Study On The Influence Factors Of Nurses’ Turnover Intentions Of A Three-A Hospital In Wuhan

At present,the phenomenon of nurses leaving their jobs in public hospitals is becoming more and more serious,and the loss of nurses seriously affects the good operation of hospitals.Due to the shortage of nurses,the phenomenon of long-term overtime work and the increase of the number of shifts of nurses has intensified the fatigue and tension of nurses,resulting in poor working status of nurses and even a significant decline in working efficiency,thus affecting the health of patients.Nurses work hard,but also have to face a variety of patients and family members,cope with the tense doctor-patient relationship,so mental pressure,emotional needs,easy to produce complaints,depression,and even the idea of giving up work,which leads to increased turnover intention.Therefore,how to stabilize the group mood of nurses,how to meet the material,emotional,professional promotion and other needs of nurses,how to reduce the turnover rate of nurses and improve the stability of nurses,has become the focus of hospital human resources management.Face up to the problem of nurses’turnover,study the influencing factors of nurses’ turnover intention,and put forward the corresponding countermeasures are imminent for a third-class hospital in Wuhan.On the basis of consulting a large number of documents and materials,this paper conducts a field study on the turnover intention of nurses in a third-level hospital in Wuhan by means of social investigation method which combines questionnaire survey and interview survey.Taking job satisfaction,nurses’demographic characteristics and job characteristics as the influencing factors,a research model was established to study the difference of demographic characteristics and job characteristics on turnover intention,and the relationship between job satisfaction and turnover intention.Through a questionnaire survey of 200 nurses in a third-class A hospital,and combined with the interview content,the conclusions are as follows:1.Combining with other scholars’research scales,the revised turnover intention scale has 15 questions.The intrinsic consistency coefficient of Cronbach alpha is 0.936,and the overall reliability quality is very high.It can be used as a research scale for the turnover intention of nurses.2.The results showed that nurses’turnover intention was generally higher in the third-class A hospitals,with more than 50%of the nurses having strong turnover intention,and showed specific crowd characteristics.Among all departments,medical and surgical nurses have the highest turnover intention.They contact more patients.Because of the diversity of patients,it is difficult to meet the various requirements of patients,which leads to the difficulty of improving patient satisfaction,tense doctor-patient relationship,high work pressure and high turnover intention.Nurses under 29 years old,unmarried,middle and low rank,working for 5 years or less have high turnover intention.3.Nurses’gender had significant influence on the dimension of interpersonal relationship factors in turnover intention,but had no influence on the whole dimension and the rest dimension;turnover intention was significantly related to nurses’ age(F=5.94,P=0.00),among which the turnover intention intensity of nurses under 29 years old(43.76)was higher than that of nurses over 30 years old(34.80);marital status showed significant difference(F=8.71,P=0.00),but not.The intensity of turnover intention of married nurses(44.12)was higher than that of married nurses(38.08),and educational background had no significant effect on turnover intention.4.There was a significant relationship between turnover intention and length of service of nurses(F=5.55,P=0.00).Nurses who worked for 5 years or less(43.98)were higher than nurses who worked for 6-10 years(35.60),and higher than nurses who worked for 11 years or more(29.57).The title of nurses had a significant impact on turnover intention,among which the turnover intention of nurses and nurses was significantly higher than that of competent nurses.The differences also affect the turnover intention of nurses,and the turnover intention of medical and surgical nurses is higher than that of nurses in other departments.Nurse staffing has a significant impact on the dimensions of work environment factors in turnover intention,but has no impact on the overall and other dimensions.Monthly income only has a significant impact on the dimensions of interpersonal relationship factors in turnover intention,but has no impact on the overall and other dimensions.Wish no influence.5.Through correlation analysis,job satisfaction is negatively correlated with turnover intention;the dimensions of internal job environment satisfaction and external relationship satisfaction in job satisfaction have a significant negative impact on turnover intention of nurses;there is no significant correlation between opportunity satisfaction and turnover intention of nurses.6.The stratified regression analysis of demographic characteristics,job characteristics and job satisfaction is carried out,with demographic characteristics as stratification 1,job characteristics as stratification 2 and job satisfaction as stratification 3.The regression analysis is carried out step by step,and the influence of specific factors on turnover intention is studied under the exclusion of upper factors in order to minimize the interference of unrelated factors.Hierarchical regression found that age variables in demographic characteristics had a significant negative correlation with turnover intention.Regression formula:turnover intention=58.483-5.524*age;job satisfaction significantly affected turnover intention and showed a significant negative correlation.Regression formula:turnover intention=45.048-1.465*internal work environment satisfaction-1.842*external relationship satisfaction.According to the results of the study,this paper argues that managers should allocate work scientifically and reasonably,reduce the pressure of nurses and improve the job satisfaction of on-the-job nurses;strengthen hospital order and safety management,strengthen personnel communication training,and reduce the risk of clinical work;strengthen the training,guidance and humanistic care of young nurses,improve the sense of belonging and satisfaction of young nurses,so as to stabilize the doctor.Hospital nurses provide strong support.