Bingöl Ümran, Bilgin Nurcan, Çetinkaya Aynur, Kutlu Adalet
Izmir Provincial Health Directorate, Health Services Directorate, Project Coordination Unit, İzmir, Turkey.
Nursing/Department of Nursing Management, Manisa Celal Bayar University Faculty of Health Sciences, Manisa, Turkey.
J Adv Nurs. 2025 Feb;81(2):878-886. doi: 10.1111/jan.16287. Epub 2024 Jun 21.
To investigate the variables predicting job stress and intention to leave the job among nurses during the COVID-19 pandemic in Turkey.
This research was designed as an analytical cross-sectional study.
The population of the study consisted of 450 nurses working in a training and research hospital (N = 450). The study sample consisted of 178 nurses who worked in that hospital between February and July 2021. The Nurse Information Form, Job Stress Scale, and Intention to Leave Scale were used as data collection tools. The independent-sample t-test, one-way analysis of variance, and Pearson correlation analysis were applied for univariate analysis while multiple regression analysis was used for multivariate analysis.
It was determined that the main factors predicting nurses' job stress levels were their Intention to Leave Scale scores, level of organizational satisfaction. The main factors predicting intention to leave were their Job Stress Scale scores, working conditions, and job satisfaction. A positive moderate correlation was found between job stress and intention to leave.
This study demostares that among nurses during the COVID-19 pandemic, the predictors of job stress were intention to leave and organizational satisfaction, while the predictors of turnover intention included job stress, working conditions, and job satisfaction. Hospital managers, especially nursing services managers, should develop strategies for extraordinary situations such as pandemics and evaluate the professional satisfaction of nurses while providing a healthy working environment.
No patient or public contributions.
调查土耳其新冠疫情期间预测护士工作压力及离职意愿的变量。
本研究设计为一项分析性横断面研究。
研究总体包括一家培训和研究医院的450名护士（N = 450）。研究样本包括2021年2月至7月在该医院工作的178名护士。使用护士信息表、工作压力量表和离职意愿量表作为数据收集工具。单因素分析采用独立样本t检验、单因素方差分析和Pearson相关分析，多因素分析采用多元回归分析。
确定预测护士工作压力水平的主要因素是他们的离职意愿量表得分、组织满意度水平。预测离职意愿的主要因素是他们的工作压力量表得分、工作条件和工作满意度。工作压力与离职意愿之间存在中度正相关。
本研究表明，在新冠疫情期间的护士中，工作压力的预测因素是离职意愿和组织满意度，而离职意愿的预测因素包括工作压力、工作条件和工作满意度。医院管理者，尤其是护理服务管理者，应制定应对大流行等特殊情况的策略，并在提供健康工作环境的同时评估护士的职业满意度。
无患者或公众贡献。
