The Investigation Of The County Hospital Nurses’ Turnover Intention And It’s Influencing Factors In ShaoYang City

ObjectiveTo investigate the state of nurses’ turnover intention and its influencing factors incounty hospital，aim to provide a reference for nurse managers to make the policy tostabilize the nurse team.MethodsSix county hospitals were selected by using simple random sampling inShaoYang city of Hunan Province.590nurses with the certificate were sampled fromevery department of the selected hospitals according to the method of proportionalsampling (50%). Data were collected using a set of questionnaires that includeddemographichic questionnaire, turnover intention scale and influencing factors ofturnover intention questionnaire. One-way ANOVA and LSD method were performedto compare difference among different groups. multiple linear stepwise regressionanalyses were used to analyses influencing factors of nurses’ turnover intention(ɑ入=0.05，ɑ出=0.10).ResultsThe mean score of nurses’ turnover intention was15.87±2.03. Statisticallysignificant differences were found among nurses with different ages, monthly incomesin the scores of turnover intention and the other dimensions except dimension Ⅱ（P<0.05）；Statistically significant differences were found among nurses withdifferent marriage statuses in the score of turnover intention and the other dimensionsexcept dimension Ⅰ（P<0.05）；Statistically significant differences were found amongnurses with different working years, professional title in the score of turnoverintention and its’ every dimension（P<0.05）；The variations in the score of dimension Ⅰ among nurses were significant difference by personal characteristics, the numberof children, working type and position of job（P<0.05）；The variations in the score ofturnover intention and dimensionⅠamong nurses were significant difference bypersonal characteristics, the times of night shift and the traffic condition（P<0.05）; Nostatistically significant differences were found among nurses with differentqualification and working in different department in the score of turnover intentionand its dimensions（P>0.05）. The multiple linear stepwise regression analysis showedthat satisfaction, working years, workload and initiative of work were in the multiplelinear regression equation with the total score of the turnover intention as dependentvariable (F=23.092， P<0.001， R2=0.285). Satisfaction, working year,vocational interest, worries about work and social support were in the regressionequation with the score of dimension Ⅰas dependent variable (F=55.553，P<0.001，R2=0.406). Satisfaction, workload and initiative of work were in the regressionequation with the score of dimension Ⅱas dependent variable (F=27.612，P<0.001，R2=0.168). Professional title, the times of night shift, psychological health, initiativeof work and workload were in the regression equation with the score of dimension Ⅲas dependent variable (F=8.402，P<0.001，R2=0.094).ConclusionsThe level of nurses’ turnover intention is higher. With the increase of workingyears, the possibility of resigning from the current work and turnover intentiongradually decrease. Nurses with the lower professional title and fewer times of nightshift are more likely to get a new job. Satisfaction, working expedience, workload andinitiative of work are the influencing factors of turnover intention.