Investigation into nurses work pressure and turnover intention in shareholding hospital

Objective To analyze the turnover intention and reasons of contract nurses and explore the intervention methods in order to decrease the turnover intention. Methods Two handred contract nurses came from the third level hospital of PLA in BeiJing were investigated by the Nurse' s Basic Information Schedule Table, the Turnover Intention Questionnaire, and the Turnover Reasons Questionnaire. All of the data were collected and analyzed. Results The scores of turnover intention were (17.29 ± 3.82) and 73.63% of contract nurses had high turnover intentions. The indictors including Age, income, educational background, the time of working and night shift affected the turnover intention of nurses. The reasons of turnover tension were the low welfare, the high working stress, absence of professional value, dissatisfied with management policy and the others factors. Conclusions The managers of the hospitals should take effective measures to reduce the turnover intention and pay more attention to improve the welfare, management pohcy, working environment and developmental opportunities for contact nurses. Key words: Engaging System Nurses; Turnover Intention; Reason; Measure

Objective To explore the impact of transition shock and work environment on turnover intention of new nurses, and to provide evidence for nursing management and intervention of new nurses. Methods From June to November 2016, 500 new nurses from one classⅢ grade A hospital of Heilongjiang province were selected as the research subject. A cross-sectional survey was used to investigate 500 new nurses with Turnover Intention Scale, Chinese Version of Perceived Nursing Work Environment Scale and new nurses' Transition Impact Rating Scale. The database was established by the method of double entry, and the data were analyzed with SPSS 20.0 software. Results The total score of turnover intention of 500 new nurses was (18.25±2.64) . The results of single factor analysis showed that there were significant differences in the scores of turnover intention of new nurses in different departments (P<0.05) ; The correlation analysis showed that social culture and development aspect, physical aspect were positively related to the turnover intention of new nurses (r=0.870, 0.812; P<0.001) . Human and material resources were negatively related to the turnover intention of new nurses in the perception of nursing work environment (P<0.001) . Multivariate Logistic regression analysis showed that in the transformation impact of new nurses, human and material resources in social culture and development, physical and working environment were the main factors of turnover intention of new nurses. Conclusions The turnover intention of new nurses is relatively high. Nursing managers can reduce the turnover rate of new nurses by improving the new nurses' transition shock and improving their work environment intervention, so as to reduce the job stress of new nurses. Key words: Nurses; Transition shock; Work environment; Turnover intention

This study examined the effect of affective, continuance, and normative commitments on the turnover intentions of nurses at Makassar private hospitals and the dominant aspect of these commitments. The cross sectional study that involved 140 data was done with generic nurses, using stratified random sampling. Data were collected by using questionnaires and analyzed with multiple regression analysis. The result showed that affective, continuance and normative commitments have a simultaneously negative significant effect on turnover intentions of the nurses at private hospitals in Makassar, Indonesia. Another outcome discovered was that affective commitment had dominant effect on the nurses’ turnover intentions. However, continuance commitment had no significant effect on turnover intentions of the nurses at private hospitals in Makassar, a city in Indonesia. Key words: Affective commitment, continuance commitment, normative commitment, turnover intention.

Objective To understand the status quo of servant leadership behavior of head nurses in military hospital and its relationship with nurses′ intention to stay, and to make suggestions for maintaining the stability of military hospital nurses. Methods A total of 501 nurses from a military hospital (top three) were surveyed by self-designed general data scale, Head Nurses′ Servant Leadership Behavior Scale and Turnover Intention Scale. Results The average score of servant leadership behavior was (80.39 ± 13.79) points, and the correlation coefficient between the head nurse service and the leave intention was -0.255 (P < 0.01). Conclusions The servant leadership behavior of the head nurses in a military hospital is at a moderate level and it still can be ameliorated. Training can improve head nurses′ capacity of the servant leadership behavior, which can reduce the turnover intention of the nurses in military hospitals. Key words: Nurses; Head nurses; Servant leadership behavior; Turnover intention; Correlation

