School of Nursing, Rutgers, The State University of New Jersey, New Brunswick, New Jersey, USA.
Thomas Jefferson University, Philadelphia, Pennsylvania, USA.
Res Nurs Health. 2024 Oct;47(5):573-581. doi: 10.1002/nur.22410. Epub 2024 Jun 28.
To examine the association between demographic characteristics (i.e., gender, race, age, and years of experience), burnout, and nurses' intent to leave their jobs during the first wave of COVID-19 in New Jersey. COVID-19 has exacerbated burnout and intent to leave among acute care nurses. Nonetheless, little is known about demographic factors contributing to nurses' desire to leave their jobs. A cross-sectional survey of actively licensed registered nurses who provided direct patient care in an acute care hospital in New Jersey during COVID-19. Among 2760 nurses, those who reported burnout were 4.78 times more likely to report intent to leave their job within 1 year as compared to nurses who did not report burnout. Black RNs were 2.06 times more likely to report intent to leave as compared to White RNs. Older nurses (aged 40-49) were 36% less likely to report intent to leave as compared to younger nurses (aged 21-29). RNs with 30 years of experience or more were 58% less likely to report intent to leave as compared to RNs with less than 5 years of experience. In addition, Black RNs with 6-12 years of experience were 2.07 times more likely to report intent to leave as compared to White RNs with less than 5 years of experience. Nurses' intent to leave during the first wave of the pandemic was influenced by burnout, race, age, and years of experience. Based on the results of the current study, Black nurses were more likely to report intent to leave their job within 1 year as compared to White RNs. Nurses' intention to leave is one of the most important global issues facing the healthcare system. Findings of the current study demonstrate that burnout, race, age, and years of experience are significant predictors of nurses' intent to leave their jobs. Therefore, organizations should prioritize strategies to reduce burnout and create diverse and inclusive work environments.
为了探讨新泽西州 COVID-19 第一波疫情期间人口统计学特征（即性别、种族、年龄和工作年限）与倦怠和护士离职意愿之间的关系。COVID-19 加剧了急性护理护士的倦怠和离职意愿。尽管如此，对于导致护士离职意愿的人口统计学因素知之甚少。这是一项针对新泽西州一家急性护理医院直接护理患者的在职注册护士的横断面调查。在 2760 名护士中，报告倦怠的护士在 1 年内离职的意愿是未报告倦怠的护士的 4.78 倍。与白人护士相比，黑人护士离职的意愿高出 2.06 倍。与年轻护士（21-29 岁）相比，年龄在 40-49 岁的护士离职的意愿降低了 36%。有 30 年或以上工作经验的注册护士离职的意愿降低了 58%，而工作经验不足 5 年的注册护士离职的意愿降低了 58%。此外，与工作经验不足 5 年的白人护士相比，工作经验 6-12 年的黑人护士离职的意愿高出 2.07 倍。护士在大流行第一波期间离职的意愿受到倦怠、种族、年龄和工作年限的影响。基于当前研究的结果，黑人护士在 1 年内离职的意愿高于白人护士。护士离职的意愿是医疗保健系统面临的最重要的全球性问题之一。本研究的结果表明，倦怠、种族、年龄和工作年限是护士离职意愿的重要预测因素。因此，组织应优先考虑策略来减少倦怠，并创造多样化和包容的工作环境。
