Chain mediating effect of compassion fatigue and organizational justice between job stressors and turnover intention in junior pediatric nurses
Objective To explore the multiple mediating effects of compassion fatigue and organizational justice between job stressors and turnover intentions in pediatric junior nurses.Methods From November 2021 to January 2022,375 junior pediatric nurses from six hospitals in Wuhan City were selected as the study population using the convenience sampling method,the questionnaire survey were administered using the general information questionnaire,the turnover intention scale,the nurses'work stressors scale,the Chinese version of the compassion fatigue scale,and the nurses'organizational justice scale,and a mediation model was constructed.Results The total average score of turnover intention was(16.38±3.76)points,the total average score of job stressors was(89.28±22.39)points,the total average score of compassion fatigue was(90.55±16.12)points,and the total average score of organizational justice was(69.28±15.46)points.The job stressors were positively correlated with turnover intention(r=0.278,P＜0.0 1),the compassion fatigue was positively correlated with turnover intention and job stressors(r=0.337,0.284,both P＜0.01),and the organizational fairness score was negatively correlated with turnover intention,job stressors and compassion fatigue(r=-0.199,-0.217,-0.486,all P＜0.01).The direct effect of job stressors onturnover intention was 0.43,of which compassion fatigue and organizational justice showed mediating effect accounting for 17.90％and 6.30％respectively,and the chain mediating effect of the two accounted for 6.10％.Conclusions The turnover intention among pediatric junior nurses is at a moderate to a higher level,and compassion fatigue and organizational fairness play a chain mediating role between job stressors and turnover intention among junior pediatric nurses.The nursing managers should pay more attention to the job stressors and turnover intention of junior pediatric nurses,and can reduce the influence of job stressors on turnover intention by reducing compassion fatigue and improving organizational justice.
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NSTL
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