The Causal Relationship on Retention Intention in Nursing Careers Affiliated with the University Hospital, Guangxi Province, China
คำสำคัญ:
Causal Relationship, Retention Intention, Nursing Careersบทคัดย่อ
This study aims to (1) examine the levels of transformational leadership, quality of work life, organizational commitment, adaptability, and intention to remain in the nursing profession among university hospital nurses in Guangxi Province, China; (2) investigate the causal factors influencing nurses' intention to remain in their profession within university hospitals in Guangxi Province, China; and (3) propose practical strategies to reduce nurse turnover rates in these institutions. A mixed-methods research approach was employed. For the quantitative study, data were collected from 935 nurses working in nine university hospitals affiliated with Guilin Medical University and Guangxi Medical University in Guangxi Province, China, through an online questionnaire. The data were analyzed using descriptive statistics and structural equation modeling to explore relationships between variables. For the qualitative study, semi-structured interviews were conducted with 27 nurses at junior, mid, and senior levels working in university hospitals in Guangxi Province, China. The collected data were analyzed using content analysis.
The study’s findings are as follows: (1) All variables had high mean scores, with intention to remain in the profession having the highest mean, followed by transformational leadership, quality of work life, organizational commitment, and adaptability, respectively. (2) The results of the path analysis based on the hypothesized model indicated that the factors associated with nurses' intention to remain in the profession were consistent with empirical data (χ² = 1035.329; df = 106; Probability level = 0.146; CFI = 0.938; GFI = 0.905; AGFI = 0.831; RMSEA = 0.098; CMIN/DF = 10.058). The most influential factor affecting the intention to remain was work-life balance (β = 0.82, p-value < 0.05), followed by career advancement opportunities and job security (β = 0.77, p-value < 0.05), individualized consideration (β = 0.77, p-value < 0.05), and continuance commitment (β = 0.75, p-value < 0.05), respectively. The hypothesis testing confirmed that all causal relationship variables were significantly associated with the intention to remain in the nursing profession and were statistically consistent with empirical data at the 0.05 significance level.
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