Di Liu, Mingyang Zou, Yuanshuo Ma, Yujin Xie, Wenlin Zhang, Caihong Sun, Yuan Gao, Lei Shi, Yanze Cui
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It aimed to identify the mechanisms influencing turnover intention tendencies among nursing staff and to propose strategies for stabilising nursing teams.</p>\n <p><b>Methods:</b> A multistage random sampling approach was adopted across 21 hospitals in three provinces: Zhejiang (Eastern China), Heilongjiang (Central China) and Chongqing (Western China). Data were collected using the 5-item World Health Organization Well-Being Index, the Psychological Capital Questionnaire, the Utrecht Work Engagement Scale and the Turnover Intention Scale. Harman’s single-factor test was employed to detect common method bias, and chain mediation analysis was conducted using the SPSS PROCESS macro.</p>\n <p><b>Results:</b> Significant correlations were found between well-being, psychological capital, work engagement and turnover intention (<i>p</i> < 0.001). Well-being directly influenced turnover intention (effect = −0.1227, 95% CI = −0.1421, −0.1033). Work engagement partially mediated the relationship between well-being and turnover intention (effect = −0.0813, 95% CI = −0.0944, −0.0687). In addition, psychological capital and work engagement jointly mediated the relationship (effect = −0.0817, 95% CI = −0.0940, −0.0701).</p>\n <p><b>Conclusion:</b> Nurses’ well-being influences turnover intention via the serial mediation of psychological capital and work engagement. Hospital managers and governments should implement multifaceted interventions to mitigate turnover intentions and enhance the stability of nursing teams.</p>\n <p><b>Implications for Nursing Management:</b> The findings highlight a potential pathway linking nurses’ well-being to turnover intention. 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Data were collected using the 5-item World Health Organization Well-Being Index, the Psychological Capital Questionnaire, the Utrecht Work Engagement Scale and the Turnover Intention Scale. Harman’s single-factor test was employed to detect common method bias, and chain mediation analysis was conducted using the SPSS PROCESS macro.</p>\\n <p><b>Results:</b> Significant correlations were found between well-being, psychological capital, work engagement and turnover intention (<i>p</i> < 0.001). Well-being directly influenced turnover intention (effect = −0.1227, 95% CI = −0.1421, −0.1033). Work engagement partially mediated the relationship between well-being and turnover intention (effect = −0.0813, 95% CI = −0.0944, −0.0687). 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引用次数: 0
摘要
背景：护士的离职意向对全球医疗保健系统构成了重大挑战。虽然许多研究已经探讨了护士的幸福感和离职倾向之间的关系，但潜在的机制仍然没有得到充分的理解。因此，研究心理资本、工作投入、幸福感和离职意愿之间的相互作用至关重要。目的：研究心理资本和工作投入在幸福感与离职倾向关系中的连锁中介作用。本研究旨在探讨护理人员离职倾向的影响机制，并提出稳定护理团队的策略。方法：采用多阶段随机抽样方法，对浙江（华东）、黑龙江（华中）和重庆（西部）3省21家医院进行调查。采用世界卫生组织幸福感指数、心理资本问卷、乌得勒支工作投入量表和离职意向量表收集数据。采用哈曼单因素检验检测共同方法偏差，采用SPSS PROCESS宏进行链式中介分析。结果：幸福感、心理资本、工作投入和离职倾向之间存在显著相关(p <；0.001)。幸福感直接影响离职意向（效应= - 0.1227,95% CI = - 0.1421, - 0.1033）。工作投入部分中介了幸福感和离职倾向之间的关系（效应= - 0.0813,95% CI = - 0.0944, - 0.0687）。此外，心理资本和工作投入共同起到中介作用（效应= - 0.0817,95% CI = - 0.0940, - 0.0701）。结论：护士幸福感通过心理资本和工作投入的串行中介作用影响离职倾向。医院管理者和政府应实施多方面的干预措施，以减轻人员流失意图，增强护理团队的稳定性。对护理管理的启示：研究结果强调了将护士的幸福感与离职意愿联系起来的潜在途径。护理管理者可以采取有针对性的干预措施，解决这一途径，以降低离职意愿率，确保团队稳定。
The Mediating Role of Psychological Capital and Work Engagement in the Relationship Between Well-Being and Turnover Intention Among Nurses in China
Background: Turnover intentions among nurses pose a significant challenge for healthcare systems globally. While numerous studies have explored the association between nurses’ well-being and turnover intention, the underlying mechanisms remain insufficiently understood. Addressing the interactions among psychological capital, work engagement, well-being and turnover intention is therefore essential.
Aim: This study examined the chain-mediating effects of psychological capital and work engagement on the relationship between well-being and turnover intention. It aimed to identify the mechanisms influencing turnover intention tendencies among nursing staff and to propose strategies for stabilising nursing teams.
Methods: A multistage random sampling approach was adopted across 21 hospitals in three provinces: Zhejiang (Eastern China), Heilongjiang (Central China) and Chongqing (Western China). Data were collected using the 5-item World Health Organization Well-Being Index, the Psychological Capital Questionnaire, the Utrecht Work Engagement Scale and the Turnover Intention Scale. Harman’s single-factor test was employed to detect common method bias, and chain mediation analysis was conducted using the SPSS PROCESS macro.
Results: Significant correlations were found between well-being, psychological capital, work engagement and turnover intention (p < 0.001). Well-being directly influenced turnover intention (effect = −0.1227, 95% CI = −0.1421, −0.1033). Work engagement partially mediated the relationship between well-being and turnover intention (effect = −0.0813, 95% CI = −0.0944, −0.0687). In addition, psychological capital and work engagement jointly mediated the relationship (effect = −0.0817, 95% CI = −0.0940, −0.0701).
Conclusion: Nurses’ well-being influences turnover intention via the serial mediation of psychological capital and work engagement. Hospital managers and governments should implement multifaceted interventions to mitigate turnover intentions and enhance the stability of nursing teams.
Implications for Nursing Management: The findings highlight a potential pathway linking nurses’ well-being to turnover intention. Nursing managers can adopt targeted interventions addressing this pathway to reduce turnover intention rates and ensure team stability.
期刊介绍：
The Journal of Nursing Management is an international forum which informs and advances the discipline of nursing management and leadership. The Journal encourages scholarly debate and critical analysis resulting in a rich source of evidence which underpins and illuminates the practice of management, innovation and leadership in nursing and health care. It publishes current issues and developments in practice in the form of research papers, in-depth commentaries and analyses.
The complex and rapidly changing nature of global health care is constantly generating new challenges and questions. The Journal of Nursing Management welcomes papers from researchers, academics, practitioners, managers, and policy makers from a range of countries and backgrounds which examine these issues and contribute to the body of knowledge in international nursing management and leadership worldwide.
The Journal of Nursing Management aims to:
-Inform practitioners and researchers in nursing management and leadership
-Explore and debate current issues in nursing management and leadership
-Assess the evidence for current practice
-Develop best practice in nursing management and leadership
-Examine the impact of policy developments
-Address issues in governance, quality and safety
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