Takeda Shinya, Fukuzaki Toshiki
Department of Clinical Psychology, Tottori University Graduate School of Medical Sciences, Yonago, Japan.
BMC Nurs. 2024 Dec 18;23(1):914. doi: 10.1186/s12912-024-02520-9.
This study aimed to investigate the relationship between workplace interpersonal relationships, psychological distress, and turnover intentions among care workers working in older adult care facilities.
An anonymous online survey among 811 care workers in Tottori Prefecture, Japan, was conducted between November and December 2023. The data were collected using the Workplace Interpersonal Problems Scale for care workers (WIPS), the K6 scale to assess psychological distress, the Turnover Intention Scale and basic attributes. Responses were obtained from 254 participants with a response rate of 31.3%. The low response rate suggests that selection bias may have affected the results of this study.
The results of the mediation analysis for the WIPS subscale which was adjusted for basic attributes show that the direct effects of insufficient communication and a sense of unfair workload were stronger than the mediating effects of psychological distress (Insufficient communication: direct effect: β = 0.319 [95% CI = 0.192, 0.459]; mediation effect: β = 0.194 [95% CI = 0.105, 0.285]), sense of unfair workload: direct effect: β = 0.314 [95% CI = 0.187, 0.443]; mediation effect: β = 0.190 [95% CI = 0.113, 0.268]). In these other four WIPS subscales, psychological distress was partially mediated (bullying: direct effect: β = 0.207 [95% CI = 0.091, 0.322]; mediation effect: β = 0.204 [95% CI = 0.135, 0.290], different attitudes to care work: direct effect: β = 0.278 [95% CI = 0.140, 0.401]; mediation effect: β = 0.204 [95% CI = 0.128, 0.293], difficulty in guidance for subordinates/new staff: direct effect: β = 0.207 [95% CI = 0.072, 0.329]; mediation effect: β = 0.219[95% CI = 0.141, 0.313], labeling: direct effect: β = 0.198 [95% CI = 0.073, 0.330]; mediation effect: β = 0.211 [95% CI = 0.143, 0.287]).
This study revealed that some workplace interpersonal problems have a stronger direct effect on turnover intentions, whereas others have a stronger mediating effect on turnover intentions through psychological distress. Workplace interpersonal problems are predictors of turnover intentions among care workers working in elderly care facilities, and different workplace interpersonal problems may be targeted for intervention to reduce turnover intentions.
本研究旨在调查老年护理机构护理人员的工作场所人际关系、心理困扰与离职意愿之间的关系。
2023年11月至12月期间，对日本鸟取县的811名护理人员进行了匿名在线调查。使用护理人员工作场所人际关系问题量表（WIPS）、评估心理困扰的K6量表、离职意愿量表和基本属性收集数据。共获得254名参与者的回复，回复率为31.3%。低回复率表明选择偏差可能影响了本研究的结果。
对经基本属性调整后的WIPS子量表进行中介分析的结果显示，沟通不足和不公平工作量感的直接效应强于心理困扰的中介效应（沟通不足：直接效应：β = 0.319 [95%置信区间 = 0.192, 0.459]；中介效应：β = 0.194 [95%置信区间 = 0.105, 0.285]），不公平工作量感：直接效应：β = 0.314 [95%置信区间 = 0.187, 0.443]；中介效应：β = 0.190 [95%置信区间 = 0.113, 0.268]）。在其他四个WIPS子量表中，心理困扰起到了部分中介作用（欺凌：直接效应：β = 0.207 [95%置信区间 = 0.091, 0.322]；中介效应：β = 0.204 [95%置信区间 = 0.135, 0.290]，对护理工作的不同态度：直接效应：β = 0.278 [95%置信区间 = 0.140, 对下属/新员工指导困难：直接效应：β = 0.207 [95%置信区间 = 0.072, 0.329]；中介效应：β = 0.219[95%置信区间 = 0.141, 0.313]，贴标签：直接效应：β = 0.198 [95%置信区间 = 0.073, 0.330]；中介效应：β = 0.211 [95%置信区间 = 0.143, 0.287]）。
本研究表明，一些工作场所人际关系问题对离职意愿的直接影响更强，而另一些则通过心理困扰对离职意愿产生更强的中介效应。工作场所人际关系问题是老年护理机构护理人员离职意愿的预测因素，针对不同的工作场所人际关系问题进行干预可能有助于降低离职意愿。
