J Nurs Manag. 2021 Feb 27. doi: 10.1111/jonm.13295. Online ahead of print.
ABSTRACT
AIM: To measure nurses’ turnover intention and identify associated factors in general hospitals in China.
BACKGROUND: Understanding nurses’ turnover intention is important to retain nurses, but factors associated with turnover intention require elucidation.
METHOD: A cross-sectional survey was conducted across 23 hospitals in China to investigate nurses’ (N=12,291) turnover intention and its associated factors. Associated factors were explored by univariate and multilevel multiple logistic regression analysis.
RESULTS: The mean total score for nurses’ turnover intention was 13.97±3.63. High proactive personality score, a seriously ill family member, experience of negative workplace events, high work pressure, and high work-family conflict increased the risk for turnover intention. A low turnover intention was associated with being a non-local resident nurse, position title, high salary level, good person-organization fit and person-group fit, and high family-work facilitation.
CONCLUSION: Nurses with a proactive personality, heavy family care burden, experience of negative workplace events, no position title, and a low salary may merit special consideration.
IMPLICATIONS FOR NURSING MANAGEMENT: Nurses’ personality traits should be further focused on, and it is important to build a nurse-oriented organization atmosphere, including protecting nurses from workplace violence, establishing friendly relationships with their families, expanding career paths.
PMID:33639014 | DOI:10.1111/jonm.13295
