Shift work nurses experience multiple health problems due to irregular shifts and heavy job demands. However, the comorbidity patterns of nurses’ health problems and the association between health problems and turnover intention have rarely been studied. This study aimed to identify and cluster shift work nurses’ health problems and to reveal the associations between health problems and turnover intention. In this cross-sectional study, we analyzed data from 500 nurses who worked at two tertiary hospitals in Seoul, South Korea. Data, including turnover intention and nine types of health issues, were collected between March 2018 and April 2019. Hierarchical clustering and multiple ordinal logistic regressions were used for the data analysis. Among the participants, 22.2% expressed turnover intention and the mean number of health problems was 4.5 (range 0–9). Using multiple ordinal logistic regressions analysis, it was shown that sleep disturbance, depression, fatigue, a gastrointestinal disorder, and leg or foot discomfort as a single health problem significantly increased turnover intention. After clustering the health problems, four clusters were identified and only the neuropsychological cluster—sleep disturbance, fatigue, and depression—significantly increased turnover intention. We propose that health problems within the neuropsychological cluster must receive close attention and be addressed simultaneously to decrease nurse’s turnover intentions.

Aim This study investigated the association between nursing work environment and compassion satisfaction among clinical nurses. Background Nursing work environment and compassion satisfaction are important factors for preventing burnout and decreasing clinical nurse turnover. Method This study used a secondary analysis and obtained data from a previous cross‐sectional study. Results The mean scores (mean ± SD) for the nursing work environment and compassion satisfaction were 2.54 ± 0.34 and 33.40 ± 6.69, respectively. As the results of hierarchical regression, staffing and resources (β = 0.175, p = .002) and collegial nurse–physician relationships (β = 0.103, p = .038) were significantly associated with compassion satisfaction. Conclusion Improving the nursing work environment could be an effective way to boost compassion satisfaction among nurses. Therefore, organizational support for adequate human resources and materials and mutual relations among nurses and physicians are needed. Implications for nursing management Improvements to the work environment and the management of human resource may increase compassion satisfaction in clinical nurses.

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The aim of this study was to examine the association between previous mood episodes and clinical course/functioning in a community sample (NESARC). Subjects (n=909) meet DSM-IV criteria for bipolar I disorder and provided data on number of prior episode recurrences. Number of prior mood episodes was used to predict outcomes at Wave 1 and Wave 2 of the NESARC. Previous mood episodes accounted for small, but unique variance in outcomes. Recurrence was associated with poorer functioning, psychiatric and medical co-morbidity, and increased odds of suicidality, disability, unemployment, and hospitalization at Wave 1. Recurrences were associated with greater risk for new onset suicidality, psychiatric co-morbidity, disability, unemployment, and poor functioning by Wave 2. The course of bipolar disorder does worsen with progressive mood episodes, but is attenuated in community, relative to clinical samples. Interventions to prevent future relapse may be particularly important to implement early in the course of illness.