Study on Empowerment Factors for Career Continuity of Hospital Nurses

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  • KATO Hirosato
    Department of Public Health, Health Management and Policy, Nara Medical University
  • ITO Yukie
    Department of Public Health, Health Management and Policy, Nara Medical University
  • YOSHIDA Aki
    Department of Public Health, Health Management and Policy, Nara Medical University
  • MIZUNO Shizue
    Department of Nursing, Kyoto Koka Women’s University
  • OGOSHI Kumiko
    Support Center for Female Researchers, Nara Medical University
  • IMAMURA Tomoaki
    Department of Public Health, Health Management and Policy, Nara Medical University

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Other Title
  • 看護師の就労継続をエンパワーメントする因子についての研究
  • カンゴシ ノ シュウロウ ケイゾク オ エンパワーメント スル インシ ニ ツイテ ノ ケンキュウ

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Objectives: The resignation rate of nurses working in hospitals is extremely high. This study aims to identify both the factors related to the resignation of nurses and the empowerment factors supporting their job retention. Methods: In 2011 we conducted a Web-based questionnaire survey of nurses with less than 10 years of working experience. There were 25 survey items including the following reasons for choosing the current employment position, intention of continuing work, sense of fulfillment and the presence or absence of problems in the current workplace. In addition, nurses who previously had resigned were asked why they left their last workplace. Results: The reasons why they chose the current workplace were markedly different between the not-resigned (A group) and previously resigned (B group) nurses. As a result of cluster analysis, the reasons for resignation were classified into six clusters; “overwork”, “burnout”, “bad atmosphere”, “work life balance factors”, “working conditions” and “marriage”. Conclusions: In this study, it is shown that there is a positive correlation between the sense of fulfillment at work and the intention to do research work. It is suggested that encouragement of nurses to undertake research work is one of the empowerment factors supporting their job retention.

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