A Study Of Turnover Situation In Hospital Nursing Staff And Its Impact Factors

Research objective: Investigate the hospital resigned nurses’ basic information such as the type of the staff establishment,education background,working years as well as their turnover reasons and the development direction after turnover,discuss the main possible factors causing nurses’ turnover,analyse all of these data and provide suggestions for the human resource management in nursing.Research methods: Collect and analyze the turnover rate of nursing staff at one tertiary hospital in 2014-2016,understand the basic situation of the resigned nursing staff in this hospital,do surveys for the nurses who resigned between 2014 to 2016 in the hospital.Select and analyse the questionnaires based on the basic information of these resigned nurses,and discuss the factors causing nurses’ turnover.Do surveys for the nurses who currently working in the hospital,understand how much they satisfy with their work,and the factors causing nurses’ turnover.Provide a reference for nursing management by getting a conclusion according to the results of these two surveys.Research results:(1)There is no difference of nurses’ turnover rate between the nurse in charge,junior nurse and senior nurse;(2)There is no difference between the different education background of the resigned nurses.(3)"Tiredness" is the top reason for nurses’ turnover.(4)59.09% of the resigned nurses do not engage in nursing any more.(5)"Reducing the workload and more holidays" is the project that the resigned nurses hope to improve most.(6)The current nurses’ average satisfaction for the hospital is moderate,they have a higher satisfaction with "environment and facilities","relationship with colleagues" and "relationship with superiors" and a lower satisfaction with "salary and welfare","education and training" and "personal career planning".(7)75.46% of nurses think they will turnover if they change to non-nursing work.This figure is in the first place for the nurses indifferent education background and different working years.(8)Among the most likely reasons for nurses turnover,"work pressure" is the top reason,which is related to working years.(9)Among the reasons why nurses will continue doing the work,"no better work" accounts for 59.29%,which is related to the age and working years of the nurses.(10)there is a relationship between whether the current nurses think about the turnover and the nurse’s working years.Research conclusion:(1)tiredness and high work pressure are the main factor for nurses to consider turnover.It is possible to reduce the workload by appropriately allocating nursing human resources and recruiting appropriate number of nurses.(2)Finding a new job is the most likely reason for nurses to turnover.It means that nurses lose confidence in nursing.Managers can actively change this situation by improving nurses’ working environment and strengthen the positive nurse image.(3)raising the salary is nurses’ general desire.The managers should set up reasonable remuneration,make sure the the salary suits the work position,and the contribution is proportional to the reward.(4)Nurses with different education background and different working years have different career planning.More opportunities should be given to nurses,developments ways suiting for nurses’ different stages should be made for nurses.(5)with nurses’ age development,the reasons of nurses’ turnover are different.Managers shall help them solve their personal problems by improving communication ways,understanding different needs of different employees(6)The turnover intentions of different nurses are different,and the managers shall take different measures to reduce the nurses’ turnover intention when they are talking about the turnover.