Study on the status of turnover intention and its influencing factors of 382 hemato-oncology nurses / 中华劳动卫生职业病杂志

Objective: To explore the status of turnover intention and its influencing factors of hemato-oncology nurses. Methods: From September to November 2021, the convenience sampling method was used to select 382 hemato-oncology nurses from 8 tertiary grade A general hospitals in Shandong Province. The general information questionnaire, the Chinese Nurses' Work Stressor Scale, the Psychological Capital Questionnaire and the Turnover Intention Questionnaire were used to investigate the general situation, occupational stress, psychological capital and turnover intention of the objects. The correlations between the turnover intention, occupational stress and psychological capital of the objects were analyze by Pearson correlation. And the multiple linear regression was used to analyze the influencing factors of turnover intention. A structural equation model was used to analyze the effect path of occupational stress and psychological capital on turnover intention. Results: The total turnover intention score of hemato-oncology nurses was (14.25±4.03), with the average item score of (2.38±0.67). The occupational stress score of hemato-oncology nurses was (71.57±14.43), and the psychological capital score was (91.96±15.29). The results of correlation analysis showed that the turnover intention of hemato-oncology nurses was positively correlated with occupational stress, and was negatively correlated with psychological capital (r=0.599, -0.489, P<0.001). Multiple linear regression analysis showed that married (β=-0.141), psychological capital (β=-0.156) and occupational stress (β=0.493) were the influencing factors of turnover intention of hemato-oncology nurses (P<0.05). The path analysis of structural equation model showed that the direct effect of occupational stress on turnover intention of hemato-oncology nurses was 0.522, and the intermediary effect of psychological capital on turnover intention was 0.143 (95%CI: 0.013-0.312, P<0.05), accounting for 21.5% of the total effect. Conclusion: The turnover intention of hemato-oncology nurses is at a high level, hospital and administrators should focus on the psychological state of unmarried nurses. By improving the psychological capital of nurses, to reduce occupational stress and turnover intention.

Mechanism of turnover intention of junior nurses as second victims after experiencing adverse events / 中国实用护理杂志

Objective:To explore the mechanism of turnover intention of junior nurses after adverse events from three aspects: work pressure, leadership style and personal characteristics.Methods:This study was a cross-sectional survey, using the convenience sampling method, 289 nurses from Shanxi Bethune Hospital from December 2020 to March 2022 were selected as the research subjects, and the general data questionnaire, the Separation Tendency Scale, the Nurses′ Work Stressor Scale, the Service-oriented Leadership Style Scale, and the Prospective Personality Scale were used to survey them.Results:Structural equation model showed that nurses′ job stressor level positively predicted turnover intention, with a path coefficient of 0.74, P<0.01, while service-oriented leadership style and forward-looking personality negatively predicted turnover intention, with path coefficients of -0.60 and -0.37, respectively, both P<0.01. Hierarchical regression analysis showed that both service-oriented leadership style and forward-looking personality negatively moderated the promotion of job stressors on turnover intention, and the moderating effect regression coefficients were -0.146, -0.215, both P<0.01. Conclusions:Hospitals should improve the prospective personality traits of junior nurses and cultivate the service-oriented leadership style of nursing managers after adverse events, so as to reduce the turnover tendency of junior nurses as the second victim, promote the improvement of nursing quality, and stabilize nursing team development.

Turnover Intention and Influencing Factors of Staffs in Centers for Disease Control and Prevention in the Post-Corvid-19 Era / 中山大学学报(医学科学版)

ObjectiveTo investigate the current situation of turnover intention of staffs in Center for Disease Control and Prevention（CDC） in the post-COVID-19 era and analyze the influencing factors of turnover intention， so as to provide policy suggestions and reference basis for maintaining the stability of the team of CDC and promote the development of health industry in China. MethodsA questionnaire survey on 1，508 staffs in Shenzhen Center for Disease Control and Prevention by means of WenJuanXing electronic questionnaire from January to February 2023 was conducted .Logistic stepwise regression analysis were used to analyze the influencing factors of turnover intention. ResultsAmong the 1，508 respondents， 583 （38.66%） had resignation intention. Logistic stepwise regression analysis showed that the scores of work arrangement， salary level ，professional title promotion system， occupational will，worry about job prospects were related to the generation of turnover intention ［OR 95%CI： 0.783（0.643， 0.952）； 0.531（0.452， 0.623）； 0.738（0.614， 0.887）； 0.605（0.520， 0.703）； 0.614（0.529， 0.714）］. In addition， job title， age and education were also related to generation of turnover intention （P <0.05）. ConclusionDisease prevention and control institutions should reduce the turnover intention of staffs in CDC through reasonable work arrangement， improvement of salary， adjustment of professional title promotion system， strengthening of professional cognition and enhancing confidence of personnel in career prospects.

