| ObjectivesThis study was to investigate the status of turnover intention,work stress,organization commitment and work-family conflict in female nurses with a second child;to explore the influence factors of turnover intention of the nurses in general information,work stress,organizational commitment,work-family conflict.Thus to provide scientific basis to make effective measures to reduce the turnover rate of the female nurses with a second child and improve the stability of the nursing team for nursing managers.MethodsConvenience sampling was used to investigate 363 female nurses with a second child in seven three-A level general hospitals in Qingdao and Jinan of Shandong Province in the cross-sectional study.The questionnaires included four parts:general information questionnaire and Turnover Intention Scale,Chinese Nursing Job Stressors Scale,Organizational Commitment Scale,Work-Family Conflict Scale.Many kinds of statistical analysis methods were used(such as descriptive analysis,t test,ANOVA,Pearson correlation analysis,multiple linear regression and structural equation model)to analyze the general information,turnover intention,work stress,organizational commitment and work-family conflict of female nurses with a second childResultsA total of 374 questionnaires were distributed and 370 were received with a recovery rate of 98.9%.Seven invalid questionnaires were removed,and 363 were effective,the effective rate was 98.1%.detailed results were as follows1.The total score of turnover intention of female nurses with a second child was(13.72±4.30),and entries average score was(2.32±0.72),with an index value of 58%.The three dimension scores were:turnover intention Ⅰ(4.23±1.75),turnover intention Ⅱ(4.20±1,77),turnover intention(5.29±1.61);The index values in turn(high-low)were:turnover intention Ⅲ(66.13%),turnover intention Ⅰ(52.88%);turnover intention Ⅱ(52.5%).According to the four levels of turnover intention,female nurses with a second child have very high turnover intention of 47(12.95%),high one of 173(47.66%),low one of 114(31.40%),and very low one of 29(7.99%).2.The total score of work stress of female nurses with a second child was(74.13±16.60),and the entries average score was(2.12±0.47).The entries average score of each dimension from high to low were workload and time allocation(2.39±0.62),nursing work and profession(2.33±0.57),patient care(2.12±0.48),working environment and equipment(2.00±0.65),management and interpersonal relationship(1.83±0.49)3.The total score of organizational commitment of female nurses with a second child was(72.02±11.91),the entries average score was(2.88±0.48),and the index value was 72.02%.The entries average score of each dimension from high to low was normative commitment(3.12±0.56),emotional commitment(3.01±0.63),economic commitment(2.88±0.61),ideal commitment(2.87±0.58)and opportunity commitment(2.52±0.61).In order of index value,normative commitment(77.8%),emotional commitment(75.3%),economic commitment(72.10%),ideal commitment(71.90%),and opportunity commitment(63%)were ranked as follows.Organizational commitment was divided into four levels according to the entries average score:very high 123(33.89%),high 227(62.53%),low 11(3.03%),and very low 2(0.55%).4.The total score of work-family conflict for female nurses with a second child was(55.42±13.04),and the entries average score was(3.08±0.72).The scores of WIF and FIW were(55.42±13.04)and(55.42±13.04),respectively.The entries average score of each dimension from high to low was(19.76±5.01)for time-based conflict,(18.51±4.64)for pressure-based conflict,and(17.15±5.42)for behavior-based conflict.In the three dimensions,the scores of WIF were all higher than that of FIW5.The results of independent t test and ANOVA showed that there was no statistical significance in the turnover intention of female nurses with different educational background,working years,contract type,professional title,department,maternity leave time and gender of the child(P>0.05).There was statistical significance in different age,marital status,numbers of ward beds,monthly average income,the income satisfaction,weekly overtime,night shift frequency,age of birth the second child,the second child childbirth way,self-evaluation of post competence,extra care from hospital or departments(P<0.05).6.Pearson correlation analysis results showed that total score of each dimensions of work pressure in female nurses with a second child were significantly positively correlated with total score of turnover intention(r=0.370～0.526,p<0.01).The total score of each dimensions of organizational commitment in female nurses with a second child were negatively correlated with the total score of turnover intention(r=0.-141～-0.386,p<0.01).The total score of each dimensions of work-family conflict in female nurses with a second child were significantly positively correlated with the total score of turnover intention(r=0.302～0.472,P<0.01)7.Multiple linear regression results showed the second child childbirth way,self-evaluation of post competence,nursing work and profession,emotional commitment,normative commitment,opportunity commitment,extra care from hospital or departments,pressure-based conflict were the predictors in turnover intention of female nurses with a second child,explained the variation of 50.40%8.Building the structural equation model to analyze the acting path of job stress,organizational commitment,work-family conflict with turnover intention of female nurses with a second child.Work-family conflict directly affects turnover intention;Work stress has a direct impact on turnover intention,and can indirectly affect turnover intention by affecting work-family conflict;Organizational commitment has a direct impact on turnover intention,and it can indirectly affect turnover intention through influencing work stress.ConclusionThe turnover intention of female nurses with a second child was at a higher level,and 60.61%of them have a high or very high turnover intention.The organizational commitment of female nurses with a second child is at a high level.The proportion of nurses with high or high organizational commitment is as high as 96.42%.The work pressure of female nurses with a second child is at a medium level,and work-family conflict was at a high levelThe female nurses who gave birth to the second child with cesarean section,poor return post competency self-assessment,no extra care from hospital or departments,greater pressure-based conflict and work stress in nursing work and profession were more likely to have turnover intention.The nurses with higher emotional commitment and normative commitment,opportunity commitment have less turnover intention.Work-family conflict directly affects turnover intention;Organizational commitment is negatively correlated with turnover intention.Organizational commitment can either directly affect turnover intention or indirectly affect turnover intention through work stress.There is a positive correlation between job stress and resignation intention.Job stress can either directly affect resignation intention or indirectly affect resignation intention through work-family conflict.Therefore,nursing managers should take targeted measures to reduce the work pressure work-family conflicts of nurses and increase the commitment organizations of them,so as to reduce the turnover intention of female nurses with a second child to prevent the loss of excellent nurses,and stabilize the nursing team. |
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