张娣, 顾永梅, 于圣萍, 吕靓, 李晓慧, 王敏. 南通市405名临床护士职业倦怠、反馈寻求行为与离职倾向的关系研究[J]. 职业卫生与应急救援, 2023, 41(3): 265-270. DOI: 10.16369/j.oher.issn.1007-1326.2023.03.002
引用本文: 张娣, 顾永梅, 于圣萍, 吕靓, 李晓慧, 王敏. 南通市405名临床护士职业倦怠、反馈寻求行为与离职倾向的关系研究[J]. 职业卫生与应急救援, 2023, 41(3): 265-270. DOI: 10.16369/j.oher.issn.1007-1326.2023.03.002
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ZHANG Di, GU Yongmei, YU Shenping, LYU Liang, LI Xiaohui, WANG Min. Relationship between job burnout, feedback-seeking behavior, and turnover intention of 405 clinical nurses in Nantong[J]. Occupational Health and Emergency Rescue, 2023, 41(3): 265-270. DOI: 10.16369/j.oher.issn.1007-1326.2023.03.002
Citation: ZHANG Di, GU Yongmei, YU Shenping, LYU Liang, LI Xiaohui, WANG Min. Relationship between job burnout, feedback-seeking behavior, and turnover intention of 405 clinical nurses in Nantong[J]. Occupational Health and Emergency Rescue, 2023, 41(3): 265-270. DOI: 10.16369/j.oher.issn.1007-1326.2023.03.002
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南通市405名临床护士职业倦怠、反馈寻求行为与离职倾向的关系研究

Relationship between job burnout, feedback-seeking behavior, and turnover intention of 405 clinical nurses in Nantong

    摘要
  • 摘要:
      目的  调查临床护士职业倦怠、反馈寻求行为及离职倾向现状，评估反馈寻求行为在职业倦怠与离职倾向之间的中介作用，为提升护士队伍的稳定性提供依据。
      方法  2022年1—4月，采用一般资料问卷、反馈寻求行为量表、职业倦怠量表及离职倾向量表对南通市3所三级综合医院437名临床护士进行现场问卷调查，采用描述性统计方法，包括t检验、方差分析、Pearson相关分析和中介效应检验对调查结果进行分析。
      结果  回收有效问卷405份，有效回收率为92.7%。临床护士职业倦怠、反馈寻求行为和离职倾向得分分别为（58.04 ±10.26）分、（38.68 ±7.25）分和（13.92 ±4.07）分。职业倦怠与反馈寻求行为为负相关（r=-0.460，P < 0.01），反馈寻求行为与离职倾向为负相关（r=-0.419，P < 0.01），职业倦怠与离职倾向为正相关（r= 0.503，P < 0.01）。反馈寻求行为在临床护士的职业倦怠与离职倾向间起部分中介作用，中介效应值为0.153，占总效应比为37.14%。
      结论  南通市临床护士离职倾向水平较高。管理者可在医院内部营造积极的支持性反馈氛围，鼓励同事及上下级间的积极沟通，以提升护士反馈寻求行为水平，减少离职倾向。

     

    Abstract:
      Objective  To investigate the status of job burnout, feedback seeking behavior, and turnover intention of clinical nurses and analyze the relationship among them so as to provide a basis for improving the stability of nurses.
      Methods  From January to April 2022, clinical nurses in three tertiary general hospitals in Nantong were investigated with the general information questionnaire, the feedback seeking scale, the job burnout scale, and the turnover intention scale. Descriptive statistics, including the t-test, analysis of variance, Pearson correlation analysis, and mediation effect test, were used to analyze the surveyed results.
      Results  Totally 405 valid questionnaires were collected, with an effective recovery rate of 92.7%. The scores of job burnout, feedback seeking behavior, and turnover intention of clinical nurses were (58.04 ±10.26) points, (38.68 ±7.25) points, and (13.92 ±4.07) points, respectively. Job burnout was negatively correlated with feedback seeking behavior (r=-0.460, P < 0.01), feedback seeking behavior was negatively correlated with turnover intention (r=-0.419, P < 0.01), and job burnout was positively correlated with turnover intention (r= 0.503, P < 0.01). Feedback seeking behavior played a partial mediating role between job burnout and turnover intention among clinical nurses, and the mediating effect value was 0.153, accounting for 37.14% of the total effect.
      Conclusions  The level of turnover intention among clinical nurses in Nantong was high, and feedback seeking behavior played an intermediary role between job burnout and turnover intention. Managers should create a supportive feedback environment within the hospital and encourage interpersonal interaction between staff, superiors, and subordinates to improve nurses' feedback seeking behavior and reduce turnover intentions.

     

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