有多种潜在因素。本研究旨在通过 COVID-19 期间的两个压力和适应力调节剂，确定许多心理因素对护士职业离职意愿的影响。
本横断面研究于 2021 年冬季在伊朗南部胡齐斯坦省的三家医院进行。为了在 COVID-19 期间的限制下收集数据，通过电子邮件和其他社交媒体（WhatsApp 和 Telegram）向 350 名护士发送了电子自我报告问卷（包括一般健康、心理工作量、工作家庭冲突、适应力、工作压力、对新冠病毒的恐惧和离职意愿）的网络链接。因此，他们被要求在两周内的休息时间内完成问卷。共有 300 人（85%的参与率）填写了问卷。最后，在 Amos 软件中构建了一个模型。
结果表明，一般健康状况下降、心理工作量增加、工作家庭冲突增加和对新冠病毒的恐惧这四个独立参数可以通过增加工作压力间接增加护士的离职意愿。在这些变量中，对离职意愿的间接影响系数最高与一般健康参数有关（-0.141）。结果还表明，工作压力与适应力呈负相关，适应力越低，工作压力越大，离职意愿越高。
通过路径分析，本研究确定了影响离职意愿的心理因素。因此，建议医院和护理管理部门采取必要的增强适应力措施，减轻上述变量带来的心理压力，以最小化与工作相关的压力，留住护士。
