妇幼保健机构护士付出-回报失衡与离职倾向的关系

The relationship between effort-reward imbalance and turnover intention in nurses from maternal and child care centers

目的:探讨妇幼保健机构护士离职意愿与付出-回报失衡的关系。方法:随机抽取武汉市两家三级甲等妇幼保健机构的277名护士完成离职意愿问卷、付出-回报失衡问卷和医院护士离职影响因素问卷调查。结果:妇幼保健机构护士的离职意愿率为30.68%;离职意愿产生的危险因素(OR)为高付出-低获得工作模式(3.13)、聘用类别为合同制(2.53)、目前医院为自己第1家工作单位(2.11)、超负荷工作模式(2.02)、医院文化(1.35)、晋升与培训(1.20)和工作激励与成就(1.14)。结论:妇幼保健机构护士的离职意愿与高付出-低获得工作模式及其他职业因素有关,需要改善不良的职业因素,以减少护士离职的发生。

Objective ： To explore the relationship between effort - reward imbalance and turnover intention in hurses from maternal and child care centers. Methods ：277 nurses were randomly selected from two tertiary maternal and child care hospitals in Wuhan, and administered with a turnover intention inven- tory, effort - reward imbalance questionnaire and nurse turnover intention affecting factor questionnaire. Results ： The prevalence rate of turnover intention was 30.68%. The correlates （Odds Ratios） for turnover intention included high -effort/low -reward working model （3.13）, contract nurse （2.53）, the first job in current hospital （ 2.11 ）, overload working model （2.02）, hospital culture score （ 1.35 ）, promotion and training score （1.20） and working mo- tivation ＆ achievement score （1.14）. Conclusion： The turnover intention of nurses from maternal and child care centers, is associated with high -effort/ low - reward working model and other occupational risk factors. We should reduce occupational risk factors to prevent turnover intention.