摘要
目的 探索临床护士离职意愿的潜在类别并分析影响因素.方法 采用一般资料调查表、离职意愿量表、出勤主义行为问卷、大五人格量表、马氏职业倦怠量表和工作-家庭冲突量表对河南省 3 所公立三级医院 352 名护士进行调查.采用潜在剖面分析和Logistic回归分析探索临床护士离职意愿的潜在类别并分析其影响因素.结果 护士离职意愿可分为两个潜在类别:高离职意愿组(57.95%)和低离职意愿组(42.05%).护士本人兴趣爱好是否与护理专业匹配、出勤主义行为、情绪疲惫感、压力冲突是临床护士离职意愿潜在类别的影响因素(P＜0.05).结论 临床护士离职意愿存在异质性.护理管理者应给予离职意愿较高的群体更多关注,通过合理配置人力资源,降低出勤主义行为的发生率,增强其情感共鸣,关注家庭-工作给护士带来的压力,降低离职意愿.
Abstract
Objective To explore the potential categories of clinical nurses'turnover intention,and analyze the influencing factors.Methods A questionnaire survey of 352 nurses from three public tertiary hospitals was conducted by general data questionnaire,Turnover Intention Questionnaire,Sickness Presenteeism Questionnaire,Ten-Item Personality Inventory-Chinese version,Maslach Burnout Inventory-Human Service Survey and Work-Family Conflict Scale.Latent profile analysis and Logistic regression were used to explore the potential cate-gories of turnover intention and analyze the influencing factors.Results The turnover intention of nurses could be divided into two potential categories:high turnover intention group(57.95% )and low turnover intention group(42.05% ).Whether nurses'interests matched with nursing profession,presenteeism behavior,shared emotional exhaustion and stressful conflicts were the influencing factors of potential types of clinical nurses'turnover intention(P＜0.05).Conclusion Heterogeneity exists in clinical nurses'turnover intention.Nursing managers should pay more attention to the group with higher turnover intention,and lower the turnover intention by reasonably allocating human resources,re-ducing the incidence of presenteeism behavior,enhancing their emotional resonance,and focusing on family-work stress for nurses.
基金项目
河南省科技发展计划项目(172102410064)
NETL
NSTL
万方数据