护理SCI晨读：在韩国医院工作的护士实际离职率的预测因素：一项全国性的纵向调查研究
在韩国医院工作的护士实际离职率的预测因素：
一项全国性的纵向调查研究
分享智慧
共同成长
摘要
目的
使用Brewer-Kovner综合模型检查影响医院工作护士实际离职率的因素。
背景
为了增加护士的留职率，重要的是要了解导致护士实际离职的因素。
方法
纵向研究设计，纳入参与韩国护士健康研究的20,613名合格女性医院护士中的2,633名。创建了两个年龄组：年龄较小的组（20-35岁）和年龄较大的组（36-49岁）。使用多元logistic回归确定影响年龄组离职的因素。
结果
怀孕和分娩增加了年轻护士的离职率。当我们排除离职意向时，沮丧和倦怠是影响年轻护士离职率的重要因素。工资和医院规模是预测36岁以上护士离职率的因素。
结论
根据韩国的年龄段，制定预防女护士离职的策略至关重要。
对护理管理的启示
护理管理者和医疗机构需要制定新的管理和政策策略，以减少每个年龄组的护士离职率。
Abstract
Aims
To examine the factors affecting actual turnover among nurses working in hospitals using the Brewer‐Kovner synthesis model.
Background
To increase retention of nurses, it is important to understand factors contributing to actual turnover among nurses.
Methods
A longitudinal study design was utilized with 2,633 of 20,613 eligible female hospital nurses who participated in Korea Nurses' Health Study. We created two age groups: a younger group (20‐35 years) and an older group (36‐49 years). Multivariate logistic regression was used to identify the factors influencing turnover by age group.
Results
Pregnancy and childbirth increased young nurses’ turnover. When we excluded intent to leave, depression and burnout were significant factors affecting young nurses’ turnover. Salary and hospital size were factors predicting nurse turnover among nurses over 36‐year age.
Conclusions
It is essential to develop prevention strategies of female nurse turnover based on the age group in Korea.
Implications for Nursing Management
Nurse managers and healthcare institutes need to develop new managerial and policy strategies to reduce nurse turnover in each age group.
原文链接：
https://onlinelibrary.wiley.com/doi/abs/10.1111/jonm.13347
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