Intention to leave and associated factors among psychiatric nurses in China: A nationwide cross-sectional study

Jiang, Feng; Zhou, Huixuan; Rakofsky, Jeffrey J.; Hu, Linlin; Liu, Tingfang; Wu, Shuzhen; Liu, Huanzhong; Liu, Yuanli; Tang, Yi-Lang

doi:10.1016/j.ijnurstu.2019.03.013

Cited by 66 publications

(99 citation statements)

References 26 publications

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“…The results of the present study indicated that satisfaction with current job is a factor related with intention to leave the unit, institution and profession in Brazil. Other studies show similar results, highlighting the influence of job satisfaction on the worker’s intention to leave the job, position and field ( 21 - 22 , 31 - 32 , 35 - 37 ) . This fact suggests that promoting job satisfaction may be a possibility to decrease intention to leave and improve retention rates ( 21 - 22 , 31 - 32 , 35 - 37 ) .…”

Section: Discussionsupporting

confidence: 64%

“…Other studies show similar results, highlighting the influence of job satisfaction on the worker’s intention to leave the job, position and field ( 21 - 22 , 31 - 32 , 35 - 37 ) . This fact suggests that promoting job satisfaction may be a possibility to decrease intention to leave and improve retention rates ( 21 - 22 , 31 - 32 , 35 - 37 ) . On the other hand, as this concept often involves more than one factor, to promote workers’ intention to remain working in the unit, institution or profession it will be necessary in some cases to know basis factors that lead to different levels of job satisfaction and which consequently contribute to the intention to leave ( 35 ) .…”

Section: Discussionsupporting

confidence: 64%

“…In the literature, it is evident the importance of knowing the nursing workers’ intention to leave the unit, institution or profession and the factors that lead workers to want to leave the work and nursing ( 8 , 30 - 31 ) . In this way, we considered this recommendation and the need to expand studies on the nursing workers’ intention to leave the job and profession in Brazil to develop this research ( 32 ) , as well as the importance of contextual recognition for future design of actions focused on workers’ retention and quality care promotion ( 33 - 34 ) .…”

Section: Discussionmentioning

confidence: 99%

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Predictors of nursing workers’ intention to leave the work unit, health institution and profession

Bordignon

Monteiro

2019

Rev. Latino-Am. Enfermagem

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Objective:to identify the factors related to the nursing workers’ intention to leave the work unit, health institution and profession.Method:cross-sectional study with quantitative approach was carried out with 267 nursing workers from seven emergency units in Brazil. For data collection, we used the Questionnaire of socio-demographic, life style and work and health aspects as well as the Work Ability Index, Workplace violence questionnaire, questions about intention to leave and the Turnover Intention Scale. The predictors of intentions to leave were evaluated through Poisson regression models.Results:workplace violence increased and better satisfaction with current job decreased the probability of greater intention to leave the unit, institution and profession. Better work ability decreased the probability of greater intention to leave the unit and profession. The more qualified workers and those who had been working in the institution longer was more likely to greater intention to leave the profession.Conclusion:promoting job satisfaction, work ability and a violence-free environment is possible to decrease the workers’ intention to leave the job or profession, but nursing managers need to understand the three phenomena of intention to quit individually for retention strategies.

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Section: Discussionsupporting

confidence: 64%

Section: Discussionsupporting

confidence: 64%

Section: Discussionmentioning

confidence: 99%

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Predictors of nursing workers’ intention to leave the work unit, health institution and profession

Bordignon

Monteiro

2019

Rev. Latino-Am. Enfermagem

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“…This elevated rate may be due to the high levels of stress experienced by male psychiatric nurses in China. Our previous study showed that within a 12-month period, one-third of psychiatric nurses in China experienced patient-initiated violence (44).…”