Occupational Burnout and Turnover Intention of Social Workers under the Context of Epidemic Prevention and Control: The Moderating Effect of Professional Self-care / 中国医学伦理学

To understand the current situation of occupational burnout, turnover intention, and professional self-care among social workers under the context of epidemic prevention and control, and the role of professional self-care in the relationship between occupational burnout and turnover intention, this study investigated 1 066 social workers in Fujian Province with Professional Self-Care Practice Scale, and the Burnout Scale. SPSS 26.0 and its PROCESS plug-in analysis were used, the results showed that the proportion of social workers with moderate and severe occupational burnout accounted for 44.22% and 29.99% respectively, the proportion with turnover intention in the past year accounted for 25.67%, and the average score of professional self-care was (22.57±5.98) points. There was a significant positive correlation between occupational burnout and turnover intention (r=0.29, P<0.01). Professional self-care of social workers was significant negatively correlated with occupational burnout (r=-0.46, P<0.01) and turnover intention (r=-0.16, P<0.01). Professional self-care played a moderating role in the relationship between occupational burnout and turnover intention (β=-0.01, P<0.05). This paper indicated that social workers had a high degree of occupational burnout and turnover intention, low level of professional self-care under the context of epidemic prevention and control, and the attention should be paid to the protective role of professional self-care.

Mediating effect of emotion regulatory self-efficacy in the relationship between musculoskeletal disorders and turnover intention among operating room nurses / 中国职业医学

Objective To explore the mediating effect of emotion regulatory self-efficacy (ERSE) in the relationship between musculoskeletal disorders and turnover intention in operating room nurses. Methods A total of 372 operating room nurses from five hospitals in Shenyang City were selected as the research subjects using covenient sampling method. The Musculoskeletal Disorders Questionnaire, Turnover Intention Scale, and Emotional Self-Regulation Efficacy Scale were used to study the prevalence of work-related musculoskeletal disorders (WMSDs), turnover intention, and ERSE among the study subjects. The Bootstrap method was used for mediation effect analysis of ERSE. Results The prevalence of WMSDs among operating room nurses was 69.9%. The scores for turnover intention and ERSE among operating room nurses were (13.6±6.3) and (34.7±16.2), respectively. ERSE played a partial mediating role in the relationship between WMSDs and turnover intention among operating room nurses, with an effect value of 0.04 and the 95% confidence interval of 0.01 to 0.08, accounting for 8.1% of the total effect. Conclusion WMSDs and ERSE directly influence turnover intention among operating room nurses. WMSDs can indirectly increase turnover intention by reducing ERSE among operating room nurses.

Development of job characteristics questionnaire for railway employees and test on its reliability and validity / 四川精神卫生

