Fu Hangyu, Geng Ye, Zheng Xutong, Wang Aiping
Department of Nephrology, The First Hospital of China Medical University, Shenyang, China.
Department of Public Service, The First Hospital of China Medical University, No.155, Nanjing North Street, Heping District, Shenyang, Liaoning Province, China.
BMC Nurs. 2025 May 26;24(1):587. doi: 10.1186/s12912-025-03223-5.
Hemodialysis (HD) nurses are facing significant physiological and psychological pressures. These pressures increase their risk of resignation. This study explored the impact of work-family support, work engagement, and career success on the turnover intention of HD nurses.
The study based on the Job Demands-Resources (JD-R) model. As a job resource, work-family support can mitigate the negative impact of high job demands. Work-family support also promotes positive outcomes, such as enhancing work engagement and career success. Work engagement further contributes to career success, which in turn reduces turnover intention.This was a cross-sectional study. In July 2024, a total of 397 nurses were recruited from 50 dialysis centers in Liaoning Province, using convenience sampling. They were investigated by Work-Family Support Scale, Work Engagement Scale, Career Success Scale and Intention of Quitting Scale. A total of 308 valid questionnaires were analyzed. The valid response rate was 77.78%. HD nurses' turnover intention score was (12.31 ± 3.65). The turnover intention of nurses in the northeast region of China was relatively optimistic. Work-family support had significant predictive effect on turnover intention (β= -0.664, P < 0.05), and it had negative predictive effect. Moreover, after adding mediator variables, work engagement and career success, work-family support still significantly predicted turnover intention (β = -0.368, P < 0.05); work engagement had significant negative predictive effect on turnover intention (β = -0.067, P < 0.05); career success had significant negative predictive effect on turnover intention (β = -0.288, P < 0.05).
Work-family support can not only directly affect the turnover intention of HD nurses, but also indirectly affect the turnover intention through work engagement and career success. Nursing managers should embrace family-supportive leadership behaviors and adopt a transformational leadership style. By fostering work engagement and advancing career success, they can effectively reduce turnover intention among HD nurses.
血液透析（HD）护士面临着巨大的生理和心理压力。这些压力增加了他们辞职的风险。本研究探讨了工作-家庭支持、工作投入和职业成就对HD护士离职意愿的影响。
本研究基于工作需求-资源（JD-R）模型。作为一种工作资源，工作-家庭支持可以减轻高工作需求的负面影响。工作-家庭支持还能促进积极的结果，如增强工作投入和职业成就。工作投入进一步有助于职业成就，进而降低离职意愿。这是一项横断面研究。2024年7月，采用便利抽样法从辽宁省50个透析中心共招募了397名护士。使用工作-家庭支持量表、工作投入量表、职业成就量表和离职意愿量表对他们进行调查。共分析了308份有效问卷。有效回复率为77.78%。HD护士的离职意愿得分为（12.31±3.65）。中国东北地区护士的离职意愿相对乐观。工作-家庭支持对离职意愿有显著的预测作用（β=-0.664，P<0.05），且具有负向预测作用。此外，在加入中介变量工作投入和职业成就后，工作-家庭支持仍能显著预测离职意愿（β=-0.368，P<0.05）；工作投入对离职意愿有显著的负向预测作用（β=-0.067，P<0.05）；职业成就对离职意愿有显著的负向预测作用（β=-0.288，P<0.05）。
工作-家庭支持不仅能直接影响HD护士的离职意愿，还能通过工作投入和职业成就间接影响离职意愿。护理管理者应采用支持家庭的领导行为，采用变革型领导风格。通过促进工作投入和推动职业成就，他们可以有效降低HD护士的离职意愿。
