Cerrahi kliniklerinde çalışan hemşirelerin iş yaşam kalitesi ile işten ayrılma niyetleri arasındaki ilişki
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Dosyalar
Tarih
2014
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
Selçuk Üniversitesi Sağlık Bilimleri Enstitüsü
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
Bu çalışma, cerrahi kliniklerinde çalışan hemşirelerin iş yaşamı kalitesi ile işten ayrılma niyetleri arasındaki ilişkinin belirlenmesi amacıyla yapıldı. Tanımlayıcı türdeki çalışma; 09 Aralık 2013–07 Ocak 2014 tarihleri arasında iki üniversite hastanesinde yapıldı. Çalışma, örneklem hesabına gidilmeden, araştırmanın yapıldığı tarihlerde hastanede olan, çalışmaya katılmayı kabul eden ve anket formunu uygun şekilde cevaplayan 305 hemşire ile yapıldı. Veriler, hemşirelerin sosyo-demografik ve çalışma özelliklerini değerlendiren tanıtıcı bilgi formu, iş yaşam kalitelerini belirlemeye yönelik Hemşirelik İş Yaşamı Kalitesi Ölçeği (HİYKÖ) ve işten ayrılma niyetini değerlendiren sorulardan oluşan anket formu ile toplandı. Sayı, yüzde, ortalama ve standart sapma ile özetlenen verilerin istatistiksel analizinde ki-kare, bağımsız örneklem t testi ve lojistik regresyon analizi kullanıldı. Katılımcıların %64,3' ünün işten ayrı niyetinde oldukları, %21,4 'ünün sık sık işten ayrıma niyetinde bulunduğu ve %59,3'ünün ise hemşirelik dışında başka bir olanağı bulduğunda işten ayrılma niyetinde oldukları belirlendi. Hemşirelere ait bazı tanıtıcı özellikler (yaş, çocuk sahibi olma, hemşire olarak çalışma yılı, çalışma statüsü, şu anki klinikte de çalışma yılı, şu anki çalışılan klinikte isteyerek çalışma) işten ayrılma niyeti oranını etkilemektedir (p<0,05). 20 yaş ve altında olan hemşireler ile meslekte bir yıldan daha az yıl çalışan hemşirelerin işten ayrılma niyeti oranı düşüktür. Buna karşın çocuğu olan hemşirelerin, cerrahi kliniğinde 11 yıl ve üzerinde çalışan hemşirelerin, kadrolu olarak çalışan hemşirelerin ve şu an çalıştıkları klinikte isteyerek çalışmayan hemşirelerin işten ayrılma niyeti oranları yüksektir. HİYKÖ alt boyutları ve toplam puan ortalaması düşük olan hemşirelerin işten ayrılma niyeti oranlarının daha yüksek olduğu saptandı (p<0,05). Cerrahi kliniğinde istemeyerek çalışma durumunun işten ayrılma niyeti için bir risk faktörü olduğu, iş koşulları alt boyutu puan ortalamasının yüksek olmasının ise işten ayrılma niyeti için koruyucu bir faktör olduğu belirlendi. Sonuç olarak çalışmaya alınan hemşirelerin yaklaşık üçte ikisi işten ayrılma niyetindedir ve işten ayrılma niyeti klinikte isteyerek çalışma durumu ve iş koşulları alt boyutundan etkilenmektedir. Bu sonuçlar doğrultusunda işten ayrılma niyeti üzerinde etkili olan faktörler dikkate alınarak hemşirelerin iş yaşam kalitesinin artırılmasına yönelik uygulamaların planlanması ve sonuçlarının değerlendirilmesi önerilmektedir.
