Analysis On The Turnover Intention Of Nurses In A General Tertiary Hospital A In Shanghai

Nurse is a vital component of human resources for health. In medical institutions, nurses are in charged for the care of patients, the dual task of auxiliary aid for clinic doctors, whose work quality directly reflect the quality of the hospital’s work, and stable nursing care team is the basis of quality assurance. The adequacy of clinical nurse staffing is directly related to the quality of care, patient safety, nurses’ health and health care team stability.The unnatural causes of attrition loss of nurses accounted for 66.5% in Chinese hospital, such as resignation, going to non-nursing jobs in hospitals, transferred from the hospital, dismissal, abroad. Resignation makes the highest proportion (38.2%).objective:The objective of the study is to know the current situation of nurses perceived organizational support, job burnout and turnover intention, to explore the relationship,to identify factors that affect the scores, and at last to Put forward interventions.Methods:Literature research methods was used to understand the progress of research on job burnout, organizational support and turnover intention; questionnaires were used to obtain the job burnout, organizational support and turnover intention data of nurses in hospital A; administrators and nursing staff were interviewed to get in-depth understanding of job burnout, organizational support and to learn the affect factors. Descriptive statistical analysis was used to analyze the demographic characteristics and scale scores; Spearman correlation study was used to analyze the correlations between demographic and scores of cases; regression analysis method was used to analyze the explanatory power of each dimension scale.Results:The average age of 1173 nurses is (30.84±7.4) years old.98.6% of the nurses are female,58.9% are married,80.8% of the married nurses has given birth to some children; college degree and undergraduate education accounted for 52.9% and 36.1%, respectively; 40.4% own the personnel; 79.5% are at with primary title. They worked an average of (8.940±7.9672) years in hospital A.Mean scores of Item 1-4 of Maslach Burnout Inventory emotional exhaustion dimension are less than 3 points, mean scores of personal accomplishment scores are greater than 3 points. There exist differences between different demographic characteristics of nurses in three dimensions. Age, education and work experience are negative correlated with the total scores. Personnel, titles, and the income and the total score are not significantly correlated.Mean scores of item 1-6 of support organizations work support dimension are greater than 3 points, scores of interests concern dimension are between 3.12 and 2.82, scores of item 13-15 of value identity dimension are greater than 3 points. There exist differences between different demographic characteristics of nurses in three dimensions. Age, education and work position are negative correlated with the total scores, and the correlation is stronger than the other factors.Mean scores of the turnover intention are greater than 3 points, and there exist differences between different demographic characteristics of nurses in three dimensions.There exist a significant correlation between the scores of Maslach Burnout Inventory, Inventory turnover intention and organization support. The more optimistic about job burnout, the lower the turnover intention; the better organizational support situation, the lower the turnover intention; the better organization supported, the more optimistic about job burnout cases. Organizational support plays a regulation role in the relationship of job burnout and turnover intention.Conclusions:(1) In general, moderate burnout situation is acceptable to good, and situation of emotional exhaustion dimension is relatively poorer. Because the burnout situation of different populations are different, the hospital should pay more attention to the key groups, and regular evaluation work, psychological counseling, vocational goal management are recommended.(2) some items of organizational support are acceptable to good, and the situation of interests concern dimension is relatively worse. Because the organizational support situation of different populations are different, the hospital should pay more attention to the key groups, and analyze of support need is recommended.(3) burnout increases the degree of propensity to leave, the hospital should take actively action to reduce the degree of job burnout.(4) organizational support reduces the degree of job burnout so that to reduce the tendency to leave.