Explore The Reasons And Feelings Of Pediatric Nurses In Turnover Process:a Qualitative Study

BackgroundThe current shortage and losing of nurses is an international issue. Pediatric nurses are high-risk people to leave because work violence resulting in nurses’job enthusiasm decreased and high competence requirements, then increasing the turnover intention. Domestic studies have rarely explored the true reasons of pediatric nurses to leave.ObjectiveTo analyze demographic characteristics of the pediatric nurse of the voluntary turnover; to find the true reasons that lead pediatric nurses to turnover; to explore the decision-making process of turnover in pediatric nurse, as well as the true feelings of the period.MethodPhenomenological research method was adopted. Nurses voluntary leaving the large pediatric hospital from2006to2010were involved in this study and those who were willing to participate were approached for further interview participants. After the informed consent was received, Semi-structured interview was conducted to collect data.14participants were recruited before the data information reached to saturation. Through content analysis, the true reasons of voluntary turnover were explored and the turnover model of pediatric nurse was established.ResultUnrelievable stress is the preliminary reason of turnover, including dissatisfaction with the working environment, immature management system, unrecognized the nature of work, unachievable professional commitment. Supports from social and family are contributing factors, and external alternative job opportunity plays possible role in turnover process. The process of turnover can be formed by the following stages, the triggering, turnover intention, job searches behavior, the decision-making of leaving and departure. The complex psychological process is associated with quitting.ConclusionBased on the reasons of leaving, nurse manager should recognize the stress of staff and provide stress reduction management strategies.The study’s findings provide additional information on the complex psychological process involved in making decision to quit in a profession. Nursing leaders need to understand the employee and provide emotion support to reduce the turnover rate.