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ORIGINAL RESEARCH article

Front. Public Health
Sec. Occupational Health and Safety
Volume 12 - 2024 | doi: 10.3389/fpubh.2024.1416215
This article is part of the Research Topic How Workplace Behaviors Impact Mental Health: Does Diversity Matter? View all 25 articles

Analysis of turnover intention and influencing factors among female nurses with two children in grade A tertiary public hospitals in Sichuan province: a cross-sectional study

Provisionally accepted
Ling Chengrong Ling Chengrong 1,2Zhang Lan Zhang Lan 3*Tao Liande Tao Liande 2*
  • 1 Department of Nursing, Jinzhou Medical University, Jinzhou, China
  • 2 Second People’s Hospital of Yibin, Yibin, China
  • 3 First Affiliated Hospital of Jinzhou Medical University, Jinzhou, Liaoning Province, China

The final, formatted version of the article will be published soon.

    Objective: This study aims to examine the current status of turnover intention among female nurses with two children and explore the factors influencing their decision to resign, ultimately providing a basis for reducing nurses' turnover intention and stabilizing the nursing workforce. Methods: A convenience sampling method was used to select 1370 in-service female nurses with two children from 65 Grade A tertiary public hospitals in Sichuan Province from September to December 2023. Data was collected through a General Information Questionnaire, Work-Family Behavioral Role Conflict Scale, Regulatory Emotional Self-Efficacy, and Turnover intention Scale.Results: This study revealed that the average score for turnover intention among female nurses with two children was (13.11±3.93). There was a positive correlation between work-family behavioral role conflict and turnover intention (r=0.485, P<0.01), while regulatory emotional self-efficacy showed a negative correlation with turnover intention (r=-0.382, P<0.01). The main influencing factors for resignation among these nurses included age, number of night shifts per month, average monthly income, primary caregiver for children, work-to-family conflict and family-to-work conflict, and the ability to express positive emotions (POS), the capacity to regulate negative emotions such as despondency/distress (DES), and the skill to manage anger/irritation (ANG). Collectively, these factors explained 29.5% of the total variance in turnover intention scores. Conclusions: Turnover intention among female nurses with two children is relatively high. To address this issue, hospital managers shall implement effective measures through various channels to settle work-family conflict, enhance nurses' regulatory emotional self-efficacy, and reduce turnover intention resulting from work-family conflict. Together, these efforts will reduce nurse turnover and foster a stable nursing workforce.

    Keywords: Female nurses, second children, work-family conflict, Regulatory emotional self-efficacy, turnover intention

    Received: 12 Apr 2024; Accepted: 18 Jul 2024.

    Copyright: © 2024 Chengrong, Lan and Liande. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

    * Correspondence:
    Zhang Lan, First Affiliated Hospital of Jinzhou Medical University, Jinzhou, Liaoning Province, China
    Tao Liande, Second People’s Hospital of Yibin, Yibin, 644000, China

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