新入职护士转型冲击潜在剖面分析及其与离职意愿的关系

Potential profile analysis of transformation impact on newly employed nurses and its relationship with turnover intention

目的:探讨新入职护士转型冲击潜在类别特征及不同潜在类别转型冲击与离职意愿之间的关系。方法:2023年5-9月,选取四川省5所三级公立医院的513名新入职护士进行问卷调查,运用潜在剖面分析识别转型冲击潜在类别;运用多元logistic回归分析其转型冲击的影响因素,运用二元logistic回归分析不同潜在类别转型冲击与离职意愿之间的关系。结果:新入职护士可分为低稳定冲击组(17.9%)、转型冲击常规组(59.1%)和高转型冲击组(23.0%);入职工作时间、每月夜班数、每周工作时间是转型冲击的影响因素;转型冲击常规组、高转型冲击组新入职护士离职意愿分别是低稳定冲击组的1.92倍(P<0.01)和2.76倍(P<0.001)。结论:新入职护士转型冲击存在异质性,应注重不同潜在类别转型冲击与离职意愿的关系,实施针对性的干预措施,从而降低其离职意愿水平。

Objective:To explore the latent category characteristics of transition shock of newly recruited nurses and the relationship between different latent categories of transition shock and turnover intention.Methods:From May to September 2023,a questionnaire survey was conducted among 513 newly recruited nurses from five tertiary public hospitals in Sichuan Province.Latent profile analysis was used to identify the latent categories of transition shock.Multiple logistic regression was used to analyze the influencing factors of transition shock,and binary logistic regression was used to analyze the relationship between different categories of transition shock and turnover intention.Results:Newly employed nurses could be divided into low-stable shock group(17.9%),transition shock routine group(59.1%)and high-transition shock group(23.0%).Time since starting work,number of night shifts per month,and working hours per week were the influencing factors of transition shock.The turnover intentions of newly recruited nurses in the transition shock routine group and high-transition shock group were 1.92 times(P<0.01)and 2.76 times(P<0.001)that of the low-stable shock group,respectively.Conclusion:There is heterogeneity in the transition shock of newly recruited nurses.Attention should be paid to the relationship between different latent categories of transition shock and turnover intention,and targeted intervention measures should be implemented to reduce their turnover intention level.