| Objective:To investigate the relationship between job burnout and training load,job burnout,job satisfaction and turnover intention,Structural equation model was used.which provided reference for hospitals and nursing managers to reduce turnover intention and stabilize nursing team.Methods:This study adopts a cross-sectional design.From July 2020 to March 2021,1085 junior nurses from five Grade III Grade A general hospitals in Jinan City,Shandong Province were selected by convenience sampling method as the research objects.The general demography data questionnaire,clinical nurses training load survey scale,job burnout scale,nurses’job satisfaction scale,and turnover intention scale were used to investigate.SPSS 23.0 statistical software was used for statistical analysis,on the data,with main analysis methods including descriptive analysis,independent sample t-test,one-way ANOVA,Pearson correlation analysis,etc;Using AMOS24.0 software to construct a structural equation model to explore the mediating role of job burnout and job satisfaction between training workload and turnover intention.Results:1.A total of 1085 nurses were surveyed in this study,of which 93.50%were female.Age:between 20 and 35 years old,with an average age of(26.70±3.50)years.Unmarried nurses accounted for 53.50%.357 people have given birth and 282 have had one child.Undergraduate degree nurses account for 69.80%,master’s degree or above nurses account for 1.00%,97.88%of nurses have junior professional titles,and 81.94%of nurses have a contract or record system.48.10%of nurses work in the internal medicine department,84.00%of nurses participate in night shifts,and the majority of them work 1-2 times per week,accounting for 62.21%.2.The total training load score was(63.98±18.29)and the mean score of total entries was(3.04±0.87).The scores of the four dimensions in descending order were physical and mental load(9.60±3.15)with a mean entry score of(3.20± 1.05),form load(6.18± 1.87)with a mean entry score of(3.09±0.94),time/frequency load(18.13±5.76)with a mean entry score of(3.02±0.96),content load(30.07±8.71)with a mean entry score of(3.01±0.87).3.the total burnout score was(61.42±18.24),and the mean score of total entries was(2.79±0.83).The scores of the three dimensions in descending order were low personal fulfillment(32.32±10.70)with a mean entry score of(4.04 ± 1.33),emotional exhaustion(21.93±12.87)with a mean entry score of(2.44± 1.42),and depersonalization(7.17±6.55)with a mean entry score of(1.43±1.31).4.the total score of job satisfaction was(53.82±11.77),and the mean score of total entries was(3.59±0.78).The scores of the two dimensions in descending order were interpersonal relationship at work(19.13±3.78)with a mean score of(3.83±0.76)and work status(34.69±8.36)with a mean score of(3.47±0.84).5.The total score of intention to leave the job was(14.41±4.28),and the mean score of total entries was(2.40 ± 0.71).The scores of the three dimensions in descending order were willing to leave Ⅲ(5.51±1.40)with a mean entry score of(2.76±0.70),willingness to leaveⅠ(4.49±1.76)with a mean entry score of(2.25±0.88),and willingness to leave Ⅱ(4.41 ±1.76)with a mean entry score of(2.21±0.88).6.Analysis of the univariate results showed that there were statistically significant differences in the willingness to leave among junior nurses by age,education,years of experience,and frequency of night shifts(P<0.05);there were no statistically significant differences in the willingness to leave among junior nurses by gender,department,marital status,whether they had children,number of children,whether they were only children,title,position,the form of employment,and whether they received awards after working(P>0.05).7.Pearson correlation analysis showed that the total score of training load and its 4 dimensions scores of low seniority nurses were significantly and positively correlated with the willingness to leave(r=0.448-0.522,P<0.01);the total score of burnout and the scores of emotional exhaustion and depersonalization dimensions of low seniority nurses were significantly and positively correlated with the willingness to leave(r=0.406-0.570,P<0.01),and the low personal fulfillment dimension was significantly negatively correlated with willingness to leave(r=-0.259,P<0.01);the total score of job satisfaction and its 2 dimensions scores of low seniority nurses were significantly negatively correlated with willingness to leave(r=-0.673～-0.577,P<0.01).8.Multiple linear regression results showed that content load in training load,emotional exhaustion and low personal fulfillment in burnout,and job status in job satisfaction entered the regression equation and together explained 48.8%of the variance in the willingness to leave for nurses with low seniority.9.Structural equation modeling was constructed to analyze the mediating effect of training load on turnover intention,and the results showed that mediating effect 1:training load→burnout→turnover intention;mediating effect 2:training load→job satisfaction→turnover intention;and mediating effect 3:training load→burnout→job satisfaction→turnover intention;the effect sizes were 23.7%,23.3%,and 28.6%,respectively,thus concluding that,the influence of training load on willingness to leave in this study is mainly mediated effect,accounting for 75.6%of the total effect.Conclusion:1.the team of junior nurses in a tertiary care hospital in Jinan,Shandong Province,is dominated by bachelor’s degree,female,and junior titles,and most of them participate in shift work and have a high frequency of night shifts,with insufficient nursing human resources ration.2.The willingness to leave among junior nurses was high,the training load level was moderate and above,the burnout level was generally at a medium level,and the job satisfaction was at an average level.High willingness to leave was associated with high training load,high burnout and low job satisfaction,as well as with age,education,years of experience and frequency of night shifts.3.The training load pair of low seniority nurses can not only directly affect the willingness to leave,but also indirectly through the chain mediating effect of burnout and job satisfaction. |
PDF Full Text Request