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Longitudinal Analysis of Personal andWork-Related Factors Associated WithTurnover Among Nurses

机译：与护士离职相关的个人和工作相关因素的纵向分析

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Background: Although many scholars have acknowledged the relationship between personal and work-related factors associated with job search and actual turnover, there is a lack of longitudinal designs that test this relationship empirically.Objectives: This longitudinal study examines specific determinant factors that differentiate between so-called "stayers" and "leavers" within the nursing profession and identifies risk factors for premature leaving by comparing nurses who have left their job or the nursing profession with nurses who stay.Methods: This cross-national exploratory European survey included 34,587 nurses (baseline measurement) working in 623 hospitals, nursing homes, and home care institutions and was composed of two measurements with a 1-year time interval. The final samples for the follow-up measurement included 14,016 stayers and 866 leavers. As regards the leavers, the participating nurses were asked to indicate to what extent personal and work-related factors had contributed to the decision to leave their healthcare institution.Results: Nurses' intent-to-leave scores were higher in the baseline measurement among those who left the organization during the following 12 months than those among nurses who stayed (24.0% vs. 13.5%). A majority of nurses (86.8%) left their profession voluntarily. Involuntary departure occurred more often in Eastern European countries. Nurses indicated that the reasons for leaving were (a) working conditions (e.g., relationship problems, emotional difficulties, time pressure and quality of care, dissatisfaction with use of one's competence and lack of autonomy, work schedule difficulties, and dissatisfaction with pay) and (b) family reasons (e.g., caring for relatives). For a considerable number of nurses, health reasons and the desire for continuing education added to their decision to leave.Discussion: Healthcare organizations should pay attention to preventive measures to protect labor market potential. Recommendations are made for human resource development in healthcare organizations and for further empirical research to better understand to what extent different policy systems across the European countries explain variance in outcomes.
机译：背景：尽管许多学者已经认识到与求职有关的个人和与工作相关的因素与实际离职之间的关系，但仍缺乏纵向设计来对这种关系进行实证检验。目的：这项纵向研究考察了区分这些因素的具体决定因素。方法：这项跨欧洲探索性欧洲调查对34,587名护士进行了调查（基线测量）在623家医院，疗养院和家庭护理机构中工作，由两次测量（每间隔1年）组成。后续测量的最终样本包括14016名居留者和866名离校者。关于离职者，要求参与的护士指出个人和工作相关因素在多大程度上影响了他们离开医疗机构的决定。结果：在基线测量中，护士的离职意向得分较高在接下来的12个月内离开组织的人数要比留在医院的护士人数（24.0％对13.5％）高。大多数护士（86.8％）自愿退出专业。东欧国家更经常发生非自愿离境。护士指出，离职的原因是：（a）工作条件（例如，人际关系问题，情绪困难，时间压力和护理质量，对使用自己能力的不满和缺乏自主权，工作日程安排困难以及对薪资不满意）和（b）家庭原因（例如照顾亲戚）。对于相当多的护士来说，出于健康原因和继续接受教育的愿望使他们决定离开。讨论：医疗机构应注意预防措施，以保护劳动力市场的潜力。为医疗保健组织的人力资源开发和进一步的实证研究提出了建议，以更好地了解欧洲国家不同政策体系在多大程度上解释了结果的差异。

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