背景:离职意向被认为是医疗保健和治疗组织面临的重大挑战。治疗COVID-19患者的挑战性条件以及大流行期间对护士施加的身心压力可能导致他们离职。本研究旨在确定心理因素(一般健康,脑力劳动,工作-家庭冲突,和弹性)在COVID-19大流行期间使用贝叶斯方法对离职意向进行分析。
方法:本横断面研究于2021年冬季在胡兹斯坦省的三家医院进行,伊朗。为了收集这次调查的数据,根据Cochran公式和随机抽样技术选择了300名护士。七份问卷,包括一般健康,精神负荷,工作-家庭冲突,复原力,工作压力,对COVID-19的恐惧和离职意向问卷。贝叶斯网络(BNs)用于绘制概率和图形模型。还进行了敏感性分析以研究变量的影响。GeNIe学术软件,版本2.3,促进了贝叶斯网络的检查。
结果:对COVID-19的恐惧变量与工作压力之间存在统计学上的显着关联(0.313),工作压力和离职倾向(0.302),弹性和工作压力(0.298),分别。工作压力与对COVID-19的恐惧关联最大(0.313),和复原力与工作-家庭冲突的关联最大(0.296).此外,离职意向与工作压力之间的关联(0.302)高于该变量与弹性之间的关联(0.219).在低弹性和高工作压力下,概率为100%,离职意向变量增加了20%,在高复原力和低工作压力下,概率为100%,发现离职意向下降了32%。
结论:一般来说,结果表明,四个心理因素影响工作离职倾向。然而,最大的影响与工作压力和弹性有关.这些结果可用于管理医疗环境中的工作离职意向,特别是在像COVID-19这样的危急情况下。
BACKGROUND: Turnover intention is considered a significant challenge for healthcare and treatment organizations. The challenging conditions of treating COVID-19 patients and the physical and mental stress imposed on nurses during the pandemic may lead them to leave their jobs. The present study aimed to determine the role of psychological factors (general health, mental workload, work-family conflicts, and resilience) on turnover intention using a Bayesian approach during the COVID-19 pandemic.
METHODS: The present cross-sectional study was carried out during the winter of 2021 at three hospitals in Khuzestan Province, Iran. To collect data for this investigation, 300 nurses were chosen based on Cochran\'s formula and random sampling technique. Seven questionnaires, including General Health, Mental Workload, Work-Family Conflict, Resilience, Job Stress, Fear of COVID-19, and Turnover Intention Questionnaires. Bayesian Networks (BNs) were used to draw probabilistic and graphical models. A sensitivity analysis also was performed to study the effects of the variables. The GeNIe academic software, version 2.3, facilitated the examination of the Bayesian network.
RESULTS: The statistically significant associations occurred between the variables of fear of COVID-19 and job stress (0.313), job stress and turnover intention (0.302), and resilience and job stress (0.298), respectively. Job stress had the highest association with the fear of COVID-19 (0.313), and resilience had the greatest association with the work-family conflict (0.296). Also, the association between turnover intention and job stress (0.302) was higher than the association between this variable and resilience (0.219). At the low resilience and high job stress with the probability of 100%, the turnover intention variable increased by 20%, while at high resilience and low job stress with the probability of 100%, turnover intention was found to decrease by 32%.
CONCLUSIONS: In general, the results showed that four psychological factors affect job turnover intention. However, the greatest impact was related to job stress and resilience. These results can be used to manage job turnover intention in medical environments, especially in critical situations such as COVID-19.