Section: Discussionmentioning

confidence: 99%

Cigarette Smoking, Health-Related Behaviors, and Burnout Among Mental Health Professionals in China: A Nationwide Survey

et al. 2020

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Objectives: Mental health professionals (MHPs) play an important role in treating patients with nicotine addiction. However, data on MHPs' cigarette smoking habits are scarce. This survey aimed to collect such data and to examine the correlates of smoking among MHPs working in China. Methods: A cross-sectional survey was conducted in all 41 provincial, tertiary psychiatric hospitals, and MHPs from these hospitals were targeted. An anonymous questionnaire was designed to collect socio-demographic and occupational factors, and the Maslach Burnout Inventory-Human Service Survey was used to assess burnout. Data about smoking and other health behaviors were also collected. Results: In total, 13,614 MHPs were included in the analysis. The overall rate of current smoking was 8.6% (31.3% in males, and 1.1% in females). A substantial proportion (28.0%) of lifetime smokers had abstained for more than 3 months. Those who were male (OR=37.73), older (OR=1.02), divorced or widowed (OR=1.72), working in West (OR=1.45), and Northeast China (OR=1.65), were nurses (OR=1.44), had a high income (OR=1.31), experienced burnout (OR=1.29), frequent insomnia (OR=1.39), and used alcohol (OR=2.76) were significantly more likely to be smokers, while those who had a higher level of education (OR=0.67, 0.47, and 0.43 for college, master, and doctorate degrees, respectively), and exercised regularly (OR=0.73) were significantly less likely to be smokers. Conclusion: Although lower than that of the general population in China, smoking is still relatively high among MPHs. Efforts to lower smoking rates among MHPs in China should continue and should incorporate strategies that target burnout, sleep, alcohol use, exercise and other factors associated with smoking.

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“…Furthermore, according to the 2020 annual National Healthcare Retention & RN Staffing Report 2020 (NSI Nursing Solutions Inc, 2020), in the United States of America (USA), the average turnover rate for bedside nurses is 15.9%. In China, 20.2–56.1% nurses consider or plan to abandon nursing work (Jiang et al., 2019; Lee et al., 2017; Liu et al., 2012), while nurse resignation rates have ranged from 0.64–12.71% (Chen, Li, Li, Lyu, & Zhang, 2018).…”

Section: Introductionmentioning

confidence: 99%

Intention to leave among newly graduated nurses: A descriptive, multicenter study

Cao

et al. 2020

Journal of Advanced Nursing

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Aims To investigate newly graduated Chinese nurses' intention to leave their jobs and to explore the association of intention to leave with nurse characteristics, person–environment fit, and social support. Design This was a cross‐sectional descriptive study. Methods Newly graduated nurses (N = 1,313) were recruited from 18 hospitals in six provinces in China, during 2018. An online questionnaire explored intention to leave and related factors, including proactive personality, personal–environment fit, and perceived social support. Chi‐squared and multilevel logistic regression analysis were used to examine associations between factors. Results Among 1,313 newly graduated nurses, 88 (6.7%) reported high‐level intention to leave. Nurses working in specialty areas (i.e., outside of medical‐surgical wards) and those with higher degree of person–organization fit showed lower intention to leave, whereas those with higher level of education, exposure to negative workplace/life events during the previous year and a proactive personality showed higher intention to leave. Conclusion Among newly graduated Chinese nurses, intention to leave is significant and is influenced by work area, level of education, negative workplace/life events and person–organization fit. The intention to leave is dynamically multifactorial and supportive strategies must be similarly multifaceted to effectively reduce turnover. Impact Little is known about the factors influencing the intention to leave among newly graduated nurses. We found significant intention to leave among new nurses which was negatively associated with work in a specialty area and degree of person–organization fit and positively associated with level of education, exposure to negative workplace/life events and proactive personality. This information adds to our understanding of nurse turnover and will support nurse administrators in the introduction of specific strategies to decrease turnover in this population.

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Intention to leave and associated factors among psychiatric nurses in China: A nationwide cross-sectional study

Cited by 66 publications

References 26 publications

Predictors of nursing workers’ intention to leave the work unit, health institution and profession

Predictors of nursing workers’ intention to leave the work unit, health institution and profession

Cigarette Smoking, Health-Related Behaviors, and Burnout Among Mental Health Professionals in China: A Nationwide Survey

Intention to leave among newly graduated nurses: A descriptive, multicenter study

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