Study On Relationships Between Perceived Professional Benefits,Job Stressors And Turnover Intention Of Clinical Nurses

Objective To investigate the status of turnover intention, professional benefits and job stress in clinical nurses’, and to analysis influencing factors on the turnover intention.In addition, to explore the relationship between perceived professional benefits, job stressors and turnover intention of clinical nurses, providing scientific reference to improve the levels of occupational health and reducing nurses’ intention of dimission.Methods Totally 721 clinical nurses from 5 hospitals of different levels in Wuhu,An Hui province, were recruited by cluster sampling method. A self-designed questionnaire about Nurse Career Benefit, Nurse Job Stressors and Turnover Intention Scale were used to investigate the job satisfaction and turnover intention situation. The statistical methods of T-test and ANOVA were introduced to explore the situation of turnover intention and variant differences in demographic variables. The stepwise multiple regression analysis was adopted to explore the risk factor of turnover intention.The statistical method of spearman correlation analysis was used to analyze the correlation between perceived professional benefits, job stressors and turnover intention.Results(1)The total score of Perceived Professional Benefits was 133.89.±16.95, and five dimensions of Perceived Professional Benefits, such as, occupation cognition,harmonized nurse-client relationship, relatives identity,peer-group belonging,professional development factor was 3.56±0.62、4.17±0.60、3.85±0.68、4.10±0.58、4.11±0.60 respectively. The standardized score of harmonized nurse-client relationship was the highest, and the lowest was peer-group belonging.(2)The total score of Nurse Job Stressors Questionnaire was 72.27±12.32, and five dimensions of Nurse Job Stressors Questionnaire, such as nursing work, workload and time-distributed,work environment and resources, patient care, management and personal relationships factor was 2.23±0.48、2.42±0.54、2.08±0.66、2.10±0.36、1.70±0.38 respectively. The detection rate of workload and time-distributed was the highest, and the lowest was management and personal relationships.(3) Turnover Intention Scale survey shows that the rates of lower, medium, high, higher level group of the surveyed nurses were 1%,26%, 65%, 8%, respectively. Turnover intention had differences on nurses’ general demographic characteristics, the general demographic characteristics including age,length of service,the first degree, staffing, hospital degree,APN shift assignment,professional title, position, and monthly income had significant effect on tumover intention. Univariate analysis showed that age(OR=9.798, P=0.002),length of service(OR=14.712, P<0.001),the first degree(OR=8.589, P=0.003), staffing(OR=6.115,P=0.013), hospital degree(OR= 8.466, P=0.004), APN shift assignment(OR=17.192,P<0.001), professional title(OR=7.669, P=0.006), position(OR=13.820, P<0.001), and monthly income(OR=3.859, P=0.049) were related factors of turnover intention of clinical nurses. Multiple regression analysis showed that APN shift assignment(OR=3.644, P=0.056), hospital degree(OR=5.477, P=0.019), the first degree(OR=3.364, P=0.067) were independent risk factors of turnover intention. The differences level of turnover intention impacted the score of Nurses’ Professional Identity Scale and Nurse Job Stressors Questionnaire, and there was statistical significant(P < 0.05).Factors of subjective support showed negative correlation with perceived professional benefits, and positive correlation with factors of job stressors.Conclusion The “high” and “higher” level of tumover intention reached 73%, whichdeserves management attention.Among general demographic characteristics, differences of age, length of service,the first degree, staffing, hospital degree,APN shift assignment,professional title, position, and monthly income were related factors of. turnover intention of clinical nurses, and APN shift assignment, hospital degree, the first degree were independent risk factors of turnover intention.The lower perceived professional benefits, the higher turnover intention, the heavier job stressors, the higher turnover intention. Increasing perceived professional benefits,reducing job stressors can reduce the turnover rates.