BackgroundThe mental health of employees in railway enterprises is related to the safety and stability of railway transportation. As an important factor affecting occupational mental health， job characteristics have attracted the attention of researchers. However， there exists a lack of job characteristic scales with occupational specificity in current researches relevant to the railway industry. ObjectiveTo develop a job characteristics questionnaire oriented to railway employees that takes both Job Demands-Resources Model （JD-R） and Chinese actual conditions into essential consideration， so as provide guidance for the research on the mental health of railway employees. MethodsPurposive and theoretical samplings were used to select 77 employees across 9 railway units as research objects， and interview method was used to conduct qualitative research in order to determine the structural dimensions and items of the questionnaire. The 612 subjects randomly selected from the railway maintenance system went through the preliminary test， then exploratory factor analysis and confirmatory factor analysis were employed to test the questionnaire. After forming a formal questionnaire on the job characteristics of railway employees， it is extended to the other four main industry systems of railway enterprises， responsible for locomotive maintenance， vehicle depot， signal and communication maintenance， and power supply respectively， to verify the stability and effectiveness. Results①Exploratory factor analysis showed that the questionnaire included two factors， job demands and job resources， with a total of 14 items. The factor loading of each item ranged from 0.761 to 0.916， and the two factors accounted for 71.02% of the total variance. The results of confirmatory factor analysis indicated good fitting of the two-factor model （χ2/df=3.310， RMSEA=0.087， GFI=0.892， CFI=0.932， NFI=0.905， IFI=0.932）. ② Confirmatory factor analysis was carried out in four extended samples of locomotive maintenance， vehicle depot， signal and communication maintenance， and power supply， and each result indicated a satisfactory model fit（χ2/df=2.678， 4.741， 4.868， 3.502， RMSEA=0.109， 0.096， 0.093， 0.084，GFI=0.832， 0.878， 0.894， 0.904，NFI=0.874， 0.935， 0.902， 0.928，IFI=0.917， 0.948， 0.920， 0.947）. ③Job demands in five sub-samples can positively predict job burnout and turnover intention （β=0.564~0.686， 0.425~0.554， P<0.01）. Job resources in five sub-samples can positively predict job performance and job satisfaction （β=0.594~0.752， 0.731~0.807， P<0.01）， and it can also negatively predict job burnout and turnover intention （β=-0.247~-0.186， -0.357~-0.175，P<0.05 or 0.01）.In sub-samples of locomotive maintenance and power supply， job demands can positively predict job performance （β=0.242，0.261， P<0.01）.In sub-samples of railway maintenance and signal and communication maintenance， job demands can negatively predict job satisfaction （β=-0.065， -0.091， P<0.01）. ConclusionThe questionnaire has good reliability and validity， and is applicable for the study of occupational mental health research on railway employees. ［Funded by Major Projects of the National Social Science Foundation of China （number， 19ZDA3580）， Scientific Research and Development Program of China Railway Chengdu Group Co.， Ltd （number， CX21099）］

Study on the influencing factors of turnover intention of pre-hospital emergency nurses in Beijing / 中华医院管理杂志

Objective:To explore the influencing factors of turnover intention of pre-hospital emergency nurses in Beijing, and provide references for reducing the turnover rate of pre-hospital emergency nurses and stabilizing the pre-hospital emergency nursing team.Methods:Pre-hospital emergency nurses from 2 emergency centers in Beijing were selected as the survey objects, and a self-designed questionnaire was used to conduct an online survey in September 2019. The questionnaire covered such aspects as the main demographic characteristics, workload, doctor-patient relationship, professional identity, job burnout and turnover intention. Descriptive analysis was conducted for the data, while rank-sum test and Kappa consistency test were used for univariate analysis, and ordered logistic regression analysis was used for multivariate analysis.Results:A total of 340 valid questionnaires were received, among which 41.5% (141) of the nurses said that they occasionally considered quitting, 11.7% (40) said they often considered quitting, while the scoring of professional identity was (33.29±6.00), and that of job burnout was (63.70±14.90). Univariate analysis showed that age, work units, self-rated health status, professional identity, job burnout, seniority, workload, doctor-patient relationship, and pressure of title promotion were significant ( P<0.05). The results of multivariate analysis showed that job burnout, average number of car trips per shift, and self-rated health status were positively correlated with turnover intention, while professional identity was negatively correlated with turnover intention ( P<0.05). Conclusions:The turnover intention of pre-hospital emergency nurses in Beijing was found at a high level. The authorities are recommended to rationalize the scheduling system and increase the staffing of pre-hospital emergency nurses; establish the diversion policy, title promotion system and post risk special allowance for such nurses; and train medical aid workers to undertake the transfer and lifting of patients, so as to reduce the turnover intention of these nurses.

Study on the driving mechanism of the formation of doctors′ turnover intention in public hospitals based on the grounded theory / 中华医院管理杂志

Objective:To explore the driving mechanism contributing to doctors′ turnover intention in public hospitals based on the grounded theory.Methods:" Willingness or intention for doctors to quit public hospitals" was used as the theme word, and the literature was retrieved from CNKI published from January 1, 2017 to January 1, 2022. Based on the grounded theory, NVivo 11.0 software was used for a qualitative analysis of the literature. The three-level coding method of open coding, axial coding and selective coding was used to identify the main categories affecting the willingness of doctors to quit public hospitals. On this basis, the driving mechanism model was integrated. In-depth interviews with hospital managers were used to test the theoretical saturation.Results:When 31 papers were coded, four level-1 influencing factors of the formation of doctors′ turnover intention in public hospitals were summarized: career selection deviation, practice reality, perceived experience and external opportunity. Among them, perceived experience was the direct driving factor; career selection deviation was the initial driving factor, and the practice reality was the key driving factor, both of them affected the perceived experience; external opportunity was the possible driving factor.Conclusions:In order to prevent doctors from willing to leave, the following measures are expected: the hospital management should improve both its recruitment evaluation indexes and recruitment effectiveness; pay attention to doctors′ psychological capital management and cultivate positive perception; promote the reform of performance pay, emphasize fairness and value; pay attention to employee relationship management and build a supportive hospital culture.

