中日新护士离职意愿及相关因素研究：关注护理实践环境和职业倦怠。
New Nurse Turnover Intention and Related Factors in Japan and China: Focusing on Nursing Practice Environment and Burnout.
机构信息
MS, RN, Doctoral Student, Department of Health Promotion Nursing, Graduate School of Nursing, Chiba University, Chiba, Japan.
MS, RN, Professor, Department of Nursing, Ibaraki Prefectural University of Health Sciences, Ibaraki, Japan.
出版信息
J Nurs Res. 2024 Oct 1;32(5):e346. doi: 10.1097/jnr.0000000000000636.
BACKGROUND
With rapidly declining birth rates and aging populations worldwide, the demand for nursing care has increased in recent years. High turnover, an important cause of nurse staffing shortages, directly affects the quality of nursing care. However, no comparison studies on turnover intention in East Asia have been published.
PURPOSE
The purpose of this study was to clarify the relationships among turnover intention, the work environment, and related factors among new nurses in Japan and China.
METHODS
A self-administered questionnaire survey was used to collect data from nurses employed for < 2 years. This questionnaire included participant characteristics, assessment of desire to become a nurse at the start of employment, current turnover intention, the Practice Environment Scale of the Nursing Work Index, and the Maslach Burnout Inventory-Human Services Survey. The relationship between current turnover intention and, respectively, number of hospital beds, strength of desire to become a nurse at the start of employment, level of participation in hospital affairs, emotional exhaustion (EE), personal achievement, and demographic variables was assessed.
RESULTS
The number of nurses who intended to leave the hospital was higher in Japan (74.1%) than in China (42.4%). However, of those expressing intention to leave, 46.6% of the nurses in China and only 5.0% of those in Japan indicated intention to quit the nursing profession altogether. In Japan, collegial nurse-physician relations and EE were related to turnover intention, whereas in China, number of hospital beds, strength of desire to become a nurse at the start of employment, participation in hospital affairs, EE, and personal achievement were all related to turnover intention.
CONCLUSIONS
To enhance retention and reduce turnover intention among nurses, the strength of desire to become a nurse in China and the nurse-physician relationship and EE in Japan should be taken into particular consideration when designing retention strategies and nurse education programs.
背景
随着全球出生率下降和人口老龄化，近年来对护理服务的需求有所增加。高离职率是护士人手短缺的一个重要原因，直接影响护理服务质量。然而，目前尚未发表东亚地区关于离职意向的比较研究。
目的
本研究旨在阐明日本和中国新护士离职意向、工作环境和相关因素之间的关系。
方法
采用自填式问卷对工作不满 2 年的护士进行调查。问卷包括护士特征、入职时成为护士的意愿、当前离职意向、护理工作环境量表-护理指数和 Maslach 职业倦怠量表-人力服务调查版。评估当前离职意向与医院床位数、入职时成为护士的意愿强度、参与医院事务的程度、情绪耗竭、个人成就感和人口统计学变量之间的关系。
结果
日本（74.1%）有离职意愿的护士人数高于中国（42.4%）。然而，在中国，有离职意向的护士中，46.6%表示打算离开护理行业，而在日本，仅有 5.0%的护士有此打算。在日本，护士与医师的关系和情绪耗竭与离职意向有关，而在中国，医院床位数、入职时成为护士的意愿强度、参与医院事务的程度、情绪耗竭、个人成就感与离职意向均有关。
结论
为了提高护士的留职率和降低离职意向，在中国应关注护士入职时成为护士的意愿强度，在日本应关注护士与医师的关系和情绪耗竭，在设计留职策略和护士教育项目时应将这些因素纳入考虑。
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