A Study On Job Satisfaction, Turnover Intention, Job Burnout And Its Relationship In Nursing Staff Of A Hospital

Objective:In this study, to find the problems of supernumerary nurses in a Beijing hospital, by investigating their job satisfaction, turnover intention and job burnout status quo and influencing factors, exploring the relationship between the three. Find the problems of supernumerary nurses to put forward specific suggestions. The ultimate goal is strengthening the management of supernumerary nurses by improving job satisfaction, reducing its turnover intention and relieving job burnout. Ultimately, it makes nurses stability, actively work and improve the quality of care and efficiency.Method:(l)Document Retrieval Method:Collect and organize home and abroad on job satisfaction and turnover intention and research work burnout questionnaire design; (2)Questionnaire:select 30 subjects were pre-survey; select 208 Nursing personnel conduct a formal investigation;(3)Expert interviews:just Cause questionnaire analysis of relevant personnel semi-structured interviews questioning;(4)Health statistics analysis:through professional statistical software SPSS for data collected for statistical analysis.Result:(1)Supernumerary nurses overall satisfaction score (3.17±0.58) lower than in the provision of nurses (3.59 ± 0.13),p<0.0l, supernumerary nurses in 16.0% dissatisfied,55.6% expressed general satisfaction,28.4% satisfied or very satisfied. Different marital status and length of service, supernumerary nursing job satisfaction were significantly different. The breakdown of satisfaction, a supernumerary nurses among colleagues along the way, leading the way to treat subordinates and other interpersonal relatively satisfied, but the opportunity for paid leave, payment ratio, the level of wages and benefits and other benefits to protect the least satisfaction; overall satisfaction with the work of the correlation coefficient of the top five factors are:a sense of accomplishment to get, busy, leadership, wages welfare, the ability to play.(2)In recent years, over ninety percent of leaving the nursing staff turnover is supernumerary nurse. Hospital nursing staff turnover intention supernumerary total score (2.54±0.42) is higher than in the provision of nurses (2.18±0.94),P<0.01.11.2% of the supernumerary nurses have a high turnover intention,69.2% have a higher turnover intention. Voluntary Turnover highest score is the possibility of obtaining external work, the index value of 68.50%, followed by the possibility to resign currently working with the motivation to find other work, p>0.05. Different marital status and length of service, the level of turnover intention supernumerary nurses were significantly different.62.72% of the supernumerary nurses believe welfare is the primary factor affecting low supernumerary nurses leave; 86.39% believe wage is the primary factor considered when re-inauguration of supernumerary nurses considered.(3)Supernumerary nursing job burnout total score (55.04±2.49) is higher than the provision in the nurses (53.11±0.96),p>0.05. Supernumerary nursing staff turnover intention highest score in a professional sense inefficient, index is 56.42%, while the emotional exhaustion and cynicism index values were 44.63% and 31.77%, p<0.01. Lower income levels, there are significant differences in age, marital status, education, job title, work experience and the average monthly supernumerary nursing staff burnout. The top three factors that may affect supernumerary nurses work tirelessly is wages, respect for the community and patient needs.(4)The correlation coefficient R supernumerary hospital nursing job satisfaction and turnover intention=-0.382, job satisfaction and turnover intention to resign from the evaluation, especially in the present work the possibility of higher degree of correlation (R=-0.400); and separation willingness and the breakdown of job satisfaction in the "working conditions", "get a sense of accomplishment" and "co-workers get along" more closely linked. Job satisfaction and job burnout correlation coefficient R=-0.500, job satisfaction and job burnout evaluation, especially in cynicism the most relevant (R=-0.510); and job burnout and satisfaction in each category, "busy", "stable "and" doing conform conscience "more closely linked. Intention to Quit and Job Burnout correlation coefficient R=0.451, in particular, turnover intention and job burnout in this dimension of cynicism higher degree of correlation (R=0.590).Conclusion:(1)Supernumerary nursing job satisfaction is better, but significantly lower than in the provision of nurses; supernumerary nurses salary of the lowest satisfaction, the satisfaction rating is also affected by other factors.(2)A high turnover rate and turnover intention level supernumerary nurses, care team less stable; family factors is an important factor leading to supernumerary nurses leave; benefits are supernumerary nurses leave and re-inauguration to consider the primary factor.(3)Resulting in a higher state of busy work supernumerary nursing job burnout level, but no difference in the provision of nurses; individual characteristics are important factors affecting supernumerary nursing job burnout levels; wages is to promote supernumerary nurse work tirelessly the primary factor being.(4)Job satisfaction and job burnout was a significant negative correlation; job satisfaction and turnover intention showed a significant negative correlation; the level of turnover intention and job burnout level showed a significant positive correlation.