Hu Guangyu, Wang Zhen, Zhang Chaoran, Xu Jingwen, Shen Ziheng, Peng Lixin, Xu Haibo
School of Management, Xuzhou Medical University, Xuzhou, China.
Medical Affairs Department, Affiliated Stomatological Hospital of Xuzhou Medical University, Xuzhou, Jiangsu, China.
Front Psychiatry. 2025 May 15;16:1550623. doi: 10.3389/fpsyt.2025.1550623. eCollection 2025.
This study aimed to learn the turnover intention of nurses in the workplace and analyze the influencing factors, commonalities, and differences from the perspective of intergenerational differences.
Between 4 September and 5 October 2023, a stratified cluster sampling was conducted among 2299 nurses at 16 tertiary hospitals in Jiangsu Province in China, using the questionnaire composited of General sociodemographic information, Work-Family Conflict Scale, Perceived Social Support Scale, Resilience Scale, and Turnover Intention Scale. SPSS v26.0 was performed to analyze data.
A total of 2112 participants were included. The turnover intention of "Generation X" (born between 1965 and 1980) nurses was lower than that of "Generation Y" (born between 1981 and 1996) and "Generation Z" (born between 1997 and 2012). Work-family conflict was a common influencing factor on the turnover intention of three generations of nurses (P < 0.05). Family-work conflict (β = 0.099, P < 0.001), other support (β = -0.169, P < 0.001), resilience (β = -0.103, P < 0.001), night shifts (β = 0.047, P = 0.033), the number of children (β = -0.054, P = 0.041) and occupational diseases (β = -0.108, P < 0.001) were specific influencing factors of turnover intention among "Generation Y" nurses. Resilience (β= -0.172, P = 0.001) and family support (β = -0.188, P = 0.001) were specific factors of turnover intention in "Generation Z" nurses.
This study reveals the intergenerational differences in the turnover intention of nurses and its influencing factors. The turnover intention of "Generation Y" and "Generation Z" nurses is higher than that of "Generation X", and work-family conflict is the common factor of their turnover intention. It is suggested that hospital managers formulate targeted intervention strategies to reduce turnover intention according to the intergenerational characteristics of nurses.
本研究旨在了解护士在工作场所的离职意愿，并从代际差异的角度分析其影响因素、共性和差异。
2023年9月4日至10月5日，在中国江苏省16家三级医院的2299名护士中进行分层整群抽样，使用由一般社会人口学信息、工作-家庭冲突量表、感知社会支持量表、心理弹性量表和离职意愿量表组成的问卷。采用SPSS v26.0进行数据分析。
共纳入2112名参与者。“X一代”（出生于1965年至1980年之间）护士的离职意愿低于“Y一代”（出生于1981年至1996年之间）和“Z一代”（出生于1997年至2012年之间）。工作-家庭冲突是三代护士离职意愿的共同影响因素（P<0.05）。家庭-工作冲突（β=0.099，P<0.001）、其他支持（β=-0.169，P<0.001）、心理弹性（β=-0.103，P<0.001）、夜班（β=0.047，P=0.033）、子女数量（β=-0.054，P=0.041）和职业病（β=-0.108，P<0.001）是“Y一代”护士离职意愿的特定影响因素。心理弹性（β=-0.172，P=0.001）和家庭支持（β=-0.188，P=0.001）是“Z一代”护士离职意愿的特定因素。
本研究揭示了护士离职意愿及其影响因素的代际差异。“Y一代”和“Z一代”护士的离职意愿高于“X一代”，工作-家庭冲突是他们离职意愿的共同因素。建议医院管理者根据护士的代际特征制定有针对性的干预策略，以降低离职意愿。
