| Objective This research is 1)to assess the status quo of work empowerment and turnover intention among nurses in county-level public hospitals,2)to analyze the factors that affect the work empowerment and turnover intention of nurses at county-level public hospitals,3)to explore the correlation between the work empowerment and turnover intention of nurses at county-level public hospitals,4)to provide scientific and theoretical basis for clinical nursing managers to formulate management strategies and work plans.Methods A cross-sectional investigation method was carried out.According to the difference between location and economic level,we randomly choose clinical nurses from 12 County Public Hospital in southern?middle and northern Anhui province as the samples to fill out questionnaires.The content of the questionnaire mainly includes: 1)demographic data: sex,age,marital status,education level,Department,title,working years,salary level,etc.2)Work Effectiveness Scale: including opportunities,information,support,resources,formal and informal empowerment;3)Turnover intention scale: including whether to consider the resignation of the current work,whether want to find other similar work,whether to find another not similar work.The software of Epi Data 3.1 was used for data entry and SPSS 20.0 software for statistical analysis.The categorical data were expressed as the number of cases and the percentage,and the measurement data conformed to the normal distribution and were expressed as the mean±standard deviation.Comparison of work empowerment and turnover intention among nurses with different clinical characteristics was made by one-way ANOVA or group t test.Pearson correlation analysis was applied to analyze the correlation between work empowerment and turnover intention of clinical nurses.Logistic regression analysis was used to analyze the influencing factors of work empowerment and turnover intention.Results 1.The score of the work empowerment of the 715 clinical nurses in the county-level public hospitals was(15.08±3.83),among which the score of six dimensions from high to low were: the informal power(2.71±0.84),the chance(2.61±0.77),support dimension(2.59±0.88),resource dimension(2.44±0.81),information dimension(2.40±0.86)and formal power dimension(2.33±0.74).2.Average turnover intention scores of 715 clinical nurses was(10.53±3.23)points,turnover intention I-the possibility of resigning from current job gets(3.66±1.36)points,turnover intention II-finding another job score(3.40±1.33),turnover intention III-the possibility of obtaining external work gets(3.47±1.15)points.3.Univariate analysis showed that the nurses who were 31-35 years,married and others,undergraduate degree and above,nurse-in-charge and above,head nurse of responsibility,from the other department,16-20 years of working,and monthly income ? 4001 yuan had a higher level of work empowerment.There was no difference of work empowerment between regions,gender and labor.The results of multivariate analysis showed that the department,education level,working life,monthly income and age were the factors influencing the work empowerment of clinical nurses in county-level public hospitals.4.Univariate analysis showed that turnover intention was high in nurses who were the age of ? 25 years old,unmarried,secondary and the following qualifications,the title for the nurses,job duties for the general nurses,working years 1-5 years,the labor relationship for the contract nurses,monthly income ? 2000 yuan.There had no difference in the willingness to leave the clinical nurses in different regions,sexes and departments.Multivariate logistic regression analysis showed that age,marital status,educational level,title,labor relationship and monthly income were the factors influencing the turnover intention of clinical nurses at county level hospitals.5.Work empowerment scores,opportunities,information,resources and support scores,formal and informal power score were negatively related with nurse turnover intention score(r=-0.183,-0.143,-0.171,-0.145,-0.119,-0.136,-0.144,P<0.001).Conclusion 1.Work empowerment of nurses work in county-level public hospitals are at a moderate level,and turnover intention is at a low level.2.Department,educational level,years of working,monthly income and age are the influencing factors of work empowerment among nurses work in county-level public hospitals.Age,marriage,education,professional title,labor relations and monthly income are the influencing factors of turnover intention among nurses work in county-level public hospitals.3.There is a negative correlation between work empowerment and turnover intention among nurses work in county-level public hospitals. |
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