Objective To investigate the status of professional benefit and turnover intention among contract nurses in operating room from ClassⅢ Grade A hospitals, and to analyze the relationship between them. Methods A total of 258 contract nurses in operating room of 6 Class Ⅲ Grade A hospitals in Shenyang were investigated by nurses' professional benefit scale and turnover intention scale during September 2016 to October 2017, to investigate the status of professional benefit and turnover intention and analyze the relationship between them. Results The total score of professional benefit and turnover intention of contract operating room nurses in the third-class hospital was (47.89±7.59) and (12.12±3.06) respectively. The Pearson correlation analysis showed that there was a negative correlation between nurses' professional benefit and turnover intention in contract nurses of operating room in ClassⅢ Grade A hospitals (r=-0.537, P<0.01) . Hierarchical regression analysis showed that, after controlling demographic factors, professional benefit could independently explain 19.30% of the variation in turnover intention of contractual operating room nurses in Class Ⅲ Grade A hospitals. Conclusions Professional benefit of contract nurses in operating room of ClassⅢ Grade A hospitals is an important influencing factor of turnover intention. It is necessary to stabilize the working mentality by improving the sense of professional benefit and to promote the structural stability and sustainable development of the operating room nursing staff. Key words: Operating nursing; Professional benefit; Turnover intention; Correlation analysis

Objective To understand the status of psychological empowerment and turnover intention among intensive care unit (ICU) nurses and analyze the influence of psychological empowerment on turnover intention. Methods We selected 650 ICU nurses from five ClassⅢ Grade A hospitals in Zhengzhou City as subjects by convenience sampling. The psychological empowerment and turnover intention of ICU nurses were investigated with the general information questionnaire, Chinese version of Psychological Empowerment Scale (PES) and Turnover Intention Questionnaire. The SPSS 17.0 was used to statistical analysis. Pearson correlation was used to analyze the correlation between psychological empowerment and turnover intention of ICU nurses, and multiple linear regression was used to analyze the influencing factors of turnover intention of ICU nurses. Results A total of 650 questionnaires were sent out and 635 valid questionnaires were collected with 97.7% for the valid recovery rate. The total score of psychological empowerment and turnover intention was (44.66±7.36) and (15.03±3.40) respectively. Pearson correlation showed that psychological empowerment of ICU nurses had a negative correlation with turnover intention (r=-0.353, P<0.05) . Multiple linear regression analysis displayed that the main influencing factors of turnover intention of ICU nurses included whether to teach or not, the dimension of work meaning and work impact in PES (P<0.01) . Conclusions ICU nurses have a medium level of psychological empowerment with strong turnover intention. Nursing managers should provide targeted intervention according to the status psychological empowerment of ICU nurses to improve the level of psychological empowerment, so as to reduce the turnover intention of them. Key words: Nurses; Intensive Care Units; Psychological empowerment; Turnover intention

The shortage of experienced nurses is a concern in health organizations. This study investigated the leadership styles of nurse managers’ impact on turnover intention among nurses in hospitals. A descriptive correlational research design was used. Samples of 250 nurses working in five hospitals were selected to complete self-administered questionnaire. Findings show that participatory and transformational leadership styles are predominantly practiced. Correlation analysis revealed that participative and transformational leadership styles decreases turnover intention while autocratic and laissez-faire leadership styles increases turnover intention. Therefore, leadership styles of nurse managers are determinants of nurses’ turnover intentions.

Objective To understand the status quo of quality of work life and turnover intention of nurses, and to explore the correlation between them, so as to provide scientific basis for formulating nursing intervention measures to improve quality of life and reduce turnover intention. Methods In December 2018, Random sampling method was used to select 400 nurses from a third-class hospital as the subjects of investigation. The quality of life of nurses was assessed by the quality of work life scale. The turnover intention of nurses was assessed by the turnover intention scale. Results Nurses' quality of work life was average 2.97±0.59 points, 2.78±0.60 points for job security, 2.61±0.66 points for work welfare, 3.11±0.70 points for job change, 3.34±0.71 points for self-growth, 2.97±0.63 points for environmental support, 2.51±0.80 points for promotion system, 3.41±0.68 points for interpersonal interaction and 3.01±0.72 points for decision-making. Nurses' turnover intention was average 2.46 points. The eight dimensions of quality of work life were negatively correlated with turnover intention I (the possibility of resigning from the present job) and II (the motivation to seek other jobs) (P 0.05) . Multivariate regression analysis showed that age, nurse-job seniority, annual income and self-growth, job change, environmental support, job security and job welfare were negatively correlated with turnover intention I and II (P<0.05) , while night shift frequency was positively correlated with turnover intention I and turnover intention II (P<0.05) . Conclusion The quality of nursing staff's work life is low, which is closely related to their turnover intention. Managers should take targeted measures in some aspects such as environ mental support and promotion system to improve the quality of nursing staff's work life and reduce their turnover intention. Key words: Nursing staff; Quality of work life; Turnover intention

