Xiao Julan, Liu Lili, Peng Yueming, Lyu Xia, Xing Chunfeng, Tao Yanling, Zhu Shening, Mai Aihuan, Liang Lijun, Hu Hongying, Fan Yi, Peng Weisi, Xie Haishan, Ren Jun, Luo Weixiang
Department of Thoracic Surgery, Shenzhen People's Hospital (The Second Clinical Medical College, Jinan University; The First Affiliated Hospital, Southern University of Science and Technology), Shenzhen, 518020, Guangdong, China.
School of physical education, Yunnan Minzu University, Kunming, 650504, Yunnan, China.
BMC Nurs. 2025 Feb 25;24(1):211. doi: 10.1186/s12912-025-02851-1.
The COVID-19 pandemic has posed unprecedented challenges to the nursing profession, exacerbating occupational stress, attrition rates, and staffing shortages. Although prior studies have examined factors influencing nursing turnover intention, no research has compared turnover intention among Chinese hospital nurses during the full liberalization of COVID-19 and the postpandemic era. The aim of this study was to investigate the prevalence and associated factors of turnover intention during these two critical periods.
A 2-wave multicentre cross-sectional online survey was conducted in 25 hospitals in Guangdong, China. Data were collected during the full liberalization of COVID-19 (T1: 27 December 2022 to 7 January 2023, N = 1,766) and the postpandemic era (T2: 11 May to 23 May 2023, N = 2,643). A structured questionnaire was used to assess sociodemographic and work-related factors, such as perceived stress (10-item Perceived Stress Scale), depression (9-item Patient Health Questionnaire), anxiety (7-item Generalized Anxiety Disorder), insomnia (Insomnia Severity Index), intolerance of uncertainty (Intolerance of Uncertainty Scale), life satisfaction (Satisfaction with Life Scale), and turnover intention (Turnover Intention Scale). Statistical analyses, including descriptive statistics, chi-square tests, Pearson correlation, binary and multiple logistic regression, and hierarchical regression, were performed using SPSS 26.0.
The prevalence rates of turnover intention were 73.33% and 72.34% at T1 and T2, respectively. Dissatisfaction with nursing work (aOR: 2.393-8.659, Ps < 0.001), lack of interest in nursing (aOR: 2.713-3.077, Ps < 0.001) and depression (aOR: 1.437-2.113, Ps < 0.05) were associated with an increased risk of turnover intention. In addition, life satisfaction (aOR: 0.282-0.687, Ps < 0.05) was associated with a reduced risk of turnover intention.
Turnover intention among hospital nurses remained alarmingly high during both the full liberalization of COVID-19 and the postpandemic era. Dissatisfaction with work, lack of interest in nursing, and depression were significant risk factors, whereas life satisfaction served as a protective factor. Early identification of turnover intention and targeted interventions are essential to address these challenges and improve nurse retention during and after public health crises.
Not applicable.
新冠疫情给护理行业带来了前所未有的挑战，加剧了职业压力、人员流失率和人员短缺问题。尽管先前的研究已经考察了影响护士离职意愿的因素，但尚无研究比较新冠疫情全面放开期间和疫情后时代中国医院护士的离职意愿。本研究的目的是调查这两个关键时期离职意愿的患病率及其相关因素。
在中国广东的25家医院进行了一项两阶段的多中心横断面在线调查。在新冠疫情全面放开期间（T1：2022年12月27日至2023年1月7日，N = 1766）和疫情后时代（T2：2023年5月11日至5月23日，N = 2643）收集数据。使用结构化问卷评估社会人口学和工作相关因素，如感知压力（10项感知压力量表）、抑郁（9项患者健康问卷）、焦虑（7项广泛性焦虑障碍量表）、失眠（失眠严重程度指数）、对不确定性的不耐受（不确定性不耐受量表）、生活满意度（生活满意度量表）和离职意愿（离职意愿量表）。使用SPSS 26.0进行统计分析，包括描述性统计、卡方检验、Pearson相关性分析、二元和多元逻辑回归以及分层回归。
T1和T2时期的离职意愿患病率分别为73.33%和72.34%。对护理工作的不满（调整后比值比：2.393 - 8.659，P < 0.001）、对护理缺乏兴趣（调整后比值比：2.713 - 3.077，P < 0.001）和抑郁（调整后比值比：1.437 - 2.113，P < 0.05）与离职意愿风险增加相关。此外，生活满意度（调整后比值比：0.282 - 0.687，P < 0.05）与离职意愿风险降低相关。
在新冠疫情全面放开期间和疫情后时代，医院护士的离职意愿仍然高得惊人。对工作的不满、对护理缺乏兴趣和抑郁是重要的风险因素，而生活满意度是一个保护因素。早期识别离职意愿并进行有针对性 的干预对于应对这些挑战以及在公共卫生危机期间和之后提高护士留用率至关重要。
不适用。