The purpose of the present study was to identify the relationship between surgical clinic nurses' quality of working life and their intentions to leave. The descriptive study was conducted at two university hospitals between December 9, 2013 and January 7, 2014. No particular sampling method was used; the study was carried out on a total of 305 nurses who were at the hospitals while the study was being conducted, who agreed to participate in the study, and who filled in the survey form in a proper way. The data were collected through the Descriptive Form, which was used for assessing the participants' socio-demographics and occupational characteristics, the Quality of Nursing Work Life Scale (QNWL), which was designed to reveal the degree of quality of working life that the participants had, and another survey form that contained questions as to their intentions to leave. The data were summarized in terms of numbers, percentages, mean scores, and standard deviation values, and the analysis involved chi-square, student t tests and logistic regression. Whereas 64.3% of the nurses reported that they had intentions to leave, 21,4 % of them reported that they often had such intentions. In addition, 59.3% of them said that it was their intention to leave when they could have any other alternative than being a nurse. Besides, certain demographics (age, having/not having a child, length of service as a nurse, working status, length of service at the current unit, willingness/unwillingness to serve at the current unit) had influences on their intentions to leave (p<0.05). With nurses who are under 20 years of age and less than a year in the profession had low rate of turnover intention. After all, a higher rate of intentions was expressed to leave by those nurses, who had a child, whose length of surgery clinic was 11 years or longer, who were on the permanent staff, and who were unwilling to work at the current unit. Furthermore, those nurses who got lower scores in the QNWL and its sub-dimensions were more likely to have intentions to leave (p<0.05). While work condition from scale sub-dimension of QNWL constitute risk factors for nurses' intention to leave the job, it is determined that willingly working status in the current working unit is a protective factor for intention to leave the job. In conclusion, nearly two-thirds of the participants had intention to leave and the intention were influenced willingly working status in the current working unit and work conditions sub-dimension scale. Based on the conclusions, it is recommended that factors in intentions to leave should be taken into consideration and particular practices should be planned and evaluated in a way that will increase nurses' job motivation
The purpose of the present study was to identify the relationship between surgical clinic nurses' quality of working life and their intentions to leave. The descriptive study was conducted at two university hospitals between December 9, 2013 and January 7, 2014. No particular sampling method was used; the study was carried out on a total of 305 nurses who were at the hospitals while the study was being conducted, who agreed to participate in the study, and who filled in the survey form in a proper way. The data were collected through the Descriptive Form, which was used for assessing the participants' socio-demographics and occupational characteristics, the Quality of Nursing Work Life Scale (QNWL), which was designed to reveal the degree of quality of working life that the participants had, and another survey form that contained questions as to their intentions to leave. The data were summarized in terms of numbers, percentages, mean scores, and standard deviation values, and the analysis involved chi-square, student t tests and logistic regression. Whereas 64.3% of the nurses reported that they had intentions to leave, 21,4 % of them reported that they often had such intentions. In addition, 59.3% of them said that it was their intention to leave when they could have any other alternative than being a nurse. Besides, certain demographics (age, having/not having a child, length of service as a nurse, working status, length of service at the current unit, willingness/unwillingness to serve at the current unit) had influences on their intentions to leave (p<0.05). With nurses who are under 20 years of age and less than a year in the profession had low rate of turnover intention. After all, a higher rate of intentions was expressed to leave by those nurses, who had a child, whose length of surgery clinic was 11 years or longer, who were on the permanent staff, and who were unwilling to work at the current unit. Furthermore, those nurses who got lower scores in the QNWL and its sub-dimensions were more likely to have intentions to leave (p<0.05). While work condition from scale sub-dimension of QNWL constitute risk factors for nurses' intention to leave the job, it is determined that willingly working status in the current working unit is a protective factor for intention to leave the job. In conclusion, nearly two-thirds of the participants had intention to leave and the intention were influenced willingly working status in the current working unit and work conditions sub-dimension scale. Based on the conclusions, it is recommended that factors in intentions to leave should be taken into consideration and particular practices should be planned and evaluated in a way that will increase nurses' job motivation
Açıklama
Anahtar Kelimeler
Hemşireler, Nurses, Nursing research, Yaşam kalitesi, Quality of life, İşten ayrılma, Severance, Hemşirelik araştırmaları
Kaynak
WoS Q Değeri
Scopus Q Değeri
Cilt
Sayı
Künye
Güçlü, A. (2014). Cerrahi kliniklerinde çalışan hemşirelerin iş yaşam kalitesi ile işten ayrılma niyetleri arasındaki ilişki. Selçuk Üniversitesi, Yayımlanmış yüksek lisans tezi, Konya.
