新护士转型冲击、工作环境对其离职意愿的影响

Impact of the transition shock and work environment on turnover intention among new nurses

目的 本研究旨在探讨转型冲击、工作环境对新护士离职意愿的影响,为新护士的管理及干预提供依据.方法 采用横断面调查方法,于2016年6 —11月选取黑龙江省某三级甲等医院500名新护士,采用离职意愿量表、中文版护士工作环境感知量表、新护士转型冲击评价量表进行问卷调查.采用双人录入的方法建立数据库,并应用SPSS 20.0软件对资料进行分析.结果 500名新护士离职意愿总分为（18.25±2.64）分.单因素分析结果显示,不同科室新护士离职意愿得分差异有统计学意义（P〈0.05）;相关分析显示,社会文化与发展方面、身体方面与新护士离职意愿呈正相关（r值分别为0.870、0.812;P〈0.001）;护理工作环境感知中人力和物力与新护士离职意愿呈负相关（P〈0.001）.多因素Logistic回归分析显示,新护士转型冲击中,社会文化与发展方面、身体方面及工作环境中的人力和物力是新护士离职意愿的主要影响因素.结论 新护士离职意愿水平较高.护理管理者可通过改善新护士的转型冲击、改善工作环境干预,降低新护士的工作压力,以降低新护士离职率.

Objective To explore the impact of transition shock and work environment on turnover intention of new nurses, and to provide evidence for nursing management and intervention of new nurses. Methods From June to November 2016, 500 new nurses from one classⅢ grade A hospital of Heilongjiang province were selected as the research subject. A cross-sectional survey was used to investigate 500 new nurses with Turnover Intention Scale, Chinese Version of Perceived Nursing Work Environment Scale and new nurses＇ Transition Impact Rating Scale. The database was established by the method of double entry, and the data were analyzed with SPSS 20.0 software. Results The total score of turnover intention of 500 new nurses was （18.25±2.64）. The results of single factor analysis showed that there were significant differences in the scores of turnover intention of new nurses in different departments （P〈0.05）; The correlation analysis showed that social culture and development aspect, physical aspect were positively related to the turnover intention of new nurses （r=0.870, 0.812; P〈0.001）. Human and material resources were negatively related to the turnover intention of new nurses in the perception of nursing work environment （P〈 0.001）. Multivariate Logistic regression analysis showed that in the transformation impact of new nurses, human and material resources in social culture and development, physical and working environment were the main factors of turnover intention of new nurses. Conclusions The turnover intention of new nurses is relatively high. Nursing managers can reduce the turnover rate of new nurses by improving the new nurses＇ transition shock and improving their work environment intervention, so as to reduce the job stress of new nurses.