Study On Relationship Between Nursing Work Environment,Work-family Conflict And Turnover Intention Of Emergency Nurses

ObjectivesThis study aimed to investigate the status of the emergency nurse turnover intention from the basic information, nursing work environment and work-family conflict, to provide theoretical basis for nursing management to take effective measures, reduce the emergency nurse turnover rate, and ensure stability of nursing team.MethodsThis study was cross-sectional study using convenience sampling method to extract Jinan five three-A level general hospitals emergency department247nurses. The questionnairs included four parts:basic information, Turnover Intention Scale, Nursing Work Environment Scale, Work-Family Conflict Scale. Descriptive analysis, Independent t test, ANOVA, Pearson correlation analysis and multiple linear regression were performed to analyze basic information, turnover intention, nursing work environment, work-family conflict of emergency nurses.ResultsTwo hundred and sixty-five questionnaires were distributed (valid questionnaires247), and the effective rate was93.21%, detailed information was as follows:1. The turnover intention total score of emergency nurses was (14.54±3.31) and the entries average score was (2.42±0.55), index value was60.58%. The average scores were turnover intention Ⅰ (2.25±0.68),turnover intention Ⅱ (2.27±0.70) and turnover intention Ⅲ (2.76±0.56) respectively. The index values from high to low were:turnover intention Ⅲ68.88%, turnover intention Ⅱ56.62%and turnover intention Ⅰ56.13%.Turnover intentions were invided into4grades:Very low,6(2.4%); low,48(19.4%); high,175(70.9%); and very high,18(7.3%).2. The nursing work environment total score of emergency nurses was (88.05±7.68) and the entries average score was (2.84±0.25), the average of each dimension were nurse-physician relationship (3.07±0.38), nurse foundation for quality of care (2.98±0.26), nursing management ability and leadership (2.93±0.35), adequate human and material resources (2.65±0.36), nurse participation in hospital affairs (2.63±0.33) in the descending orde.3. The WFC total score of emergency nurses was (50.85±7.54) and the entries average score was (2.83±0.42), the WIF and FIW average item score were (3.19±0.59) and (2.46±0.43), respectively; The entries average of each dimension were time-based conflict (2.90±0.59), stress-based conflict (2.88±0.51), behavior-based conflict (2.68±0.43) in the descending order.4. The independent t test and single factor variance analysis showed that, there were statistical differences of turnover intention in different characteristics of social demography of emergency nurses, those were different age, working experience, professional title, position, education background, employment forms, night shift, the average monthly salary and job satisfaction; there were not statistical differences of turnover intention in gender, marital status, health status and the weekly overtime work.5.The Pearson correlation analysis results show, turnover intention was negatively correlated with the entries average score and the average score of each dimension of nursing work environment (r=-0.227--0.477, P<0.01),turnover intention was positively correlated with the entries average score and the average score of each dimension of WFC (r=0.169～0.320, P<0.01). 6. Multiple linear regression showed that, age, bachelor degree,1-2times nightshift a week, nurse participation in hospital affairs, adequate human and material resources, time based on conflict were predictive variable for emergency nurses’ turnover intention. The six variables can explain42.3%of the emergency nurse’s turnover intention.Conclusion1. Emergency nurse turnover intention is at a high level. The high and very high turnover intention ratio of nurses was78.2%.2. Emergency nurses are overall satisfied with their nursing work environment. The higher score of PES, the lower score of turnover intention.3. Emergency nurses have middle work-family conflict, feeling more WIF than FIW. The more work-family conflict, the higher turnover intention.4. Emergency nurse turnover intention are influenced by age, working experience professional title, position, education background, employment forms, night shift, the average monthly salary and job satisfaction.5. Age, bachelor degree,1-2times night shift every week, nurse participation in hospital affairs, adequate human and material resource, time based on conflict were predictive factors of turnover intention of emergency nurses. Age, nurses participation in hospital affairs and adequate human and material resources will have negative prediction to turnover intention; Bachelor degree,1-2times a week night shift, the conflict based on time will have positive prediction to turnover intention.Those suggest that nursing managers should pay attention to nurses’ turnover intention and take corresponding measures to reduce the turnover intention of emergency nurses.