Research on the association between quality of work life and turnover intention of nursing staff in tertiary-level hospitals
10.3760/cma.j.issn.1001-9391.2019.07.004
- VernacularTitle: 某市三甲医院护理人员工作生活质量与离职意愿的关联性研究
- Author:
Xiaoqing WANG
1
;
Runyu CHAI
2
;
Rong CHAI
3
Author Information
1. Department of Anesthesiology, Qilu Hospital, Shandong University, Jinan 250012, China
2. Department of Pediatric Clinic, Qilu Hospital, Shandong University, Jinan 250012, China
3. Department of Emergency, Qilu Hospital, Shandong University, Jinan 250012, China
- Publication Type:Case Reports
- Keywords:
Nursing staff;
Quality of work life;
Turnover intention
- From:
Chinese Journal of Industrial Hygiene and Occupational Diseases
2019;37(7):499-503
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To understand the status quo of quality of work life and turnover intention of nurses, and to explore the correlation between them, so as to provide scientific basis for formulating nursing intervention measures to improve quality of life and reduce turnover intention.
Methods:In December 2018, Random sampling method was used to select 400 nurses from a third-class hospital as the subjects of investigation. The quality of life of nurses was assessed by the quality of work life scale. The turnover intention of nurses was assessed by the turnover intention scale.
Results:Nurses' quality of work life was average 2.97±0.59 points, 2.78±0.60 points for job security, 2.61±0.66 points for work welfare, 3.11±0.70 points for job change, 3.34±0.71 points for self-growth, 2.97±0.63 points for environmental support, 2.51±0.80 points for promotion system, 3.41±0.68 points for interpersonal interaction and 3.01±0.72 points for decision-making. Nurses' turnover intention was average 2.46 points. The eight dimensions of quality of work life were negatively correlated with turnover intention I (the possibility of resigning from the present job) and II (the motivation to seek other jobs) (P<0.05) , but not with turnover intention III (the possibility of obtaining external work) (P>0.05) . Multivariate regression analysis showed that age, nurse-job seniority, annual income and self-growth, job change, environmental support, job security and job welfare were negatively correlated with turnover intention I and II (P<0.05) , while night shift frequency was positively correlated with turnover intention I and turnover intention II (P<0.05) .
Conclusion:The quality of nursing staff's work life is low, which is closely related to their turnover intention. Managers should take targeted measures in some aspects such as environ mental support and promotion system to improve the quality of nursing staff's work life and reduce their turnover intention.
