Influence Of Work-family Conflict, Job Stress On Turnover Intention In Outpatient Pediatric Nurses

Objectives:To investigate the turnover intention(TI), work-family conflict(WFC), job stress in outpatient pediatric nurses; to explore the influence of basic personal information on turnover intention in outpatient pediatric nurses; further analysis the influence of work-family conflict, job stress on turnover intention; thus to provide theoretical reference for reducing turnover intention in outpatient pediatric nurses.Methods:Convenience sampling was used. Convenient to extract from15class3-A general hospitals in six cities in Shandong Province, hospital has separate outpatient pediatric or pediatric infusion center as selection criteria, then to investigate the outpatient pediatric nurses who meet the inclusion criteria among these hospitals. A total of275outpatient pediatric nurses were investigated. Questionnaire investigation was implemented, the self-reported questionnaires included four parts:basic personal information sheet, Turnover Intention Questionnaire, Work-Family Conflict Scale, Chinese Nurses Job Stressor Scale. Descriptive analysis, Chi-square test. Spearman correlation analysis and binary Logistic regression were performed to analyze the basic information, turnover intention, work-family conflict and job stress. Results:A total of295questionnaires were distributed, of which287were returned and275(95.8%) were usable, detailed information was as follows:1. For the question during the course of past year, have you often want to leave your present job or units, there were99nurse chose several times a year, accounting for36.0percent,68nurse chose several times a month, accounting for24.7percent,46nurse chose never, accounting for16.7percent,38nurse chose several times a week, accounting for13.8percent,24nurse chose several times a week, accounting for8.7percent;130nurses who had strength turnover intention, accounting for47.3percent,145nurses who had weak turnover intention, accounting for52.7percent.2. The WFC total score of outpatient pediatric nurses was (51.93±9.09) and the entries average score was (2.88±0.51), the WIF and FIW average item score were (3.51±0.72) and (2.26±0.55), respectively; the entries average of each demension were time-based conflict (3.00±0.51), stress-based conflict (2.90±0.52), behavior-based conflict (2.76±0.71) in the descending order.3. The job stress total score of outpatient pediatric nurses was (85.20±15.63) and the entries average score was (2.43±0.45). the entries average of each dimension were workload and time (2.79±0.67). nurse work and profession (2.72±0.58), work environment and resources (2.67±0.76). patient care(2.50±0.47), and management and interpersonal skills(1.86±0.54) in the descending order.4. The Chi-square test results show, there were statistical differences of turnover intention in different characteristics of social demography of outpatient pediatric nurses, those were different age(x2=7.27, P=0.026), title(χ2=11.55, P=0.003), position(x2=6.96, P=0.031), education background(x2=22.46, P<0.001), employment forms(χ2=10.87, P=0.004), night shift(χ2=19.94, P<0.001), the average monthly salary(χ2=7.42, P=0.025), overtime work(χ2=61.27, P<0.001), and self-perceived health status(χ2=18.13,P<0.001); there were not statistical differences of turnover intention in years of working experience(χ2=0.45, P=0.800) and marital status(χ2=0.81, P=0.369).5. The Spearman correlation analysis results show, the entries average score and the average score of each dimension of WFC and job stress was positively correlated(r=0.23～0.47, P<0.01); turnover intention was positively correlated with the entries average score and the average score of each dimension of WFC and job stress (r=0.35～0.55, P<0.01);6. Logistic regressions results show education background, night shift, overtime work, nurse work and profession, patient care, stress-based conflict, and behavior-based conflict were predictive factors of turnover intention, among those secondary education, no night shift, no overtime work, and behavior-based conflict were protective factors, college degree, night shift1～2times, overtime work1～5h, nurse work and profession, patient care, and stress-based conflict were risk factors.Conclusion:Turnover intention is high in pediatric outpatient department, there were47.3percent of nurses have strong turnover intention, WFC is high and job stress is middle level. There were statistical differences of turnover intention in age, title, position, education background, employment forms, night shift, overtime work and self-perceived health status. Nurses who often had night shift, overtime work, low salary(<￥1000), high job stress, and serious WFC always had turnover intention. Therefore, managers should take some measures such as optimize staff, arrangement night shift reasonable, increase salary, and minimize overtime on nurses,especially those who were young, low title, no position, college degree, contract, and poor health status, to reduce nurses’ stress, avoid WFC, and reduce turnover intention; at the same time, managers can strengthen nurses’specialist knowledge and skills, improve their communication skills, to ease the nurse-patient relationship and reduce their pressure, thus fundamentally eliminate turnover intention, stable the pediatric nurse teams.