北京市三级甲等医院护士离职意愿及与组织环境关系的研究

Relationship between nurses′turnover intention and organizational environment in tertiary hospitals in Beijing

目的了解北京市三级甲等医院护士组织公平感、组织支持感和离职意愿现状,分析组织公平感和组织支持感对护士离职意愿的影响。方法采用随机整群抽样法,应用组织公平感量表、组织支持感量表和离职意愿量表对北京市12所三级甲等医院2 491名护士进行调查。结果护士组织公平感得分中位数为80.00,组织支持感得分中位数为32.00,离职意愿得分中位数为9.00。Logistic回归分析显示,年龄、工作年限、组织公平感和组织支持感对护士的离职意愿有影响(均P<0.01)。结论北京市三级甲等医院护士离职意愿较低,但仍应关注低年资护士,并建立公平、支持的组织环境,以减少离职现象的发生。

Objective To investigate the levels of organizational justice, perceived organizational support and turnover intention of nurses in tertiary hospitals in Beijing, and to analyze the impact of organizational justice and perceived organizational support on nurses＇ turnover intention. Methods A total of 2 491 nurses were selected from 12 tertiary hospitals in Beijing using random cluster sampling and were invited to complete the Organizational Justice Scale, Perceived Organizational Support Scale and Turnover Inten tion Scale. Results The median scores of organizational justice, perceived organizational support, and turnover intention were 80.00, 32.00, and 9.00 respectively. Logistic regression analysis showed that age, working years, organizational justice and perceived organizational support were predictors of turnover intention in nurses （P〈0.01 for all）. Conclusion Turnover intension of nurses in tertiary hospitals in Beijing is low, but special attention should be paid to junior nurses. Faire and supportive organizational environment should be created to reduce nurses＇ turnover.