Objective To understand the statues of the occupational stress and turnover intention in young clinical nurses , and to explore the relationship between them .Methods Two hundred and twenty nurses from May 2013 to July 2013 in the four hospital of Harbin were chosen according the convenience sampling method, and were surveyed by the demographic questionnaire , nurse job stressors scale and turnover intention scale.Results The score of the occupational stress in young clinical nurses was （96.43 ±24.33）, and was at the medium level;the score of dimension in the nursing pressure was the highest score （28.82 ±6.60）, and the score of dimension in the working environment and the voluntary was the lowest score （6.48 ±2.09）.The average score of turnover intention was （2.51 ±0.62）, and the scores of all dimensions were respectively turnover intention Ⅰ,Ⅱ,Ⅲaccording to the average score in the ascending order .The all dimensions in the stressors scale were positive correlated with turnover intention （r=0.197-0.350,P〈0.01）.Conclusions The turnover intention in young clinical nurses is at a higher level , and the nursing administrators should take the corresponding measures in order to decrease their occupational stress so as to avoid the turnover intention and stabilize the nurses . Key words: Occupational stress; Turnover intention; Young clinical nurses; Relationship

Nurse turnover has become a salient issue in healthcare system worldwide and seriously compromises patient outcomes. Social support is considered an effective contributor to alleviate nurse turnover intention (TI). However, the degree of correlation between social support and nurse TI remains elusive. This study aims to evaluate the strength of the effectiveness of social support on TI among nurses as well as its potential moderators. This systematic review and meta-analysis followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses. To obtained qualified studies, two researchers searched Embase, PubMed, Web of science, CINAHL, CNKI, WanFang, and Chinese Medical Journal Full Text Database from inception to January 6, 2024. Meta-analysis, publication bias, and sensitivity analysis were carried out on the included studies using CMA 3.0 software, and the moderating effect was verified through meta-analysis of variance (ANOVA). A total of 38 studies were obtained, involving 63,989 clinical nurses. The comprehensive effect size of the random effect model showed a significant medium negative correlation between social support and TI among nurses (p < 0.001). The sample size and TI measurement tools significantly moderated the correlation between social support and TI (p < 0.050). However, nurse department, gender, data collection time, and social support measurement tools did not moderate the correlation between the two variables. Social support is negatively associated with TI in nurses. Nursing administrators and the medical community should fully recognize the importance of social support for nurses and take corresponding measures to enhance it, thereby reducing TI and ensuring the stability of the nursing team.

Objective To analyze the correlation between work values and the turnover intention in the male nurses,and provide the empirical data on organizational behavior for mobilizing the enthusiasm of male nurses,reducing their turnover rate,increasing nursing work efficiency and improving job satisfaction.Methods Seventy-two nurses were chosen from four hospitals in Harbin,two hospitals in Dalian and one hospital in Wenzhou,and were surveyed by general information questionnaire,work values questionnaire and turnover intention scales.Seventy-two questionnaires were issued and 65 questionnaires were responsive with an effective response rate of 90.3％.Results The identity degree of nurses' work values was upper level (5.05 ±0.47),and the emotional value was the highest level of identity work values (5.06 ± 0.49).The score of getting the possibility to work from outside was the highest score (2.42 ± 0.62),and the relative low score was the possibility to leave the present work (1.94 ± 0.67).Instrumental values was significantly positive correlation with turnover intention (P =0.008).Conclusions The important measures to reduce turnover intention are to meet the male nurses' underlying need and stimulate their need for pursuing the high level. Key words: Male nurses; Work Values; Turnover intention; Correlation analysis

