School of Nursing, National Taiwan University, Taipei, Taiwan.
Department of Industrial and Business Management, Chang Gung University, Taoyuan City, Taiwan.
J Adv Nurs. 2023 Dec;79(12):4756-4766. doi: 10.1111/jan.15737. Epub 2023 Jun 18.
To examine how nurses' self-efficacy impacts professional engagement (professional opportunities exploration and workplace improvement participation), nurses' turnover intention and further on actual turnover.
The problem of nursing shortage has become a common global issue. Nurses' self-efficacy could reduce nurses' turnover intention. However, whether professional engagement could connect nurses' self-efficacy and their actual turnover remains unknown.
This study adopts a three-wave follow-up design.
This study uses proportionate random sampling to survey nurses in a large medical centre in Taiwan. Totally, 417 participants were enrolled from December 2021 to January 2022 (first wave) and followed up from February 2022 to March 2022 (second wave). The data of nurses' actual turnover (or not) were traced in May 2022 (third wave). STROBE statement was chosen as the EQUATOR checklist.
Self-efficacy was positively linked to outcome expectation, which is positively linked to professional opportunities exploration. Self-efficacy was positively linked to career interest and workplace improvement participation. Professional engagement was negatively linked to nurses' intention to leave the target hospital, which was positively linked to actual turnover.
This study uniquely finds that professional engagement is the key to the mechanism underlying the influence of nurse' self-efficacy on their actual turnover.
Our findings impact nursing management that professional engagement is as well important as nurses' self-efficacy, with an aim to maintain the professional nursing workforce.
Nurses complete the questionnaires, return them to the investigators and permit investigators to check their personnel data.
探讨护士自我效能感如何影响专业投入（专业机会探索和参与工作场所改进）、护士离职意愿，以及进一步对实际离职的影响。
护士短缺问题已成为一个普遍的全球问题。护士自我效能感可以降低护士的离职意愿。然而，专业投入是否可以将护士的自我效能感与其实际离职联系起来尚不清楚。
本研究采用三波随访设计。
本研究采用比例随机抽样的方法，对台湾一家大型医疗机构的护士进行调查。共招募了 417 名参与者，他们于 2021 年 12 月至 2022 年 1 月（第一波）参加调查，并于 2022 年 2 月至 3 月（第二波）进行随访。2022 年 5 月（第三波）追踪了护士的实际离职（或未离职）数据。本研究选择 STROBE 声明作为 EQUATOR 清单。
自我效能感与结果预期呈正相关，结果预期与专业机会探索呈正相关。自我效能感与职业兴趣和参与工作场所改进呈正相关。专业投入与护士离开目标医院的意愿呈负相关，而离职意愿与实际离职呈正相关。
本研究独特地发现，专业投入是护士自我效能感对其实际离职影响的机制的关键。
我们的研究结果对护理管理具有重要影响，即专业投入与护士自我效能感同样重要，旨在维持专业护理人员队伍。
护士填写问卷，交还给调查人员，并允许调查人员查阅他们的人员数据。
