Status and influencing factors of young nurses' turnover intentions in ClassⅢ Grade A hospitals of China
10.3760/cma.j.cn115682-20210329-01371
- VernacularTitle:全国三甲医院青年护士离职意愿现状及影响因素分析
- Author:
Haixin ZHAI
1
;
Yanping SHI
;
Chengwei HONG
;
Hongmei ZHANG
Author Information
1. 中国医学科学院北京协和医院整形美容外科病房，北京 100730
- Keywords:
Turnover intention;
Career growth;
Work-family support;
Organizational commitment;
Self-efficacy;
Young nurse
- From:
Chinese Journal of Modern Nursing
2022;28(3):281-288
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To understand the status of young nurses' turnover intentions in the ClassⅢ Grade A hospitals of our country, and explore its influencing factors from personal factors and organizational factors, and so as to provide a reference for reducing the turnover of young nurses and stabilizing the team of young nurses.Methods:This study is a cross-sectional study. From December 2016 to June 2018, stratified sampling and cluster sampling were used to select young nurses from 10 hospitals in 7 administrative regions of China as the research subject. The Intent to Leave Questionnaire, General Information Questionnaire, Career Growth Scale of Nurses, General Self-Efficacy Scale, Work-Family Support Scale and Organizational Commitment Scale were used to understand young nurses' turnover intentions and organizational factors. Logistic regression was used to explore the influencing factors of turnover intention. A total of 11 466 questionnaires were returned, and 10 781 young nurses were surveyed.Results:Among the 10 781 young nurses in ClassⅢ Grade A hospitals across our country, 3 612 nurses (33.5%, 3612/10 781) had intention to leave, of which 413 nurses (3.8%, 413/10 781) had very strong intention to leave. Logistic regression analysis showed that male ( OR=1.268) , only child ( OR=1.177) , high self-efficacy ( OR=1.671) were risk factors for turnover intention ( P<0.05) , having children ( OR=0.845) , have changed work place ( OR=0.788) , formal authorized strength ( OR=0.852) , higher interest in nursing ( OR=2.161) , high level of career growth ( OR=0.517) , high level of work-family support ( OR=0.523) , and high level of organizational commitment ( OR=0.633) were protective factors for turnover intention ( P<0.05) . Conclusions:The turnover intention of young nurses in ClassⅢ Grade A hospitals across our country is at a high level. Medical institutions need to focus on creating a good environment, providing good work-family support, and increasing nurses' organizational commitment and professional interest, so as to reduce the turnover of young nurses.
