摘要
目的基于代际差异视角,了解护士离职意愿现状及影响因素,分析共性与差异。方法采用分层整群抽样法,于2018年1—3月选取来自全国23所综合医院的12291名护士为研究对象,采用离职意愿量表、工作-家庭冲突量表及个人-环境匹配量表对护士进行问卷调查。采用Pearson相关性分析探讨护士的工作-家庭冲突、个人-环境匹配与离职意愿的相关性。采用多重线性回归分析探讨不同代际护士离职意愿的影响因素。本研究共发放问卷12291份,回收12291份,剔除有明显逻辑错误的问卷,最终回收有效问卷11753份,有效回收率为95.62%(11753/12291)。结果"70后"离职意愿低于"80后"和"90后";工作-家庭冲突、个人-组织匹配和近1年是否经历负性事件是不同代际护士离职意愿的共同影响因素(P<0.01);职称、夜班数及生育情况是"90后"护士离职意愿的特异性影响因素(P<0.05);用工形式是"80后"护士离职意愿的特异性影响因素(P<0.05)。结论"80后"及"90后"护士的离职意愿均高于"70后",且不同出生年代的护士离职意愿现状及其影响因素存在差异,建议针对护士的代际特征制订干预策略,有效降低护士离职意向。
Objective To explore the current situation of nurses'turnover intention and its influencing factors based on the intergenerational differences,analyze the similarities and differences.Methods From January to March 2018,12291 nurses from 23 general hospitals were selected by stratified cluster sampling.The nurses were investigated with the Turnover Intention Questionnaire,Work-Family Conflict Scale and Perceived Person-Environment Fit Scale.Pearson correlation analysis was used to explore the correlation between nurses'work-family conflict,person-environment fit and turnover intention.Multiple linear regression analysis was used to explore the influencing factors of nurses'turnover intention among different generations.A total of 12291 questionnaires were distributed and 12291 were retrieved.After eliminating the questionnaires with obvious logical errors,11753 valid questionnaires were finally recovered,with an effective recovery rate of 95.62%(11753/12291).Results The turnover intention of post-70s nurses was lower than that of post-80s and post-90s nurses.Work-family conflict,person-environment fit and whether the nurses have experienced negative events in the past year were the common influencing factors of nurses'turnover intention among different generations(P<0.01).The professional title,the number of night shifts and the fertility were the specific influencing factors of the post-90s nurses'turnover intention(P<0.05).The employment form was the specific influencing factor of post-80s nurses'turnover intention(P<0.05).Conclusions The turnover intention of post-80s and post-90s nurses were higher than that of the post-70s nurses.There are differences in the current situation and influencing factors of nurses'turnover intention in different birth years.It is suggested that intervention strategies should be formulated according to the intergenerational characteristics of nurses to effectively reduce nurses'turnover intention.
作者
谢铃莉
朱晨
李芳芳
李真
柳鸿鹏
赵瑾
曹晶
Xie Lingli;Zhu Chen;Li Fangfang;Li Zhen;Liu Hongpeng;Zhao Jin;Cao Jing(Intensive Care Unit,Peking Union Medical College Hospital,Beijing 100730,China;Nursing Department,Peking Union Medical College Hospital,Beijing 100730,China;Chinese Nursing Association,Beijing 100000,China)
出处
《中华现代护理杂志》
2023年第8期1040-1045,共6页
Chinese Journal of Modern Nursing
关键词
护士
代际差异
离职意愿
个人-环境匹配
工作-家庭冲突
Nurses
Intergenerational differences
Turnover intention
Person-environment fit
Work-family balance