Visual analysis of research progress on nurses′ turnover intentions in China / 中国实用护理杂志

Objective:To summarize the research progress of domestic nurses′ turnover intentions in the past ten years, and to provide references for related research on improving nurses′ turnover intentions.Methods:In May 2021, the documents related to nurses′ resignation intentions were retrieved in China National Knowledge Infrastructure (CNKI), Wanfang and VIP database and Citespace5.7.R5 software was used to perform keyword visualization analysis to form keyword clustering graphs and tables, emergent words, and corresponding time zones figure, the current research status and hot trends of nurses′ turnover intentions were analyzed.Results:A total of 2 029 valid documents were retrieved, the number of publications reached the highest peak in 2019. Among them, "nurse", "willingness to leave", "job satisfaction", "turnover intention" and "influencing factors" were the top 5 hot keywords and 23 emergent words were generated; research directions mainly included influencing factors and research objects and workplace related topics.Conclusions:Managers should actively play a leadership role to reduce nurses′ turnover intention through various effective intervention studies.

Path of psychological capital and burnout on turnover intention of nurses in hematopoietic stem cell transplantation ward / 中国实用护理杂志

Objective:To explore the pathway of psychological capital and burnout on turnover intention of nurses in hematopoietic stem cell transplantation ward.Methods:The cross-sectional research design involved 180 registered nurses in hematopoietic stem cell transplantation wards from 16 tertiary grade A general hospitals with hematopoietic stem cell transplantation qualifications in Shandong province in October 2020. SPSS 22.0 was used to analyze the data, and Bootstrap method was used to test the mediating effect of psychological capital between burnout and turnover intention.Results:The average scores of psychological capital, burnout and turnover intention of nurses in hematopoietic stem cell transplantation ward were (4.70 ± 0.73), (2.44 ± 0.88) and (2.32 ± 0.68), respectively. There were significant differences in turnover intention among nurses in hematopoietic stem cell transplantation ward at different ages, transplant nursing age, marital status and night shift ( F=3.04, 3.34, t=2.43, -3.12, P<0.05); psychological capital was negatively correlated with burnout and turnover intention ( r=-0.698, -0.450, P<0.01), while burnout was positively correlated with turnover intention ( r=0.512, P<0.01) ; optimism in psychological capital partially mediated the relationship between burnout and turnover intention, and the mediating effect accounted for 52.7% of the total effect. Conclusions:The turnover intention of nurses in hematopoietic stem cell transplantation ward was at a high level, and psychological capital had a certain impact on turnover intention. Administrators should formulate targeted strategies to improve psychological capital, reduce the burnout and turnover intention of nurses in hematopoietic stem cell transplantation ward, in order to form a stable and high-quality team of nursing personnel for hematopoietic stem cell transplantation, and promote the development of transplantation nursing specialty in China.

Influence of hospital ethical climate on the turnover intention and job embeddedness of nurses / 中国职业医学

OBJECTIVE: To explore the influence of hospital ethical climate on the turnover intention and the mediating role of job embeddedness of nurses. METHODS: Totally 468 clinical nurses from there public general hospitals in Zhengzhou City were selected as the research subjects using convenience sampling method. The Hospital Ethical Climate Survey, Job Embeddedness Scale and Turnover Intention Questionnaire were used to investigate the scores of hospital ethical climate, job embeddedness and resignation intention respectively. RESULTS: The mean scores of hospital ethical climate, job embeddedness and turnover intention were(3.5±0.4),(2.8±0.3) and(2.8±0.7) respectively. The turnover intention of nurses was negatively associated with hospital ethical climate and job embeddedness [correlation coefficient(r)=-0.67,-0.60, all P<0.01]. The results of multiple linear regression analysis showed that the higher the scores of hospital ethical climate and job embeddedness, the lower the score of turnover intention of nurses(all P<0.01), after adjusting confounding factors such as length of service, educational level, professional title and personnel employment. The structural equation analysis results showed that job embeddedness played a part of the mediating role between the hospital ethical climate and the turnover intention of nurses and the mediating efficacy accounted for 23.3% of the total efficacy. CONCLUSION: The hospital ethical climate has a significant negative effect on the turnover intention, and job embeddedness has an intermediary effect between them.

