| Background: Currently,the world is facing a shortage of nurses,and the corresponding rate is the high turnover rate of nurses.Previous studies have shown that turnover behavior can be effectively predicted by turnover intentions.This study is based on the Price-Mueller turnover model.Through literature review,it has been found that nurses ’psychological capital and work-family support have certain effects on turnover intentions.Explore the impact mechanism from an overall perspective.Presenteeism is a concept in organizational behavior.Previous studies have confirmed that the presenteeism of nurses has a significant correlation with the previous dependent variable of job burnout,and lacks a direct relationship with the intention to leave.Therefore,this study integrates the internal and external factors that affect nurses’ intention to leave,and adds presenteeism variables to construct a model of willingness to leave.Objective:(1)Assesses the current status of nurses’ psychological capital,work-family support,frequency of presenteeism,and the resulting loss of production and intention to leave.(2)Explore the relationship between intention to leave and psychological capital,work-family support,and presenteeism,and provide a theoretical basis for future intervention of intention to leave.Methods:The convenience sampling method was used to select clinical nurses from three top three hospitals in Shiyan City,Hubei Province.A cross-sectional survey of 613 nurses was performed using the Nurses ’Capital Scale,Work-Family Support Scale,Presenteeism Frequency Scale,Stanford Presenteeism Scale(SPS-6),and Turnover Intention Scale.SPSS 19 and Amos 21 were used to statistically analyze the survey data.Statistical methods include: descriptive statistical analysis,independent sample t test,one-way analysis of variance,Person correlation analysis,Multiple linear regression analysis,and mediation effect analysis.Results:(1)The psychological capital score of the nurse was(4.33±0.72),which was at a moderate level.The scores of each dimension from high to low were self-efficacy(4.45±0.73),resilience(4.36±0.79),optimism(4.29±0.99),and hope(4.19±0.82).The work-family support score was(3.49±0.67),and the scores in each dimension from high to low were tool support(3.71±0.79),emotional support(3.70±0.78),leadership support(3.42±0.83),and organizational support(3.33±0.77).(2)499(81.4%)nurses had at least once presenteeism in the past month.Univariate analysis showed that the frequency of presenteeisms among nurses with different educational backgrounds,job titles,monthly income,night shifts,and physical conditions were counted(P<0.05 or P<0.01).The presenteeism loss score was(2.82±0.64).53.71% of nurses had high presenteeism production loss.The presenteeism loss was different from physical condition(P<0.01).The nurse’s intentions to leave score is(2.56±0.53),and the scores in each dimension from high to low are the probability of obtaining an external job(2.77±0.52),the probability of leaving the current job(2.50±0.72),and the motivation to find other jobs(2.41±0.74).The univariate analysis showed that there were significant differences in the intentions to leave among nurses of different ages,education,departments,job titles,working years,weekly shifts and physical conditions.(3)Correlation analysis showed that psychological capital was significantly positively related to work-family support(P<0.01),and psychological capital and work-family support were negatively related to presenteeism and intentions to leave(P<0.01).(4)Multiple linear regression analysis showed that the number of night shifts per week,the optimistic dimension in psychological capital,the organizational support dimension in work-family support,and presenteeism could all explain 15.9% of the total variation in nurses’ turnover intention.(5)The analysis of mediation effect shows that psychological capital plays a full mediation role in the impact of work-family support on presenteeism,with mediation effect accounting for 71.4% of the total effect.Presenteeism is part of the mediating effect of psychological capital and work-family support on turnover intentions.The mediating effect accounts for 23.8% and22.2% of the total effect,respectively.Conclusions:(1)The psychological capital and work-family support of nurses in the tertiary hospitals in the region are all at a medium level,and the presenteeism rate is high,which results in a high loss of production.(2)There are significant correlations among four variables: psychological capital,work-family support,presenteeism and intentions to leave.The more work-family support the nurse receives,the higher the psychological capital will be,the lower the frequency of presenteeism,the lower the production loss and the lower the intentions to leave when presenteeism.(3)According to the fitting results of the structural equation model,the work-family support obtained by the nurse has an impact on the production loss caused by presenteeism through the intermediary effect of psychological capital,which prompts the managers to pay attention to the psychological capital of the nurse and strengthen the psychological Capital to increase work-family support to reduce presenteeism loss.(4)The psychological capital of nurses and the work-family support they receive influence their willingness to leave,in part,through the severity of presenteeism.This provides a new perspective for managers to intervene in their willingness to leave。... |
