The Turnover Intention Of Clinical Nurses:A Study Based On TPB Theory

Objective:This study is based on the Theory of Planned Behavior(TPB)so as to understand the current status of clinical nurses' turnover intentions,explore relevant factors affecting the willingness of clinical nurses to leave,analyze the correlation between factors and turnover intention,and develop clinical settings for managers.The comprehensive intervention strategy for nurses to stay in the job provides a basis for improving the current shortage of nursing staff.Methods:The study based on the TPB theory to propose research hypotheses,and the clinical nurses of three tertiary hospitals in Jilin Province will be conveniently selected from March to April 2018.Survey tools include the Social Demographic Characteristics Questionnaire,the Nurse Turnover Intention Scale,the Nurse Job Satisfaction Scale,the Social Support Rating Scale,and the Mental Resilience Scale.The original data was first established with Epidata3.1 software.After the entry,the SPSS23.0 software was imported for statistical analysis.Statistical methods: using the mean,standard deviation,frequency,percentage to describe the sociodemographic characteristics,turnover intention,job satisfaction,psychological flexibility,and social support of the research subjects;then,the willingness to leave,job satisfaction,and psychology of the clinical nurses Resilience and social support were analyzed by independent sample t-test or one-way analysis of variance;Pearson correlation analysis was used to explore the correlation between clinical nurses' turnover intention and job satisfaction,psychological flexibility,social support score and scores of each dimension;multi-factor progressive logistic regression was used.Analyze and explore the influencing factors of clinical nurses' willingness to leave;use the structural equation model to explore the factors affecting the willingness of clinical nurses to leave.Results:1.The average score of the total turnover intention of the respondents was(12.61±3.70),the turnover intention was lower 153(51.69%),and the willingness to leave was 143(48.31%),and the willingness to leave was higher.In addition,the clinical nurses' job satisfaction level is higher,the psychological elasticity score is above the medium level,and the social support is the lower-middle level.2.The independent sample t-test or one-way ANOVA showed that the clinical nurses with different levels of(high and low)turnover intentions had statistically significant differences in department,age,presence or absence of children,education,position,and overtime hours(P<0.05).3.Pearson correlation analysis showed that there was no significant correlation between turnover intention III and social support,and the total score of turnover intention and each dimension were negatively correlated with job satisfaction,psychological flexibility and social support(P<0.05).4.Logistic regression analysis results show that academic qualifications,welfare benefits,strength and objective support can enter the regression equation,in which low education,low welfare,low strength and low objective support are the risk factors for turnover intention.5.The results of the structural equation model show that there is a significant correlation between nurse job satisfaction,psychological resilience and social support,and job satisfaction and social support have a significant predictive effect on turnover intention.Conclusions:1.The clinical nurses of the third-grade hospitals in Jilin Province have a high willingness to leave,so they must pay attention to the care managers,take interventions to reduce the nurses' willingness to leave,and stabilize the nurse team.2.Department,age,child,education,position,overtime is the main influencing factor of nurses' willingness to leave.Based on this,nursing administrators propose a comprehensive intervention strategy to promote clinical nurses' retention,which is conducive to improving the status of nurses.3.Logistic regression analysis results show that academic qualifications,welfare benefits,strength and objective support can predict the nurse's willingness to leave,and the higher the nurse's academic qualifications,benefits,strength and objective support,the lower the willingness to leave,suggesting nursing management Those should pay attention to the predictive factors to reduce the nurse's willingness to leave and improve the stability of the nursing team.4.Based on the TPB theory,the model of clinical nurses' turnover intention is basically adapted to the theoretical model of the planned behavior,that is,the job satisfaction of the clinical nurses and the perceived social support have a negative impediment to the willingness to leave.The psychological flexibility of nurses has no significant effect on turnover intention.