Turnover intention and its influencing factors in rural general practitioners / 中华全科医师杂志

Objective:To investigate the turnover intention and its influencing factors in rural general practitioners in southwest Shandong province.Methods:In May 2020, a survey with self-designed questionnaire was conducted among 2 805 rural general practitioners in southwest Shandong province selected by multi-stage sampling method. Pearson chi square test (χ2) and binary logistic regression were used to analyze the factors influencing the turnover intention of rural general practitioners.Results:A total of 2 805 questionnaires were sent out, 2 693 were collected and 2 272 were valid, with an effective rate of 84.4%. Among 2 272 participants, 1 076 (47.4%) had medium to high level turnover intention. Binary logistic regression showed that part-time job ( OR=1.443, 95% CI: 1.105-1.884, P<0.01), average monthly night shifts ≥20 times ( OR=1.340, 95% CI: 1.106-1.623, P<0.01), daily working time ≥13 hours ( OR=1.358, 95% CI: 1.107-1.666, P<0.01), insomnia ( OR=2.075, 95% CI: 1.755-2.454, P<0.01), feeling depressed at work ( OR=2.987, 95% CI: 2.516-3.546, P<0.01), degree of emotional exhaustion ( OR=3.801, 95% CI: 3.188-4.533, P<0.01) and degree of de-personalization tendencies ( OR=2.493, 95% CI: 2.086-2.981, P<0.01) were the significant factors influencing the turnover intention of rural general practitioners. Conclusions:Rural general practitioners in southwest Shandong have a high-level turnover intention, part-time jobs, average number of night shift per month, working time, insomnia, depression and job burnout are the main factors affecting the turnover intention. Necessary measures should be taken by relevant departments to enhance the stability of rural general practitioners.

Investigationon the male nursespractice environment and turnover intention in Qinghai Province / 中国实用护理杂志

Objective:To investigate the current practice environment of male nurses in Qinghai province, and understand the professional environment and turnover intention of male nurses, provide ideas and theoretical basis for continuous improvement of the working environment of male nurses in hospitals.Methods:From September to October 2020, the practice environment and turnover intention of male nurses in Qinghai Province were investigated by using the method of convenience sampling and using the general data questionnaire, the Nurse Practice Environment Assessment Scale and the turnover intention table.Results:A total of 155 registered male nurses in Qinghai Province participated in this survey, and the overall evaluation score of the practicing environment of nurses in Qinghai Province was (74.38±22.63) points, among which the highest score was that nurses could write nursing records in time (85.24±20.99) points, and the lowest score was that nurses had the opportunity to participate in the internal management of the hospital (55.03±30.55) points. The total score of resignation intention was (14.34±4.35) points.Conclusion:The overall evaluation of the practicing environment of male nurses in Qinghai Province is fair, and their turnover intention is high. Nursing managers should attach importance to the cultivation of male nurses' feelings towards hospitals and professions, so as to reduce their turnover intention and stabilize the nursing team of male nurses.

Performance, Satisfaction and Intention to Remain in Organizations: Individual to Contextual Predictors / Desempenho, Satisfação e Intenção de Permanecer nas Organizações: Preditores Individuais a Contextuais / Desempeño, Satisfacción e Intención de Permanecer en las Organizaciones: Desde Predictores Individuales a Contextuales

Abstract The growing importance of human capital to the success of organizations has increased the efforts to learn what companies can do to attract and retain employees capable of helping them succeed. This paper investigated what individual, organizational and contextual variables predicted competent performance, job satisfaction, and intention to remain in the organization. Participants were 262 Brazilian professionals, who answered a survey online containing measures to assess individual (sociodemographic data, personality, and moral forces), organizational (labor data, contractual, constituent, calculative and behavioral forces), and contextual aspects (perceptions about the labor market, perceived employment opportunities, and nomative forces). Their mean age was 35.4 years (SD = 8.74) and 63% were men. Three independent hierarchical linear regression analyses were conducted. Results indicate that: individual aspects were the best predictors of competent performance; organizational variables only predicted Job satisfaction, and that individual, organizational, and contextual variables predicted intention to remain. We conclude that, although different variables predict performance, satisfaction and retention of professionals, the calculative force predicts these three variables. We recommend, therefore, that evidence-based management enable clear career dialogues between employees and organizational representatives, in order to retain valuable professionals and promote satisfactory experiences in organizations.

