ABSTRACT

Improving nurses’ staff retention is highly needed since risks of turnover are high in this profession. Prior research uncovered job demands as important driver and job resources as protective factor for the development of nurses’ organizational leaving intentions. However, research on beneficial effects of rest break design as an important job resource on nurses’ leaving intentions is sparse and their interactions with present job demands have been widely neglected. Therefore, we aimed to examine if different rest break characteristics (i.e. break length, break disturbances, and social breaks) predict nurses’ organizational leaving intentions while also considering job demands (i.e. quantitative, cognitive, and emotional demands, and social conflicts) and other well-known person-related and work-related turnover antecedents. We conducted a cross-sectional paper-pencil survey study with 167 nurses from Germany. We found a positive relation between rest break disturbances and organizational leaving intentions even after adjusting for person-related and work-related confounders. Rest break length and the frequency of social breaks were no significant predictors when considering all rest break characteristics in combination. Moreover, high quantitative demands and high social conflicts at work related to higher leaving intentions. Fewer rest break disturbances increased the negative relation between cognitive demands and leaving intentions. In order to reduce nurses’ organizational leaving intentions and to improve staff retention, nursing management should prevent disturbances of nurses’ rest breaks in addition to other work design interventions such as reducing quantitative demands and social conflicts and especially when implementing cognitive challenging tasks.

摘要

由于该行业的人员流动风险很高，因此非常需要提高护士的员工保留率。先前的研究发现工作需求是重要的驱动因素，工作资源是护士组织离职意愿发展的保护因素。然而，关于休息时间设计作为重要工作资源对护士离职意愿的有益影响的研究很少，并且它们与当前工作需求的相互作用被广泛忽视。因此，我们旨在研究不同的休息时间特征（即休息时间、休息干扰和社交休息）是否可以预测护士的组织离职意图，同时还要考虑工作需求（即定量、认知和情感需求以及社会冲突）和其他因素。众所周知的人事相关和工作相关的离职前因。我们对来自德国的 167 名护士进行了一项横断面纸笔调查研究。即使在调整了与人相关和与工作相关的混杂因素后，我们发现休息时间干扰与组织离职意向之间存在正相关关系。当综合考虑所有休息时间特征时，休息时间长度和社交休息频率不是显着的预测因素。此外，工作中的高数量需求和高社会冲突与较高的离职意愿有关。较少的休息时间干扰增加了认知需求和离职意图之间的负相关。为了减少护士的组织离职意向，提高员工留任率，