A Study On The Relationship Among Emotion Management,Performance Pay Satisfaction And Turnover Intention Of Nurses In Emergency Department

ObjectiveTo investigate the current situation of nurses' turnover intention,performance pay satisfaction and emotional management,and analyze the factors that affect the turnover intention,and explore the correlation between performance pay satisfaction and turnover intention.It provides basis for nursing managers to conduct emotional management training for clinical nurses and performance reform for managers.MethodQuestionnaires and interviews were used.The method of questionnaire survey was used to investigate the nurses of emergency department who worked in 6 Grade 3A hospitals in Qingdao city from March to April 2016.The method of convenient sampling was adopted.The survey tools included general information questionnaire of nurses in emergency department.Nursing emotion Management scale,Nurses performance compensation satisfaction scale and turnover intention scale,among them,the performance compensation satisfaction scale is a self-designed scale.SPSS21.0 statistical software was used to analyze the data.The statistical methods included: demographic data were analyzed by descriptive analysis;the influence of demographic factors on turnover intention was analyzed by independent sample t-test and univariate analysis of variance;emotion management.The correlation between performance pay satisfaction and turnover intention was analyzed by Pearson,and the influencing factors of emergency department nurses' turnover intention were analyzed by multiple stepwise regression analysis.The interview method selected a hospital emergency department nurse from 2014 to 2015 to interview.ResultsA total of 300 questionnaires were distributed in this study,of which 12 were invalid questionnaires.The valid sample size was 288,and the effective recovery ratewas 96.The results are as follows:1.The total score of nurses' intention to quit was(14.85±2.99),and the total average score was(2.47±0.50),The scores of each dimension were(2.26±0.69),the index value was56.63%;the second was(2.23±0.70),the index was55.88%;the thir d was(2.93±0.50),and the index was73.13%.According to the grade of intention to leave,the number of persons is very low,0(0.00%),low,58(20.78%),high,204(64.75%),very high,26(14.47%).2.The total score of nurses' emotion management was(47.03 ±9.45),and the total average score was(2.61 ±0.53.).The mean scores of each dimension were: emotional expression was(2.69 ±0.55)and the index value was 67.31%,emotion application was(2.68±0.56)and the index value was 66.59%,emotion application was(2.68±0.56)and the index value was 66.90%,emotion adjustment was(2.37±0.66)and the index value was 59.38%.3.The score of performance salary satisfaction of nurses in emergency depart ment(58.84±12.21),the total average score was(2.94±0.61),The average score of eac h dimension from high to low is: policy satisfaction(2.79±0.59)and the index valu e was 64.43%,structure management satisfaction(2.82±0.57)and the index value wa s 61.19%,growth satisfaction(3.06±0.74)and the index value was 56.63%,level satis faction(3.23±0.75)and the index value was 55.86%.4.Independent sample t-test and univariate ANOVA showed that different ages,years of service,professional title,job title,highest educational background,employment form,energy level,number of night shifts per week,monthly performance pay,monthly salary,The annual performance pay has statistical significance to the difference of nurses' turnover intention in the emergency department(P<0.05).5.Correlation analysis showed that emotional awareness dimension and emotional adjustment dimension were negatively correlated with turnover intention in emotional management of emergency department nurses(r=-0.149~-0.204,P<0.05).There was a negative correlation between the dimensions of performance pay satisfaction and turnover intention,and the correlation coefficients were as follows(r=-0.356~-0.445,P<0.01)?6.The results of multiple linear regression showed that the years of emergency service,emotional adjustment,emotional use and satisfaction with performance salary increase were the predictors of nurses' turnover intention.These four variables could explain the 25.4% variation of nurses' turnover intention.7.Based on the reading and analysis of interview data,six factors influencing nurses' turnover intention were concluded.Mainly includes professional identity,performance pay,emotional adjustment,emotional support,good co-worker relationship,frequent night shift.Conclusion1.The turnover intention of nurses in the emergency department was at a higher level,with 79.22% of the nurses with higher and higher grades of willingness to leave.2.The emotional management of the nurses in the emergency department is above the average level,and the higher the emotional management ability,the lower the turnover intention.3.The lower the satisfaction of performance pay,the higher the willingness to quit.4.Emergency nurses' willingness to quit is affected by the years of emergency service,emotional adjustment,emotional use and satisfaction with performance pay growth.It is suggested that managers should pay attention to the factors of nurses' willingness to quit in emergency department,do well emotional management in the light of people-oriented management concept,carry out the reform of performance pay reasonably,and reduce nurses' willingness to leave.