Resumo A crescente importância do capital humano para o sucesso das organizações tem aumentado os esforços para entender o que empresas podem fazer para atrair e reter funcionários capazes de ajudá-las a alcançar sucesso. Este artigo investigou quais variáveis individuais, organizacionais e contextuais eram preditoras de desempenho competente, satisfação no trabalho e intenção de permanecer na organização. Participaram do estudo 262 profissionais brasileiros, que responderam um questionário on-line contendo medidas para avaliar variáveis individuais (dados sociodemográficos, de personalidade, e forças morais), organizacionais (dados laborais, forças contratuais, constituintes, calculativas e comportamentais), e contextuais (percepção do mercado e de empregabilidade, e forças normativas). Os participantes tinham, em média, 35,4 anos de idade (DP=8,74), e 63% eram homens. Realizaram-se três análises independentes de regressão linear hierárquica. Os resultados indicaram que: aspectos individuais foram melhores preditores de desempenho competente; apenas variáveis organizacionais predisseram a satisfação no trabalho; variáveis individuais, organizacionais e contextuais predisseram a intenção de permanecer na empresa. Conclui-se que, embora diferentes variáveis predigam o desempenho, a satisfação e a retenção dos profissionais, a força calculativa prediz essas três variáveis. Assim, recomenda-se que uma gestão baseada em evidências promova diálogos claros sobre carreira a fim de reter profissionais valiosos e promover experiências satisfatórias nas organizações.

Resumen La importancia del capital humano para el éxito es responsable de aumentar los esfuerzos para entender cómo atraer y retener a empleados capaces de contribuir al éxito organizacional. Este artículo investiga qué variables individuales, organizacionales y contextuales predicen el desempeño competente, la satisfacción laboral y la intención de mantenerse en la organización. Participaron 262 profesionales, que respondieron un cuestionario online para evaluar variables individuales (datos sociodemográficos, de personalidad, y fuerzas morales), organizacionales (datos laborales, fuerzas contractuales, constituyentes, calculativas y comportamentales), y contextuales (percepción del mercado, de la empleabilidad, y fuerzas normativas). El promedio fue 35,4 años (DE=8.74), enseñanza media completa, y el 63% eran hombres. Fueron ejecutadas tres análisis independientes de regresión lineal jerárquica. Los resultados indican que: los aspectos individuales fueron los mejores predictores de desempeño competente; sólo las variables organizacionales predicen la satisfacción en el trabajo; las variables individuales, organizacionales y contextuales predijeron la intención de permanecer en la empresa. Se concluye que, aunque diferentes variables predigan desempeño, satisfacción y retención de los profesionales, la fuerza calculativa predice esas tres variables. Así, se recomienda que una gestión basada en evidencias promueva diálogos claros sobre la carrera para retener a profesionales valiosos y promover experiencias satisfactorias en las organizaciones.

Research on how family supportive supervisor behaviors influence the medical staff turnover intention / 中华医院管理杂志

Objective To learn the effects of family supportive supervisors on medical staff turnover intention. Methods The scales of family supportive supervisor behavior scales, work-family conflict scale and turnover intention scale were used in the study. The data were collected from a questionnaire survey of 214 army tertiary hospitals′ medical staff during October to December 2017. Hierarchical regression analysis was used to establish a model to understand the influence of family supportive supervisor behavior, two-way conflict between work and family, using the independent variables, on turnover intention of medical staff. Results The and family supportive supervisor behaviors had a negative explanation to medical staff turnover intention ( β = - 0. 211, P < 0. 01), work interference with family had a positive explanation to it (β = 0. 358, P < 0. 01), family interference with work had an obscure explanation to medical staff turnover intention (β = 0. 104, P > 0. 05). Work interference with family had a partially mediating effect which influenced family supportive supervisor behaviors on medical staff turnover intention. Conclusions Family supportive supervisor behavior, as an organizational support, can effectively alleviate the work interference on family for medical staff and thus minimize their turnover intention.

