| Objective: To understand the current status and influencing factors of occupational identification,job burnout and turnover intention of private hospital nurses,and to explore the relationship among the three.Through research,it provides a theoretical basis for relevant managers to formulate policies and systems for improving nurses’ professional identity,reducing nurses’ job burnout,and stabilizing nursing staff.Methods: Using the convenience sampling method,337 nurses in the second-level private hospitals in three cities of Anhui Province were anonymously applied from May to October 2017 using their own general information questionnaires,nurses’ professional identity scales,and occupations.The questionnaire on burnout and turnover intention questionnaires were conducted.A database was established for the data and SPSS18.0 was used for data input and analysis.Results:(1)Of the nurses in private hospitals,women accounted for 98.5% of the total;86.4% were under the age of 35;65% were working for 5 years and below;college education accounted for 75.1%;and nurses accounted for 55.5%;49.6% of the nurses in the department are internal medicine and surgery;the average monthly income is 65.3% in the 3000 or below;28.8% of the nurses have an average night shift of 10 or more per month;96.7% of the nurses are contracted;the unmarried nurse Accounted for56.7%.(2)73% of nurses in private hospitals have a professional identity level in the middle group.The younger the age is,the lower the professional title is,and the lower the working age is,the lower the nurse’s professional identity score is;and the nurses in internal medicine and obstetrics and gynecology have the lowest occupational identity.With the increase of monthly income,the score of professional identity increases;the more the average number of night shifts per month,the lower the score of professional identity;the professional identity of married nurses is higher than that of unmarried nurses.(3)The occupational burnout rate of private hospital nurses was 86.35%.The lower the age,the lower the job title level and the shorter the working age,the higher the job burnout level;the highest occupational burnout level of the nurses in the department of internal medicine and surgery;the lower the job burnout level of the nurses with the increase of the monthly income;the lower the average number of night shifts per month.Nurses have low levels of job burnout;unmarried nurses are higher than married nurses(4)The voluntary turnover of nurses in private hospitals was 15.79±3.01.Nurses with “higher” and “very high” turnover intentions accounted for 84.57% of the total number of respondents.With the increase of age and years of work,the willingness of the nurses to leave the workforce decreased;the willingness of the nurses for internal and external surgery was the strongest;the higher the monthly income was,the lower the willingness to leave the job;the more night work hours per month,the stronger the willingness to leave the job;The degree of willingness to leave the job is stronger than that of married nurses.(5)Professional identity was negatively correlated with job burnout and turnover intention,and job burnout was positively correlated with turnover intention.(6)Multiple stepwise regression results showed that cognitive evaluation had a predictive effect on job burnout(P<0.05),among which cognitive assessment andself-reflection had a predictive effect on emotional exhaustion and depersonalization(P<0.05).Frustration response and recognition Knowledge assessment has a predictive effect on low sense of accomplishment(P<0.05).Cognitive evaluation and social skills have a predictive effect on turnover intention(P<0.05).Among them,cognitive evaluation and frustration coping have a predictive effect on turnover intention I and turnover intention II(P<0.05).Cognitive assessment and social skills are important for resignation.Willing II has a predictive effect(P<0.05).Feeling exhaustion,low sense of accomplishment and depersonalization had a predictive effect on turnover intention(P<0.05).Among them,emotional exhaustion and low accomplishment had a predictive effect on turnover intention I,turnover intention II,and turnover intention(P<0.05).Conclusion:(1)The nursing team of private hospitals tends to be younger overall.Nearly half of nurses are under 34 years of age,and their working lives are less than 3years.Academic level is mainly college-based,with fewer high-level nurses,higher frequency of nurses’ night shifts,and higher income levels.low.(2)The occupational identity of nurses in private hospitals is at a medium level,with individual characteristics such as age,education,job title,department,work duration,average monthly income,night shift frequency and marital status,and the difference in professional identity is statistically significant.(3)The occupational fatigue rate of private hospital nurses is higher than that of public hospitals of the same level.The occupational burnout is mainly light and moderate,and the age,job title,working years,frequency of departments,night shift,and marital status factors There is a significant difference in burnout levels.(4)Private hospital nurses’ turnover intention is at a relatively high level.Unmarried nurses aged under 25 and nursing age within 1 year have the highest level of resignation intention.The lower the average monthly income and the higher the frequency of night shift,the higher the level of nurses’ willingness to leave will be.high.(5)There is a correlation between occupational identity,job burnout and turnoverintention of private hospital nurses.There is a significant negative correlation between occupational identity and job burnout.There is a significant negative correlation between occupational identity and turnover intention,and there is a significant positive correlation between job burnout and turnover intention.(6)Professional identity has a predictive effect on job burnout,and job identification and job burnout have a predictive effect on turnover intention. |
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