Abstract：
OBJECTIVE: The study aimed to identify the aspects and items of nurse turnover impact on organizations as perceived by nursing management.
BACKGROUND: Turnover rate does not capture the extent to which an organization is affected by turnover. Another indicator is required to assess the control status of turnover impact.
METHODS: A Delphi study was conducted in 2021, where 2670 managers of nursing at 712 hospitals were asked to complete the survey three times. Factor analysis was conducted on these items for which a consensus was reached.
RESULTS: Overall, 232 managers who responded multiple times, including the third survey, were included in the analysis. Consensus was reached for 36 items affected by turnover and considered important for nursing management. Using exploratory factor analysis, the following six factors were extracted: quality of nursing care, physical and mental health of nursing staff, workload and working conditions of nursing staff, relationships among nursing staff members, sense of responsibility among nursing staff, and cost and benefit of hiring replacement personnel.
CONCLUSIONS: Six factors consisting of 36 items were extracted that can be used to assess the impact of nurse turnover.
CONCLUSIONS: Nurse managers can assess the status of the organization more appropriately by understanding the factors that impact nurse turnover in vaious facilitites and look at strategies to overcome the impact on nurse staffing.
BACKGROUND: Turnover rate does not capture the extent to which an organization is affected by turnover. Another indicator is required to assess the control status of turnover impact.
METHODS: A Delphi study was conducted in 2021, where 2670 managers of nursing at 712 hospitals were asked to complete the survey three times. Factor analysis was conducted on these items for which a consensus was reached.
RESULTS: Overall, 232 managers who responded multiple times, including the third survey, were included in the analysis. Consensus was reached for 36 items affected by turnover and considered important for nursing management. Using exploratory factor analysis, the following six factors were extracted: quality of nursing care, physical and mental health of nursing staff, workload and working conditions of nursing staff, relationships among nursing staff members, sense of responsibility among nursing staff, and cost and benefit of hiring replacement personnel.
CONCLUSIONS: Six factors consisting of 36 items were extracted that can be used to assess the impact of nurse turnover.
CONCLUSIONS: Nurse managers can assess the status of the organization more appropriately by understanding the factors that impact nurse turnover in vaious facilitites and look at strategies to overcome the impact on nurse staffing.
摘要：
目的：该研究旨在确定护理管理所感知的护士离职对组织的影响的方面和项目。
背景：流失率并不能反映组织受流失率影响的程度。需要另一个指标来评估营业额影响的控制状态。
方法：在2021年进行了一项Delphi研究，要求712家医院的2670名护理管理人员完成3次调查。对达成共识的这些项目进行了因子分析。
结果：总体而言，232名经理多次回复，包括第三次调查，包括在分析中。对36个受营业额影响的项目达成共识，认为对护理管理很重要。采用探索性因子分析，提取以下六个因素：护理质量，护理人员的身心健康，护理人员的工作量和工作条件，护理人员之间的关系，护理人员的责任感，以及聘用替代人员的成本和收益。
结论：提取了由36个项目组成的六个因素，可用于评估护士离职的影响。
结论：护士管理者可以通过了解影响众多机构护士离职的因素来更适当地评估组织的状况，并研究克服对护士人员配备影响的策略。
背景：流失率并不能反映组织受流失率影响的程度。需要另一个指标来评估营业额影响的控制状态。
方法：在2021年进行了一项Delphi研究，要求712家医院的2670名护理管理人员完成3次调查。对达成共识的这些项目进行了因子分析。
结果：总体而言，232名经理多次回复，包括第三次调查，包括在分析中。对36个受营业额影响的项目达成共识，认为对护理管理很重要。采用探索性因子分析，提取以下六个因素：护理质量，护理人员的身心健康，护理人员的工作量和工作条件，护理人员之间的关系，护理人员的责任感，以及聘用替代人员的成本和收益。
结论：提取了由36个项目组成的六个因素，可用于评估护士离职的影响。
结论：护士管理者可以通过了解影响众多机构护士离职的因素来更适当地评估组织的状况，并研究克服对护士人员配备影响的策略。