Investigation on the turnover intention of pediatricians in Shenzhen and its influencing factors / 中华医院管理杂志

Objective@#To understand the intention of pediatricians turnover in Shenzhen and its influencing factors.@*Methods@#From September to December 2016, a multi-stage stratified cluster sampling method was used to select 948 pediatricians from Shenzhen to conduct a questionnaire survey. The questionnaire cover the following: 1. Basic information: general demographic characteristics(gender, age, marriage, education, etc.); 2. Work status survey: turnover intention, experiences with violence against medical workers, professional job satisfaction, and work stress, etc. Univariate analysis and multivariate analysis were used to identify factors for pediatrician′s turnover intention.@*Results@#Among the 948 pediatricians in Shenzhen, 62.5% had turnover intention; age, title, education, seniority, monthly income, medical institution nature, medical institution level, length of sleep, job satisfaction, work stress, experience with violence and family support all affect the pediatrician′s turnover intention(P<0.05); multivariate logistic regression analysis showed that age, education, monthly income, job satisfaction, work stress and experience with violence were the influencing factors of pediatrician′s turnover intention(P<0.05).@*Conclusions@#The pediatrician′s turnover intention in Shenzhen is not low. Relevant measures should be taken by the government, hospital administrators, children patients and their family to ensure the supply of children′s medical services.

Investigation on the turnover intention of pediatricians in Shenzhen and its influencing factors / 中华医院管理杂志

Objective To understand the intention of pediatricians turnover in Shenzhen and its influencing factors.Methods From September to December 2016,a multi-stage stratified cluster sampling method was used to select 948 pediatricians from Shenzhen to conduct a questionnaire survey.The questionnaire cover the following:1.Basic information:general demographic characteristics (gender,age,marriage,education,etc.);2.Work status survey:turnover intention,experiences with violence against medical workers,professional job satisfaction,and work stress,etc.Univariate analysis and multivariate analysis were used to identify factors for pediatrician's turnover intention.Results Among the 948 pediatricians in Shenzhen,62.5％ had turnover intention;age,title,education,seniority,monthly income,medical institution nature,medical institution level,length of sleep,job satisfaction,work stress,experience with violence and family support all affect the pediatrician's turnover intention (P ＜ 0.05);multivariate logistic regression analysis showed that age,education,monthly income,job satisfaction,work stress and experience with violence were the influencing factors of pediatrician's turnover intention (P ＜ 0.05).Conclusions The pediatrician's turnover intention in Shenzhen is not low.Relevant measures should be taken by the government,hospital administrators,children patients and their family to ensure the supply of children's medical services.

Influence of Resilience and Job Embeddedness on Turnover Intention in General Hospital Nurses / 간호행정학회지

PURPOSE: The purpose of this study was to identify the effect of resilience and job placement on general hospital nurse's intention to relocate, prepare a practical transfer management plan, and provide basic data on effective personnel management. METHODS: Data were collected from 333 nurses in 2 general hospitals with more than 500 beds in P-city. Data analysis was performed using hierarchical regression with the SPSS/WIN 25.0 program. RESULTS: The significant factors influencing turnover intention of hospital nurses were sacrifice, fit, link, interpersonal relationship, followed by experience of turnover. Explanatory power was 42% in the regression model. CONCLUSION: Resilience and job embeddedness have a positive effect on turnover intention in general hospital nurses. Therefore, efforts to improve resilience, job embeddedness, and organizational support are required to decrease turnover intention.

Research on the association between quality of work life and turnover intention of nursing staff in tertiary-level hospitals / 中华劳动卫生职业病杂志

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) , but not with turnover intention III (the possibility of obtaining external work) (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.

Impact of work-family conflict on job satisfaction and turnover intention of anesthesiologists / 中华医学教育探索杂志

Objective To explore the impact of work-family conflict on job satisfaction and turnover intention of anesthesiologists in Heilongjiang Province.Methods Questionnaire survey was used for data collection.Descriptive statistics,Pearson correlation analysis and multivariate linear hierarchy regression analysis were performed to analyze the impact of work-family conflict on job satisfaction and turnover intention of anesthesiologists.Results The average value of work-family conflict among anesthesiologists was (2.99 ± 0.57).The finding indicated that work-family conflict of anesthesiologists had a significant negative effect on job satisfaction (β=-0.248,P＜0.01) and a positive effect on turnover intention (β=0.329,P＜0.01).Conclusion Anesthesiologists' work-family conflict is above the middle level in Heilongjiang Province.The work-family conflict of anesthesiologists can reduce job satisfaction and increase turnover intention.