Stressors, coping strategies and intention to leave the nursing profession: A cross‐sectional nationwide study in China

Abstract

Aims This study aims to investigate the association between stressors, coping strategies and intention to leave the nursing profession among nurses. Background Job stressors and coping strategies are believed to affect turnover intention among nurses, but no large‐scale study has been conducted on these associations in China yet. Method A cross‐sectional secondary analysis was conducted among 51,406 nurses from 1858 hospitals. Univariable and multivariable logistic regression analyses were carried out, and odds ratios were reported. Results Overall, 49.58% nurses had an intention to leave the profession. It is found that stress from health condition, family, occupational injuries, nurse–patient tension, high job demands, strict leaders and colleague relationships were significantly associated with higher intention to leave. Coping strategies such as talking to family and friends, talking to leaders, doing outdoor activities, engaging in hobbies and attending on‐the‐job training were significantly associated with lower intention, but social gathering, psychological counselling and suffering in silence had an opposite effect. Conclusions Our study provides new insights into the association between stressors, coping strategies and turnover intention among nurses in China. Implications for Nursing Management Evidence from this study indicates that policies promoting a safe and supportive work environment should be developed to help nurses cope with stress.

The relationships between burnout, general wellbeing, and psychological detachment with turnover intention in Chinese nurses: a cross-sectional study

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“…The coping strategy involves individual behavioral methods of managing stress by adjusting physiological and emotional responses, reducing discomfort ( 26 , 27 ). The challenges and coping strategies faced by older adult nursing staff in China have been extensively discussed.…”

A hurting embrace does not last long: toxicity of abusive supervision erodes leader and organizational identification to cause turnover intention

“…Workplace conflict with peers and managers also affects nurses' intention to continue working with their organization (Lee and Kim, 2020). Finally, workload and deficient resources also affect nurses' turnover intention (Wang et al, 2022). The role of the immediate boss in the nursing job has great significance for nurses (Hampton et al, 2019;Hell ın Gil et al, 2022).…”

“…Workplace conflict with peers and managers also affects nurses' intention to continue working with their organization (Lee and Kim, 2020). Finally, workload and deficient resources also affect nurses' turnover intention (Wang et al. , 2022).…”