Dissertation > Medicine, health > Clinical > Nursing

Analysis of the Factors of Nurses Drain in Some Hospitals in Nantong

Author SongHongLing
Tutor ChenYingYao;ZhuYuCheng
School Fudan University
Course Public Health
Keywords Nurse Working pressure Career commitment Intention to Quit
Type Master's thesis
Year 2009
Downloads 146
Quotes 2
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With the transformation of the medical model, the continuous improvement of people's health needs, the rapid development of the aging population, the continuous extension of the scope of nursing work, originally made a shortage of nursing manpower problems more prominent, making care nursing staff on the basis of the loss of more human resources management difficult. Therefore, the study on the basis of the extensive literature review, the work pressure of nurses, occupational commitment and intention to quit \Objective To understand the nurses to the loss of the status quo in Nantong City Hospital for five years; nurses working pressure, career commitment and intention to quit the status quo, to explore the relationship between further validate the predictive role of working pressure and professional commitment on turnover intention;-depth understanding of leaving the real point of view of the nurses on the nursing profession; provide recommendations to stabilize the nursing team. A quantitative study (1) study sample: typical sampling method to select four public hospitals in Nantong City, where secondary and two tertiary hospitals and two private hospitals; and then nurses titles stratified sampling, each floor the proportion of 30% of the randomly selected respondents. A total of 655 questionnaires were distributed, the actual recovery of 646 copies, 626 valid questionnaires were. (2) research tool: Hospital nurses displacement questionnaire, including six hospitals left in the past five years the number of nurses leaving nurses qualifications, length of service and job title; nurse job stressors scale, Li Xiaomei, Liu Yanjun (2000) revised nurses working pressure source scale; career commitment questionnaire, a career commitment questionnaire Pei Yan revised; intention to quit the questionnaire, leaving willingness questionnaire reading a lot of literature on the basis of their own design; nurse general questionnaire, including age, education, job title, duties working hours, personnel nature, where department, marital status, night shift situation, income and hospital level. 2 qualitative research to take intent sampling and convenience sampling method. Inclusion criteria were: willing to participate in this study, willing to express their true views, with one of the following conditions: (1) currently working in the hospital, but has been out of the care team; (2) has been engaged in nursing, has left the hospital in other units engaged in non-nursing work (3) is still in the nursing work, but there is a clear intention to quit (4) is currently in the nursing work, and there is no intention to quit. 10 total interviews with nurses. Qualitative research as a complement of the quantitative research, using semi-structured interviews. Results of 16 hospital nurses since the beginning of 2004 to the end of 2008, five years to leave the total number of 276 people, including four public hospital nurses left a total of 73 people, accounting for 26.45% of the total number leaving nurses, two private hospitals in the total number of nurses left 203 , accounting for 73.55% of the total number leaving nurses; tertiary hospital five years, leaving a total of 51 nurses, accounting for 18.48% of the total number leaving nurses, 225 secondary hospitals, accounting for 81.52 percent of the total number leaving nurses. Nantong City Hospital nurses overall level of work pressure medium (96.44 ± 24.31); five dimensions: workload and time allocation (3.03 ± 0.97) aspects of working pressure for nurses primary source, followed by care and professional (2.96 ± 0.81) and patient care pressure (2.96 ± 0.80) worry about nursing will go wrong in the first row of all the pressure source (3.65 ± 1.16), followed by low wages and other benefits; 35 projects: The third place is often shifts. Nantong City hospital nurse career commitment to the medium level (73.16 ± 11.36); normative commitment (3.32 ± 0.66) score the highest economic cost commitment (3.18 ± 0.66) followed by the emotional cost commitment lowest score (2.72 ± 0.67). . Nantong City hospital nurse intention to quit mid-level (13.78 ± 3.50); ??leaving because high pressure, followed by low wages and other benefits, and the third cause of high occupational risk; If re-select career opportunities, only 8.4% (N = 626), nurses are entirely possible and may also choose to do the nurses, 60.4% of the nurses is completely impossible and basically impossible also choose nurses, 31.2% of nurses are not sure . The 5 three hospital nurses generally work pressure (98.45 ± 25.07) was higher than the two hospital nurses (94.36 ± 23.38); were no significant differences in the secondary and tertiary hospitals overall career commitment and intention to quit. Overall working pressure of 6 nurses of public hospitals and private hospitals nurses difference was not significant; nurses total career commitment of nurses in public hospitals than private hospitals (74.39 ± 10.98) (69.08 ± 11.71); intention to quit public hospital nurses (13.52 ± 3.49 ) is lower than the private hospital nurses (14.65 ± 3.38). 7 individual characteristics, work stress, career commitment and intention to quit the relationship between job stress and occupational commitment was a significant negative correlation (r = -0.304); career commitment and intention to quit was a significant negative correlation (r = -0.558); pressure with intention to quit was a significant positive correlation (r = 0.340); career commitment, work pressure, academic qualifications, night shift situation and income significantly predict intention to quit. 8 qualitative interviews summarized derived, resulting in nurses left four factors: occupational factors, environmental factors, personal factors, economic factors. Proposed five levels of social, health, administrative agencies, hospital leadership, care management and nursing staff should make joint efforts to reduce nursing staff turnover behavior in order to be truly effective.

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