School of Public Health, Jilin University, No.1163 Xinmin Street, Changchun, Jilin province, 130021, China.
Department of Nursing, The First Hospital of Jilin University, Changchun, Jilin province, 130021, China.
BMC Psychol. 2024 Oct 29;12(1):603. doi: 10.1186/s40359-024-02063-3.
Nursing shortage is a global issue. Turnover intention and life satisfaction are significant predictors of turnover. The specific nature of nursing and stressful work schedules lead to impaired professional quality of life (ProQOL), and existing studies have confirmed the effect of a dimension of ProQOL (such as secondary trauma stress, burnout and compassion satisfaction) on turnover intention and life satisfaction. Yet the heterogeneity of ProQOL across individuals is not known. A lack of research on the relationship between potential ProQOL subgroups and turnover intention and life satisfaction, and the mechanisms underlying this relationship remain understudied. The study aimed to determine different ProQOL profiles, and their cross-sectional and longitudinal effects on turnover intention and life satisfaction, while exploring the mediating roles of job satisfaction and work engagement within the relationship.
Data were collected at a tertiary hospital in a northeastern province of China. An online questionnaire was administered twice over the course of six months. 1832 and 900 participates provided cross-sectional and longitudinal data respectively. We used latent profile analysis (LPA) and K-means clustering to identify ProQOL profiles, and used the PROCESS macro program to conduct mediation analysis.
The LPA results supported a 4-profile solution, including balanced protection, good quality, traumatic satisfaction and burnout problem. ProQOL profiles directly predicted nurses' current and subsequent turnover intention and life satisfaction. In addition, job satisfaction and work engagement mediated the effects of ProQOL profiles on turnover intention and life satisfaction in cross-sectional sample, and mediated the effects of ProQOL profiles on turnover intention in longitudinal sample.
The findings suggest that nurses' ProQOL has distinct categorical characteristics and is strongly associated with turnover intention and life satisfaction. Hospital administrators should implement individualized, join management and interventions according to each profile. Furthermore, more attentions should focus on improving nurses' job satisfaction and work engagement levels to promote good work and life outcomes.
护理人员短缺是一个全球性问题。离职意愿和生活满意度是离职的重要预测指标。护理工作的特殊性和紧张的工作时间表导致专业生活质量（ProQOL）受损，现有研究已经证实了 ProQOL 的一个维度（如二次创伤压力、倦怠和同情满足）对离职意愿和生活满意度的影响。然而，个体之间的 ProQOL 异质性尚不清楚。缺乏对潜在 ProQOL 亚组与离职意愿和生活满意度之间关系的研究，以及这种关系背后的机制研究也很少。本研究旨在确定不同的 ProQOL 特征及其对离职意愿和生活满意度的横断面和纵向影响，同时探讨工作满意度和工作投入在这种关系中的中介作用。
数据来自中国东北部某省的一家三级医院。在六个月的时间里，通过在线问卷进行了两次调查。1832 名和 900 名参与者分别提供了横断面和纵向数据。我们使用潜在剖面分析（LPA）和 K-均值聚类来识别 ProQOL 特征，并使用 PROCESS 宏程序进行中介分析。
LPA 结果支持 4 种特征的解决方案，包括平衡保护、良好质量、创伤满足和倦怠问题。ProQOL 特征直接预测护士当前和随后的离职意愿和生活满意度。此外，在横断面样本中，工作满意度和工作投入中介了 ProQOL 特征对离职意愿和生活满意度的影响，而在纵向样本中，工作满意度和工作投入中介了 ProQOL 特征对离职意愿的影响。
研究结果表明，护士的 ProQOL 具有明显的分类特征，与离职意愿和生活满意度密切相关。医院管理者应根据每个特征实施个性化、联合管理和干预措施。此外，应更加关注提高护士的工作满意度和工作投入水平，以促进良好的工作和生活结果。
