Correlation Of Second-child Postpartum Nurses Work Pressure、Peer Support And Turnover Intention

ObjectivesThrough a cross-sectional survey of work pressure,nurse peer support,turnover intention of second-child postpartum nurses,to investigate the work pressure,nurse peer support and turnover intention of them.To explore the correlation between their peer support and work pressure and turnover intention,and to survey the factors which influence work pressure,nurse peer support and turnover intention.This study has certain theoretical and practical value for them to improve their physical and mental health level so as to improve the quality of nursing.MethodThis study is a descriptive study.In April 2018,a total of 1,136 postpartum nurses who returned to work after giving birth to their second child were selected by means of convenient sampling for questionnaire survey,which included general demographic data questionnaire,Chinese nurses’ work pressure source scale,nurses’ group colleagues’ support scale and turnover intention questionnaire.The survey results were statistically analyzed using the SPSSPU statistical software in the questionnaire.Results1.The total score of second-child postpartum nurses job stress was(2.67±0.50).The dimension of stress intensity level from high to low in turn is:the distribution of time and effort(3.02 ±0.62),the nursing profession and work(2.76 ±0.53),the patient care(2.71 ±0.59),the working environment and equipment(2.54±0.73),management and interpersonal aspects(2.40±0.62).The overall average score of colleagues’ support perceived by nurses returning to work after second birth was(2.36±0.66),and the level of colleagues’ support(2.26±0.66)was higher than that of nursing managers(2.57±0.86).The turnover intention score of the returning nurses after the second child was 2.33(2.00,3.00),the turnover intention score was 3.00(2.00,3.00),the turnover intention score was 2(2.00,3.00),and the turnover intention score was 3(1.00,2.00).2.In the dimension of work pressure,there are differences among nurses with different educational backgrounds,the age of one child,their positions,the nature of hospital,hospital departments,whether they work night shift or not,and their monthly income(p<0.01).Among the dimensions supported by colleagues in the nursing group,nurses with different positions,hospital levels,hospital nature,department and monthly total income are different(p<0.01).In the dimension of dimission tendency,there are differences among nurses of different ages,first-child age,title,duty,nursing age,return time,hospital nature,night shift,employment mode,feeding mode and monthly gross income(p<0.01).3.The work pressure score of nurses returning to work after second child was positively correlated with colleagues’ support score,with a correlation coefficient of 0.34(P<0.01).The turnover intention score of nurses returning to work after second child was positively correlated with colleagues’ support score,with a correlation coefficient of 0.34(P<0.01).4.Regression analysis was conducted,suggesting that the scores of nursing manager support and colleague support(cooperation)had a positive predictive effect on the work pressure of the nurses who returned to work after second child.Time distribution and workload,nursing profession and work,management and interpersonal relationship had positive prediction effect on the turnover intention of the nurses returning to work after second child.The total support score will have a significant positive influence on the turnover intention while the score of the colleague support(empathy)dimension will have a significant negative influence on the turnover intention.Conclusions1.The overall work pressure of the nurses returning to work after the second pregnancy was above the average level,and the working pressure was high.Among them,the pressure in time allocation and workload is the most prominent,which is reflected in the level of severity.2.The peer support of second-child postpartum nurses is at the middle level,the lowest level is the nursing managers’ support,hospital and nursing administrators should attach importance to it,for the lowest scored three entries of nursing managers’ support.3.The second-child postpartum nurses’ turnover intention were on the high side,the highest factors of turnover intention were the first-child age in 1 to 2 years,protection of ages in 5 to 9 years,return time is less than 6 months,the night shift,low income of the second-child postpartum nurses,hospital and nursing administrators should focus onthe crowd.4.The pressure of the second-child postpartum nurses was negatively correlated with the support level,and positively correlated with turnover intention.The higher the level of support from nursing managers and colleagues(support results),the lower the working pressure of the second-child postpartum nurses;The support from colleagues of nurses can reduce the turnover intention of the second-child postpartum nurses.