科学创新武汉市三甲医院护士职业紧张与离职倾向的关系.docVIP

武汉市三甲医院护士职业紧张与离职倾向的关系 陈传萍1, 钟宝亮1@，聂凤娟2， 花芸3，王晓露1 [摘要] 目的 探讨护士离职意愿与的关系。方法 随机抽取武汉市家三甲的名护士完成离职意愿问卷、问卷和医院护士离职影响因素问卷调查。结果 护士的护士The relationship between job stress and turnover intention in nurses of level III general hospitals in Wuhan/CHEN Chuan-ping1, ZHONG Bao-liang1@, NIE Feng-juan2, HUA Yun3, WANG Xiao-lu1 1. Affiliated Mental Health Center, Tongji Medical College of Huazhong University of Science Technology, Wuhan 430022, China; 2. Maternal and Child Health Hospital of Hubei Province, Wuhan 430070, China; 3. Maternal and Child Health Hospital of Wuhan, Wuhan 430016, China [Abstract] Objective To explore the relationship between job stress and turnover intention in nurses from maternal and child care centers. Methods Two hundred and seventy-seven nurses were randomly selected from three level III general hospitals in Wuhan and administered with turnover intention, job content questionnaire and nurse turnover intention influencing factor questionnaire. Results The detection rate (95%CI) of turnover intention was 29.2% (24.6%，33.7%); The correlates (Odds ratios) for turnover intention were contract employment (1.36), rotating shift work (1.41), high-demand work (1.47), low-control work (1.16), low social support (1.14), low job motivation and the success feeling (1.27) and bad performance outlook of hospital (1.24). Conclusions Nurses from general hospitals in Wuhan have high turnover rate, it correlated with high demand-low control working model and other occupational risk factors. We should reduce occupational risk factors to prevent turnover intention. [Key words] Nurse; Level III general hospitals; Turnover intention; Job Demand-Control Model 护理人员流失和短缺是目前全球护理行业面临的严峻问题，且这种短缺还在呈逐年增加趋势[1]。研究发现，护士高离职率是普遍存在的问题，是导致护士短缺的重要原因之一，临床一线护士人力不足，是导致医疗护理服务的质量、安全和效率下降的重要原因[2]。离职是指个体在一定时期内变换其工作的可能性，被认为是离职的前因变量，对实际的离职行为有很好的预测能力[3]。护士作为一个高压力、高风险的职业群体，是职业紧张的易感人群，持续的高水平压力使机体内用以适应和调节压力的能力和精力耗尽，造成机体平衡失调，导致身心疾病[]。[5]的综述认为护士的离职意愿与职业特征、组织因素、个人因素等多种因素有关，国内已有较多护士离职倾向的研究，但[6,7]，存在不足。为探讨护士