New Nurse Turnover Intention and Related Factors in Japan and China: Focusing on Nursing Practice Environment and Burnout.

Dan Jiang, Junko Kira
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Abstract

Background: With rapidly declining birth rates and aging populations worldwide, the demand for nursing care has increased in recent years. High turnover, an important cause of nurse staffing shortages, directly affects the quality of nursing care. However, no comparison studies on turnover intention in East Asia have been published.

Purpose: The purpose of this study was to clarify the relationships among turnover intention, the work environment, and related factors among new nurses in Japan and China.

Methods: A self-administered questionnaire survey was used to collect data from nurses employed for < 2 years. This questionnaire included participant characteristics, assessment of desire to become a nurse at the start of employment, current turnover intention, the Practice Environment Scale of the Nursing Work Index, and the Maslach Burnout Inventory-Human Services Survey. The relationship between current turnover intention and, respectively, number of hospital beds, strength of desire to become a nurse at the start of employment, level of participation in hospital affairs, emotional exhaustion (EE), personal achievement, and demographic variables was assessed.

Results: The number of nurses who intended to leave the hospital was higher in Japan (74.1%) than in China (42.4%). However, of those expressing intention to leave, 46.6% of the nurses in China and only 5.0% of those in Japan indicated intention to quit the nursing profession altogether. In Japan, collegial nurse-physician relations and EE were related to turnover intention, whereas in China, number of hospital beds, strength of desire to become a nurse at the start of employment, participation in hospital affairs, EE, and personal achievement were all related to turnover intention.

Conclusions: To enhance retention and reduce turnover intention among nurses, the strength of desire to become a nurse in China and the nurse-physician relationship and EE in Japan should be taken into particular consideration when designing retention strategies and nurse education programs.

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日本和中国的新护士离职意向及相关因素:关注护理实践环境和职业倦怠。
背景:随着全球出生率迅速下降和人口老龄化,近年来对护理服务的需求不断增加。高离职率是造成护士人手短缺的重要原因,直接影响护理质量。目的:本研究旨在阐明日本和中国新入职护士的离职意向、工作环境及相关因素之间的关系:方法:采用自填式问卷调查法,收集入职时间小于 2 年的护士的数据。该问卷包括参与者特征、入职之初对成为一名护士的愿望评估、当前离职意向、护理工作指数实践环境量表和马斯拉赫职业倦怠调查问卷。评估了当前离职意向分别与医院床位数、入职之初成为护士的意愿强度、参与医院事务的程度、情感衰竭(EE)、个人成就感和人口统计学变量之间的关系:日本打算离开医院的护士人数(74.1%)高于中国(42.4%)。然而,在表示有意离职的护士中,中国有 46.6%的护士表示有意完全退出护理行业,而日本仅有 5.0%。在日本,护士与医生的同事关系和EE与离职意向有关,而在中国,医院床位数、入职之初成为护士的愿望强度、参与医院事务、EE和个人成就都与离职意向有关:结论:为了提高护士的留任率并降低离职意向,在设计留任策略和护士教育计划时,应特别考虑中国护士的护士意愿强度以及日本护士与医生的关系和 EE。
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