The Study Of Turnover Intention Of Clinical Nurses And Related Factors In Jilin Province

Objectives:To describe the status quo of turnover intention and its related factors of clinical nurse; to analyze the differences of turnover intention of the clinical nurse in the general population characteristics; to clarify the correlations among the nursing practice environment, organizational commitment, occupational commitment, and turnover intention; to explore the effects of the nursing practice environment, organizational commitment, occupational commitment on turnover intention.Methods:This study is a correlation research in non-experimental studies, clinical nurses for the study were randomly selected from three 3 A-level general hospitals in Jilin Province. A total of 987 questionnaires were issued, and 843 questionnaires were usable. There were five research tools, namely, the general demographic characteristics of the questionnaire, the nursing practice environment scale, organizational commitment questionnaire, professional commitment questionnaire and turnover intention scale. The data collected were statistically analyzed using SPSS 16.0, statistical methods used in the study included descriptive statistics, one-way ANOVA, Pearson correlation analysis and hierarchical regression analysis.Results:1. The status quo of turnover intention, the nursing practice environment, organizational commitment, and occupational commitment(1) The level of turnover intention of the clinical nurses is high, the total score of turnover intention was (14.62±3.72), in accordance with the separation grading standards, the nurses who has a "higher" level of turnover intention accounted for 52.8% of the surveyed nurses.(2) The total scores of the nursing practice environment was (89.12±12.84), the nursing practice environment is better and at the middle level.(3) The level of organizational commitment was higher, the total scores of organizational commitment was (66.14±10.35), in accordance with the separation grading standards, the nurses who has a "higher" level of organizational commitment accounted for 612(72.6%) of the surveyed nurses.(4) The level of occupational commitment was higher, the total scores of occupational commitment was (79.03±12.38), the scores of five dimensions followed by high and low were as follow:Affective commitment, normative commitment, emotional costs commitment, the economic costs of commitment, opportunity commitment.2. The one-way ANOVA of turnover intentionTurnover intention had differences on nurses'general demographic characteristics, the general demographic characteristics including age, the first degree, the final qualifications, professional job title, length of service and working departments had significant effect on turnover intention.3. The relationships among the nursing practice environment, organizational commitment, occupational commitment, turnover intentionThe relationship between the nursing practice environment, organizational commitment, occupational commitment and turnover intention was significantly negative correlation; the relationship between the nursing practice environment and organizational commitment was significantly positive correlation; the relationship between the nursing practice environment and occupational commitment was significantly positive correlation; the relationship between organizational commitment and occupational commitment was significantly positive correlation; All correlations above were in statistically significant level (P= 0.000).4. The effects of the nursing practice environment, organizational commitment, occupational commitment on turnover intention(1) Hierarchical regression analysis revealed that Factors of turnover intention included the first degree (college degree), first degree (Bachelor degree or above), and the final qualifications (College degree), professional job title (Nurse practitioner), the nursing practice environment, organizational commitment, occupational commitment. These factors are all good predictors to turnover intention, in which occupational commitment had the strongest predictive power, followed by organizational commitment;(2) Organizational commitment and occupational commitment have partly intermediary role in the relations between the nursing practice environment and turnover intention.Conclusion:1. The level of turnover intention of nurses is higher, which deserves management attention;2. The relationship between the nursing practice environment, organizational commitment, occupational commitment and turnover intention was significantly negative correlation; the nursing practice environment, organizational commitment, and occupational commitment are significantly positive correlation to one another;3. The first degree (college degree), first degree (Bachelor degree or above), and the final qualifications (College degree), professional job title (Nurse practitioner), the nursing practice environment, organizational commitment, occupational commitment, are all good predictors to turnover intention;4. Organizational commitment and occupational commitment had partly intermediary role in the relations of the nursing practice environment and turnover intention. Managers should be aware of these factors that affect turnover intention of nurses, and establish a good working environment for nurses, enhance professional ethics education and train work values and professional ethics emotion of nurses, and provide adequate resources and support for nurses in order to enhance their level of organizational commitment and occupational commitment, then reduce the level of turnover intention to prevent nurses' leaving.