Study Of Work Satisfaction And Turnover Intention Among Clinic Nurses In Changsha

Objective: To investigate the level and relationship of job satisf action and turnover intention of clinic nurses in Changsha and the i nfluence of job satisfaction, and to examinate the variation in job s atisfaction among nurses by personal characteristics.Methods: A stratified randomized was designed. 515 registered nurses of 12 hospitals in Changsha were randomly selected. A trans lated version of Index of Work Satisfaction (IWS), developed by St amp and Piedmonte, was used for assessing job satisfaction, and a modified scale of turnover intention, developed by Michael and Spe ctor, modified by Jingyuan Li and Dongrong Li, for turnover intenti on. Describing analysis, t test, one-way ANOVA, SNK test, Pearson correlation and multiple linear stepwise regression were performed by SPSS11.5.Result: The scores of job satisfaction among 6 dimensions wer e ranked at a descending order as follow: interaction, professional s tatus, autonomy, organizational policy, task requirement and pay. Th e variations in job satisfaction among clinic nurses were a significa nt difference (P<0.05) by personal characteristics, namely age, year s of work experience, position, marital status, educational level, hos pital grades, ownership and appointment. There is a negative relatio nship among namely age, autonomy, organizational policy and profe ssional status (P<0.05). There is a positive relationship between ye ar of work experience and pay (P<0.05), and negative between yea r of experience and another 5 dimensions of job satisfaction(P<0.0 5). There is a negative relationship among educational level, task re quirement and professional status (P<0.01). There is a positive rela tionship between position and pay(P<0.01), and negative among po sition, task requirement and professional status(P<0.05). There is a positive relationship among hospital grades, pay and organizational policy (P<0.05). The scores of turnover intention among 3 dimens ions were ranked at a descending order as follow: III 2.94±0.01, II 2.43±0.29, I 2.37±0.19. The dimension of turnover intention is highest for the possibility of obtaining a job. There is a negative relationship between the 6 dimensions of job satisfaction and turno ver intention (mean 2.58±0.32). Turnover intention was explained b y 21.1% with pay, professional status, task requirement and autono my, and the satisfaction of pay plays the most important role.Conclusion: Administrators should give greater consideration to the role that the job satisfaction of clinic nurses plays in reducing t urnover intention.