Job stress and intention to quit in newly-graduated nurses during the first three months of work in Taiwan

Aims and objectives. To identify job stress and intention to quit in newly-graduated nurses during the first three months of their work at two different levels of hospitals and to understand factors that may influence their retention. Background. Given the current nursing shortage, retention of newly-graduated nurses is crucial. Design. A cross-sectional research design was adopted. Methods. Newly-graduated nurses' perceptions of job stress and intention to quit at different time periods during the first three months in addition to related factors were measured using structured questionnaires in two levels of hospitals in central Taiwan. Results. Subjects experienced somewhat stressful conditions (Mean = 2 center dot 89, SD 0 center dot 62) and 31 center dot 5% intended to quit. Job stress was the highest at 0-1 month and the intention to quit was highest at 1-2 months. The intention-to-quit group had significantly higher job stress with regard to roles/interpersonal relationships than the intention-to-stay group [t(144) = 2 center dot 65, p = 0 center dot 009]. Logistic regressions indicated that higher job stress (odds ratio = 2 center dot 26; 95% CI 1 center dot 14-4 center dot 51), working at a medical centre (odds ratio = 3 center dot 61; 95% CI 1 center dot 10-10 center dot 92) and not having had a clinical practicum in the working hospital (odds ratio = 2 center dot 41; 95% CI 1 center dot 01-5 center dot 77) were significant predictors associated with the intention to quit. Conclusions. Newly-graduated nurses perceived moderate job stress which significantly influenced their intention to quit. Nursing administrators should assist newly-graduated nurses in role adaptation and interpersonal relationships particularly to those who had previously worked only in medical centres and had never done a clinical practicum in the hospital. Relevance to clinical practice. Our findings provide concrete directions to nursing administrators in developing a stress-alleviation programme to decrease newly-graduate nurses' job stress, to facilitate them successful entry into practice and to decrease their intention to quit.