Study On The Status Quo And Influencing Factors Of Second-Born Nurses’ Readiness To Return To Work

Objective:The purpose of this study was to investigate the status quo of work-family support,resilience and return to work readiness of second-born nurses,and to analyze the influencing factors of their return to work readiness.The semi-structured interview method was used to deeply explore the real experience of second-born nurses returning to work after childbirth,so as to provide theoretical basis for improving the readiness level of second-born nurses returning to work,strengthening the construction of nursing team in our province and improving nursing quality.Methods:(1)In this study,254 nurses who returned to work after their second child were selected from 24 third-class class A general hospitals in Shanxi Province in June 2022 for an electronic questionnaire survey to understand the status of work-family support,mental resilience and readiness to return to work of second-born nurses.The influencing factors of their readiness to return to work were analyzed by binary logistic regression.Amos was also used to examine the mediating role of mental resilience.(2)Further analyze the group heterogeneity of resilience of second-born nurses,identify potential categories through potential profile analysis,observe the dynamics of the sample Central Asian group,and explore the relationship between each potential category and the readiness to return to work.(3)The phenomenological research method was used to conduct semi-structured interviews with 13 second-born nurses,to deeply understand the psychological experience and self-needs of second-born nurses after returning to work,and to further analyze the influence of work-family support and resilience of second-born nurses on returning to work,which is mutually corroborated with the previous empirical research results.Results:(1)The results showed that the total score of work-family support scale for second-born nurses was(118.74±19.564),and the total score of resilience scale was(73.77±13.953),both at the medium level.As for the readiness to return to work,55 people(21.7%)were in a state of uncertainty;199(78.3 percent)were on active maintenance.Binary logistic regression analysis shows years of work,department,professional title,whether to receive reentry training,work-family support and resilience were the factors influencing the readiness of second-born nurses to return to work(P < 0.05),and resilience partially mediated the relationship between work-family support and readiness to return to work.(2)The results of potential profile analysis showed that the resilience of second-born nurses could be identified as high resilience group,general resilience group and low resilience group,among which the low resilience group was the least,accounting for 13.5% of the total population.The number of general resilience group was the largest,66.3%;The high resilience group was in the middle,accounting for 20.2% of the total population.Working years,department,professional title and reentry training had statistical significance in the latent categories of resilience(P <0.05),and the latent categories of resilience of second-born nurses had statistical significance in their readiness to return to work(P < 0.05).(3)Through semi-structured interviews with 13 second-born nurses who returned to work,three themes were finally extracted: co-existence of conflict benefits,external social support and individual self-regulation.Conclusion:(1)The work-family support and resilience of second-born nurses are at the medium level,which still need to be improved;Some nurses are in the uncertain maintenance stage after returning to work,and their working condition is not good.Nursing managers should focus on this group.The readiness level of second-born nurses to return to work was mainly affected by their working years,department,professional title,whether they received reentry training,work-family support and resilience.Work-family support affects return to work readiness directly and indirectly through resilience.(2)Most of the second-born nurses’ resilience levels were average or below.There were significant differences in the potential categories of resilience in terms of years of work,department,professional title and whether they had received reentry training,and there were also significant differences between different potential categories of resilience and levels of readiness to return to work.It is suggested that nursing managers should formulate corresponding measures from the above aspects to improve the resilience of nurses and improve the readiness level of returning to work.(3)Second-born nurses can not only feel work-family conflict,but also feel work-family gain,that is,conflicts and benefits coexist.Nursing managers should guide nurses to reduce conflicts,focus on work-family promotion,enhance work enthusiasm,and return to work smoothly.In addition,while ensuring strong external support,managers should also cultivate nurses’ resilience,improve individual self-internal adjustment ability,maintain work-family balance,and adapt to the post as soon as possible.