Enea Marco, Maniscalco Laura, de Vries Neeltje, Boone Anke, Lavreysen Olivia, Baranski Kamil, Miceli Silvana, Savatteri Alessandra, Mazzucco Walter, Fruscione Santo, Kowalska Malgorzata, de Winter Peter, Szemik Szymon, Godderis Lode, Matranga Domenica
Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, University of Palermo, Palermo, Italy.
Department of Internal Medicine, Spaarne Gasthuis, Hoofddorp, the Netherlands.
Int J Nurs Stud Adv. 2024 Aug 10;7:100232. doi: 10.1016/j.ijnsa.2024.100232. eCollection 2024 Dec.
Multiple factors can fuel nurses' intention to leave their employing hospital or their profession. Job dissatisfaction and burnout are contributors to this decision. Sociodemographic and work context factors can also play a role in explaining nurses' intention to leave.
To investigate the role of sociodemographic and work context factors, including job resources, job demands, job dissatisfaction, depersonalization, and emotional exhaustion, on nurses' intention to leave their hospital or their profession.
Multicentre cross-sectional study.
Eight European hospitals, two per each country, including Belgium, the Netherlands, Italy, and Poland.
From May 16 to September 30, 2022, we collected 1,350 complete responses from nurses working at the selected hospitals (13 % response rate).
The intention to leave was assessed through two 5-Likert scale outcomes, agreeing with the intention to leave the profession and the intention to leave the hospital. Logistic regression models were used for statistical analysis.
At the multivariable analysis, a higher intention to leave the hospital was observed for: younger age, having served on the frontline against COVID-19, lack of quipment, living in the Netherlands, emotional exhaustion, dissatisfaction with work prospects, and dissatisfaction with the use of professional abilities. There was a higher intention to leave the profession for: younger age, living in the Netherlands, having work-related health problems, depersonalization, emotional exhaustion, low possibilities of professional development, dissatisfaction with work prospects, lack of use of professional abilities, overall ob issatisfaction, and dissatisfaction with salary. Nurses living in Italy expressed the lowest intention to leave.
While confirming the role of job dissatisfaction and burnout, we found higher intention to leave for young nurses, nurses with work-related health problems, and caregivers during the COVID-19 pandemic. Dissatisfaction with work prospects, professional development, and salary also increased the intention to leave. We call for educators, managers, and policymakers to address these factors to retain at-risk nursing categories, implementing strategies to mitigate intentions to leave.
多种因素会促使护士产生离开其就职医院或所在行业的意愿。工作不满和职业倦怠是导致这一决定的因素。社会人口统计学和工作环境因素在解释护士离职意愿方面也可能发挥作用。
调查社会人口统计学和工作环境因素，包括工作资源、工作需求、工作不满、去个性化和情感耗竭，对护士离开医院或所在行业意愿的影响。
多中心横断面研究。
八家欧洲医院，每个国家两家，包括比利时、荷兰、意大利和波兰。
2022年5月16日至9月30日，我们从选定医院的护士那里收集了1350份完整回复（回复率为13%）。
通过两个5级李克特量表结果评估离职意愿，即是否同意离开所在行业的意愿和离开医院的意愿。使用逻辑回归模型进行统计分析。
在多变量分析中，观察到以下情况会有更高的离开医院意愿：年龄较小、曾在抗击新冠疫情一线工作、设备短缺、居住在荷兰、情感耗竭、对工作前景不满以及对专业能力运用不满。有更高的离开所在行业意愿的情况包括：年龄较小、居住在荷兰、有与工作相关的健康问题、去个性化、情感耗竭、职业发展可能性低、对工作前景不满、专业能力未得到运用、总体工作不满以及对薪资不满。居住在意大利的护士离职意愿最低。
在确认工作不满和职业倦怠作用的同时，我们发现年轻护士、有与工作相关健康问题的护士以及在新冠疫情期间的护理人员离职意愿更高。对工作前景、职业发展和薪资的不满也增加了离职意愿。我们呼吁教育工作者、管理人员和政策制定者解决这些因素，以留住有离职风险的护士群体，实施减轻离职意愿的策略。
