Ding Jinliang, Wu Yufang
School of Humanities and Teacher Education, Wuyi University, Wuyishan, 354300, China.
School of Psychology, Fujian Normal University, Fuzhou, 350000, China.
BMC Nurs. 2023 Jun 27;22(1):221. doi: 10.1186/s12912-023-01357-y.
Turnover intention occurs frequently in nurses and psychological empowerment has been shown to be major factors that influence turnover intention. However, little is known about the driving force behind turnover intention among nurses in China during the COVID-19 pandemic.
To investigate the mediating role of job satisfaction and emotional exhaustion on the association between psychological empowerment and turnover intention among Chinese nurses during the COVID-19 pandemic.
A cross-sectional design was conducted in China. A total of 507 nurses completed scales of psychological empowerment, job satisfaction, emotional exhaustion and turnover intention anonymously. Descriptive analysis, Pearson's correlation analysis in SPSS 23.0 and structural equation modeling (SEM) by Mplus 7.4 RESULTS: Psychological empowerment had a significantly effect on turnover intention through three significantly indirect pathways: (1) through job satisfaction (B = -0.14, SE = .03, 95% CI = [-.19, -.09]). (2) through emotional exhaustion (B = -0.07, SE = .02, 95% CI = [-.11, -.03]). (3) through the chain mediating effect of "job satisfaction → emotional exhaustion" (B = -0.12, SE = .02, 95% CI = [-.16, -.09]).
Intervention measures to reduce the incidence of turnover intention of nurses should include the evaluations of work demands and emotional exhaustion of nurses and organization's management strategies to promote their psychological empowerment and job satisfaction.
护士离职意愿频繁出现，心理赋能已被证明是影响离职意愿的主要因素。然而，在新冠疫情期间，中国护士离职意愿背后的驱动力却鲜为人知。
探讨工作满意度和情绪耗竭在新冠疫情期间中国护士心理赋能与离职意愿之间关系中的中介作用。
在中国进行了一项横断面设计。共有507名护士匿名完成了心理赋能、工作满意度、情绪耗竭和离职意愿量表。使用SPSS 23.0进行描述性分析、Pearson相关性分析，并通过Mplus 7.4进行结构方程建模（SEM）。结果：心理赋能通过三条显著的间接途径对离职意愿产生显著影响：（1）通过工作满意度（B = -0.14，SE = 0.03，95%CI = [-0.19，-0.09]）。（2）通过情绪耗竭（B = -0.07，SE = 0.02，95%CI = [-0.11，-0.03]）。（3）通过“工作满意度→情绪耗竭”的链式中介效应（B = -0.12，SE = 0.02，95%CI = [-0.16，-0.09]）。
降低护士离职意愿发生率的干预措施应包括评估护士的工作需求和情绪耗竭，以及组织促进护士心理赋能和工作满意度的管理策略。
