Pediatric Nurses' Turnover Intention and Its Association with Calling in China's Tertiary Hospitals

Xu, Shanshan; Tao, Lina; Huang, Heyu; Little, Julian; Huang, Lisu

doi:10.1016/j.pedn.2020.01.005

Cited by 31 publications

(41 citation statements)

References 26 publications

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“…36 Shanshan Xu's research proved the high turnover rate of Chinese pediatric nurses. 37 The second was that the respondents of the pediatric satisfaction questionnaire were usually the guardian of the patients, both of them would directly affect the accuracy of result. For Chinese hospitals, in most cases, outpatient surgery would be affected by limited medical resources, environmental noise caused by patients' symptoms, and hygiene problems caused by excessive staff.…”

Section: Dovepressmentioning

confidence: 99%

Influencing Factors of Outpatients’ Satisfaction in China a Cross-Sectional Study of 16 Public Tertiary Hospitals

Zhou¹,

Xu²,

Sun³

et al. 2021

PPA

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This study aimed to analyze the status of patient satisfaction in outpatients of tertiary hospitals and the factors affecting patient satisfaction, in order to provide a scientific basis for improving patient satisfaction. Methods: A total of 6480 surveys of outpatients were conducted by a cross-sectional study in 16 tertiary hospitals in the Zhejiang province of China. The main contents of the survey were the basic characteristics of patients. Statistical description, single-factor analysis and binary logistic regression analysis were used to screen influencing factors. Results: Results of this study showed that the total satisfaction score of outpatients was 87.13±13.47, and higher scored factors in the survey factors were nursing level, the convenience of registration and convenience of appointment diagnosis and treatment. The factors with lower scores were treatment effect, environmental sanitation and comfort and other staffs' attitudes. Hospital managers should pay attention to the improvement of treatment level, environmental sanitation and comfort and other staffs' attitudes. Conclusion:In the process of serving outpatients, doctors should pay more attention to patients who are male, 31-45 years old or over 60 years old, permanent residents, from public institutions, possessed postgraduate education, without medical insurance, and who visiting paediatrics and Chinese medicine hospitals.

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Section: Dovepressmentioning

confidence: 99%

Influencing Factors of Outpatients’ Satisfaction in China a Cross-Sectional Study of 16 Public Tertiary Hospitals

Zhou¹,

Xu²,

Sun³

et al. 2021

PPA

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show abstract

“…Turnover in nursing staff is a major contributor to nurse shortages, which in turn can lead to increased stress among nurses (Kaddourah, Abu‐Shaheen, & Al‐Tannir, 2018). Several factors may contribute to turnover of nursing staff, including job stress, little attention from administrators, dissatisfaction with work environment, long working shifts, low income and negative relationships with colleagues (Asegid, Belachew, & Yimam, 2014; Mudallal, Othman, & Al Hassan, 2017; Xu, Tao, Huang, Little, & Huang, 2020; Yang, Lv, Zhou, Liu, & Mi, 2017a). Previous evidence showed that turnover intention was strongly intercorrelated with job burnout (Scanlan & Still, 2019).…”

Section: Introductionmentioning

confidence: 99%

Burnout in nurses working in China: A national questionnaire survey

Wen-yu¹,

Miao

Tang

et al. 2020

Int J of Nursing Practice

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Aim This study aimed to assess the overall status of burnout in nurses in China on a national scale and investigate the demographic characteristics related to burnout and the relationships between demographics, job satisfaction and burnout. Methods This was a national cross‐sectional study conducted by the Chinese Nursing Association between July 2016 and July 2017. Data were collected using a structured, self‐administered questionnaire. Results A total of 51 406 registered nurses in 311 Chinese cities completed the questionnaire. Fifty per cent of the participants suffered burnout, and 33.8% of nurses had high scores on emotional exhaustion, 66.6% had high scores on depersonalization and 93.5% had low scores on personal accomplishment; 16.2% reported a high level of job satisfaction, only 0.4% was satisfied with their jobs and 70.7% intended to leave their jobs. Marital status, educational level, income and years of working experience affected job burnout. Nurses with a high level of burnout were more likely to have a high degree of job dissatisfaction and intend to leave their jobs. Conclusion We found a high prevalence of burnout among nurses in China. Nursing managers need to pay more attention to job burnout and its influencing factors. Interventions to reduce nurse burnout should be implemented.

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“…Good interpersonal relationship with colleagues may help to form a closer emotional connection [53]. When employees are in a bad mood and need care, they are more likely to be comforted by colleagues if they have good interpersonal relationship, which can reduce depression and conflicts in workplace [54]. Such a good state of interpersonal relationship may have an impact on the effectiveness and efficiency of communication, social exchanges, and emotional venting among employees and contributes to carry out more harmonious cooperation and form a good working atmosphere [55].…”

Section: Interpersonal Relationshipmentioning

confidence: 99%

Data Modelling in Human Resource Management: Influencing Factors of Employees’ Job Satisfaction

Zhuang

Pan

2022

Mathematical Problems in Engineering

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In the digital era, data mining and statistical analysis have been widely used to solve problems, especially in the field of management and engineering. Therefore, we aim to make a new insight of human resource management based on multiple regression modelling and quantile regression modelling. Specifically, the systematic framework of job satisfaction in this research is constructed by three dimensions from the perspective of psychology, namely, the perception of interpersonal relationship, financial compensation, and work conditions. Each dimension consists of two measures which reflect the employees’ view towards them. The empirical estimation results show the following. (1) Perceived relationship with managers, perceived rationality of compensation, perceived match degree of job, and perceived autonomy degree of work are all significantly positively correlated with job satisfaction. (2) The effect of perceived rationality of compensation is significantly different between the high quantile and the low quantile. For those with lower perceived rationality of compensation, their job satisfaction is more likely to be affected due to the perceived compensation than those with higher perception. This research enriches the existing theory by constructing a comprehensive framework of the influencing factors of job satisfaction, which provides useful implications of human resource management optimization for enterprises.

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Pediatric Nurses' Turnover Intention and Its Association with Calling in China's Tertiary Hospitals

Cited by 31 publications

References 26 publications

Influencing Factors of Outpatients’ Satisfaction in China a Cross-Sectional Study of 16 Public Tertiary Hospitals

Influencing Factors of Outpatients’ Satisfaction in China a Cross-Sectional Study of 16 Public Tertiary Hospitals

Burnout in nurses working in China: A national questionnaire survey

Data Modelling in Human Resource Management: Influencing Factors of Employees’ Job Satisfaction

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