儿科门诊护士工作家庭冲突对离职意愿的影响

目的 ：了解儿科门诊护士离职意愿、工作家庭冲突现状,并分析工作家庭冲突对离职意愿的影响,为儿科护士离职的预防及干预提供一定参考。方法：采用工作家庭冲突问卷及离职意愿问卷,对山东省13家三级甲等综合医院的243名儿科门诊护理人员进行调查。结果 ：儿科门诊护士的工作家庭冲突总均分为（2.31±0.58）分,有47.7%的护士离职意愿较强。Logistic回归分析显示年龄、加班时间、基于压力的冲突、基于行为的冲突是儿科门诊护士离职意愿的影响因素。结论 ：儿科门诊护士受工作家庭冲突影响,离职意愿较高,医院应针对儿科门诊工作特点采取措施减轻工作家庭冲突,降低儿科门诊护士的离职率。

The effect of work-family conflict on turnover intention among nurses in pediatric outpatient department

Objective： To explore the turnover intention and work-family conflict among nurses in pediatric outpatient department and the effect of work-family conflict on turnover intention, and to provide references to prevent nurses＇ turnover. Methods： A total of 243 staff nurses in pediatric outpatient department from 13 tertiary Grade A general hospitals in Shandong province were investigated with Work-Family Conflict Scale and Turnover Intention Questionnaire. Results： The mean score of work-family conflict was（2.31±0.58） and 47.7% of nurses had turnover intention. Logistic regression indicated that age, overtime work, base on pressure conflict and base on behavior conflict were the influencing factors of turnover invention. Conclusion： Turnover intention among nurses in pediatric outpatient department is high and it is influenced by work family conflict. Hospital managers should take effective measures to reduce job pressure and work family conflict to decrease turnover rate among nurses in pediatric outpatient department.