Purpose: The purpose of this study was to review articles, thesis and dissertation on turnover intention of hospital nurses in order to identify overall trends in turnover intention of nurses and suggest strategies for reducing turnover intention. Method: Thirty research papers on turnover intention of nurses were reviewed. Result: These papers were journal articles and thesis regarding nurses who worked in general wards, intensive nursing units, and emergency rooms in hospital. The tools used to measure turnover intention were Lawler (1983), Mobley (1982), and Lee (1995), and others. Most of tools were composed of 1-11 items, with 4-7 point Likert scales. Reported reliability was .55 to .91. The mean score for turnover intention was between 2.40 and 3.85. The important results revealed that job satisfaction, organizational commitment, and stress affected turnover intention of hospital nurses. Conclusion: The findings from this review indicate that to reduce turnover intention for hospital nurses, a nurse manager should increase job satisfaction, organizational commitment, and reduce stress by developing a good culture and work climate. Moreover it is necessary to assess stress and job satisfaction of nurses, and to manage nurses' welfare, including night duty policy, salary, and career ladder.

Human resources is essential to prevent turnover intention of hospital nurses. Nurses engagement is expected to produce nurses satisfaction and finally lower turnover intention. This study aims to examine the effect of employee engagement on job satisfaction and turnover intention of nurses at Wava Husada Hospital Kepanjen-Malang. The research was a cross sectional research. Sample of the study were 102 nurses who work at inpatient and outpatient unit of Wava Husada Hospital. Questionnaire with 5 point Likert scale was used to measure employee engagement, job satisfaction, turnover intention. Path analysis was used to test the direct and indirect direct effect of the variables. The results showed that employee engagement has direct effect on job satisfaction and turnover intention. On the other hand, job satisfaction has direct effect on turnover intention of nurses in hospitals Wava Husada Kepanjen. The results also indicate that there was an indirect effect of employee engagement on turnover intention through job satisfaction

Objective To understand the internal structure,loss direction of loss nursing staff, compare the current condition of nurses loss between minorities and Han nationality nurses, analyze the relationship between nurse turnover intention and job satisfaction in second-class and upwards general hospital of Xinjiang. Methods Adopting stratified random method, nursing staff from 61 second-class and upwards general hospitals were selected to participate the questionnaire survey. Results Loss of nurses in Xinjiang increased year by year. Nurses with age under 35 years old, college education, employment and with primary titles were most vulnerable to loss. The turnover rate of nurses with Han nationality was higher than minority nurses. Income, occupational status, learning assistance services, opportunities for personal advancement and retirement benefits constituted negative correlation with turnover intention, among which income level was most related. Health care services, work scheduling arrangements and the components of job independence demonstrated no significant correlation. Conclusions To improve income level of nurses and increase working enthusiasm of nurses with higher education and employment nurses, especially nurses with Han nationality is an important means to reduce the loss of nurses. Key words: Second-class and above general hospital; Nursing human resources; Loss situation

This study aimed to identify the nursing stress factors, which affect turnover intention in hospital nurses. Nursing stress is known to be an important predictor of turnover intention in nurses. Although nurses experience various sources of stress across work environments, cultures, and generations, little is known about the stress factors affecting turnover intention in nurses. A descriptive cross-sectional design was employed. A total of 329 nurses were recruited through convenience sampling from 27 hospitals in South Korea. Data were collected from May to November 2018 using a questionnaire. Among the stress factors, stress from patients and their families, workload stress, stress from conflicts with supervisors, and stress from conflicts with peers were associated with turnover intention in hospital nurses. These variables explained 40.0% of the variance in turnover intention among hospital nurses. Stress from interpersonal relationships with patients and their families, supervisors, and peers may have a considerable impact on turnover intention. To reduce nursing turnover intention, coping strategies to reduce stress from patients and their families should be established. It is necessary to provide programmes that foster interpersonal relationship skills in the workplace. Nurse managers may encourage communication among nurses to establish positive relationships.