Turnover intention of dental outpatient nurses based on job demands-resources model and its influencing factors
10.3760/cma.j.cn115682-20230726-00203
- VernacularTitle:基于工作要求-资源模型的口腔门诊护士离职意愿现状及影响因素研究
- Author:
Qian WANG
1
;
Shaomei SHANG
;
Xiue LI
;
Hongbo CHEN
;
Yuexian SHI
;
Lu GAN
Author Information
1. 无锡口腔医院种植科，无锡 214000
- Keywords:
Nurses;
Mouth;
Outpatient Department;
Turnover intention;
Job demands-resources model;
Influencing factor
- From:
Chinese Journal of Modern Nursing
2024;30(12):1612-1618
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To explore the turnover intention of dental outpatient nurses, and analyze its influencing factors.Methods:From August to September 2021, multi-stage sampling was used to select nurses from 20 stomatology hospitals in 7 geographical regions of North China, East China, South China, Central China, Southwest, Northeast, and Northwest China. The survey was conducted using the General Information Questionnaire, Turnover Intention Scale, Nursing Work Environment Scale, Psychological Capital Scale for Nurses, and Work Engagement Scale.Results:A total of 1 513 questionnaires were collected, including 1 135 valid questionnaires, with a valid rate of 75.02% (1 135/1 513). The total score of turnover intention among 1 135 dental outpatient nurses was (2.22±0.56). Pearson correlation analysis showed a negative correlation between nursing work environment, psychological capital, work engagement, and turnover intention ( r=-0.421, -0.340, -0.446; P<0.01). The structural equation model showed that the nursing work environment had a direct negative effect on the turnover intention of dental outpatient nurses (β=-0.401, P<0.01) and had an indirect negative effect on turnover intention through work engagement (β=-0.106, P<0.01), with a mediating effect of 20.91%. Psychological capital had an indirect negative effect on the turnover intention of dental outpatient nurses through work engagement (β=-0.271, P<0.01), with a mediating effect of 52.83%. Conclusions:The turnover intention of dental outpatient nurses is at a high level. Managers can reduce the turnover intention of dental clinic nurses by improving the nursing work environment, developing psychological capital, and increasing work engagement.
