上海三甲医院护士留职意愿及影响因素研究

The level and determinants of nurse retention in first-class tertiary hospitals in Shanghai

目的了解上海市三甲医院住院部临床护士留职意愿的现况、探究影响护士留职意愿的因素,为优化护理人力资源管理提供依据。方法采用护士工作压力源量表、工作场所暴力频度测定量表、心理弹性量表和留职意愿量表,对上海5所三甲医院的1035名护士进行调查。结果护士的留职意愿量表得分为(16.98±4.02)分,仅有63.19%护士愿意留在原单位。不同科室、工作年限、技术职称、临床护理角色、工作压力、工作场所暴力和心理弹性护士留职意愿得分比较,差异有统计学意义(P<0.05,P<0.01)。Logistic回归分析结果显示,工作年限、护士角色、工作压力、工作场所暴力及心理弹性是护士留职意愿的主要影响因素(P<0.05,P<0.01)。结论上海三甲医院住院部护士留职意愿不高,工作5~16年、承担普通护士角色、承受较大工作压力、经历工作场所暴力和低心理弹性护士应成为关注的重点人群。

Objective To investigate the level and determinants of intention to stay among nurses in first-class tertiary hospitals in Shanghai,and to provide evidence for optimizing nursing human resource management.Methods A cross-sectional survey was conducted among 1035 nurses from 5 first-class tertiary hospitals in Shanghai using the Work Stress Scale of Nurses,Workplace Violence Frequency Scale,Connor-Davidson Resilience Scale and the Intention to Retention Scale.Results The samples scored 16.98±4.02 on intention to stay,and 63.19%of them reported intention to remain employed.The scores of intention to retention showed significant differences among nurses working in different department,having different length of work experience,professional title,and clinical role function,experiencing work stress and workplace violence,and reporting different level of resilience(P<0.05,P<0.01).Logistic regression analysis revealed that nurses′intention to stay was affected by length of work experience,role of nurse,work stress,workplace violence and resilience(P<0.05,P<0.01).Conclusion Nurses working in first-class tertiary hospitals in Shanghai report lower level of intention to retention,especially those who have worked 5-16 years,who are clinical nurse,who have severe job stress,who have experienced workplace violence,and who have low resilience.