The Second Hospital of Hebei Medical University, Shijiazhuang, Hebei, China.
Department of Nursing, The Fourth Hospital of Hebei Medical University, Shijiazhuang, Hebei, China.
Nurs Open. 2024 Sep;11(9):e2231. doi: 10.1002/nop2.2231.
This study analysed and summarized the correlation between various indicators of ICU nurses' personal lives, hospital work situation, social opinion, psychological assessment, and their intention to resign.
A descriptive quantitative study.
This study was a multicentre questionnaire on factors influencing intensive care unit (ICU) nurses' intention to resign. This study was completed through the Critical Care E Institute (CCEI) and China Calm Therapy Research Group Academic Organization (CNCSG) by contacting ICU nurses in three hospitals in 34 provinces in China. The questionnaire was in the form of a cell phone WeChat scan code. The survey included 22 indicators, including basic information about nurses (marital and child status, personal income, etc.), hospital work (weekly working hours, night shift, hospital environment, etc.), and psychological symptoms.
A total of 1904 nurses were included in this study. Among them, 1060 (55.67%) had the intention to resign. In this study, among the 22 indicators involved, 16 factors, including hospital work hours, job title, satisfaction with current income, having children, and evaluation of the hospital, significantly impact nurses' intentions to resign (all p < 0.05). Logistic regression analysis showed that six indicators influenced nurses' choice of resignation intention (all p < 0.05), including hospital work time, professional title, income satisfaction, hospital work pride, satisfaction of nurses with the compassion and care given to them by their hospitals, and career vision score. The ROC curve showed that all six indicators were <0.70, but the model receiver operating characteristic (ROC) curve constructed for the indicators was 0.756. In China, increasing the income of ICU nurses, fostering pride in hospital work, reducing working hours, ensuring smooth promotion processes, and enhancing career prospects can all decrease their likelihood of choosing to resign. Absorbing practical nursing management and work experience from other countries will help decrease the intention to resign within this group.
No patient or public contribution.
本研究分析和总结了 ICU 护士个人生活、医院工作状况、社会意见、心理评估等各项指标与离职意向的相关性。
描述性定量研究。
本研究是一项关于影响重症监护病房（ICU）护士离职意向因素的多中心问卷调查。该研究由中国冷静疗法研究组学术组织（CNCSG）和重症监护电子研究所（CCEI）合作完成，通过联系中国 34 个省的 3 家医院的 ICU 护士进行。问卷采用手机微信扫描码形式，调查内容包括护士基本信息（婚姻及子女状况、个人收入等）、医院工作（每周工作时间、夜班、医院环境等）和心理症状 22 项指标。
本研究共纳入 1904 名护士。其中，1060 名（55.67%）有离职意向。在本研究中，22 项指标涉及的 16 个因素，包括医院工作时间、职称、对当前收入的满意度、子女情况、对医院的评价等，对护士离职意向有显著影响（均 P<0.05）。Logistic 回归分析显示，有 6 个指标影响护士的离职意向选择（均 P<0.05），包括医院工作时间、职称、收入满意度、医院工作自豪感、护士对医院给予的同情和关怀的满意度、职业前景评分。ROC 曲线显示，这 6 个指标均<0.70，但为这些指标构建的模型接收者操作特征（ROC）曲线为 0.756。在中国，增加 ICU 护士的收入、培养对医院工作的自豪感、减少工作时间、确保晋升过程顺利、增强职业前景，都可以降低他们选择离职的可能性。借鉴其他国家的实际护理管理和工作经验，也有助于降低该群体的离职意向。
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