Factors related to the intention to leave and the decision to resign among newly graduated nurses: a complete survey in a selected prefecture in Japan

Table 5 Multivariate logistic regression model for the decision to resign (n = 493)

Factor related to decision to resign	Odds ratio	95 % confidence interval	P value
Employment and organizational characteristics
Hospital scholarship^a	3.238	1.075–9.752	0.037
Break facilities and amount of permitted rest time in the hospital^b	3.232	1.267–8.242	0.014
Basic charge for hospitalization^c	7.367	0.920–58.964	0.060
Individual factors
Being personally suited for nursing work^d	1.074	0.826–1.397	0.592
GHQ-12^d	1.175	1.043–1.324	0.008
CF-13^d	1.020	0.904–1.151	0.752
Psychosocial factors in the work environment
Supervisor support^d	0.851	0.655–1.106	0.228
Coworker support^d	0.860	0.711–1.041	0.122
Quantitative demands^d	0.989	0.957–1.023	0.521
Cognitive demands^d	0.995	0.956–1.035	0.802
Emotional demands^d	0.989	0.966–1.013	0.358
Demands for hiding emotions^d	1.004	0.979–1.029	0.751
Sensory demands^d	1.023	0.986–1.061	0.228
Presence of a role model^e	2.794	1.117–6.989	0.028

The result of the multivariate logistic regression analysis for independent variables (individual factors and psychosocial factors in the work environment) were entered into equation, along with the variables of employment and organizational characteristics, using a stepwise method (backward selection method). Hosmer–Lemeshow goodness of fit: χ ² = 4.615, df = 8, P = 0.797
^a1 = not received, 0 = received
^b1 = inadequate break facilities and an insufficient amount of permitted rest time, 0 = adequate break facilities and a sufficient amount of permitted rest time
^c1 = ratio of the number of patients to that of nurses is 7:1, 0 = ratio of the number of patients to that of nurses is not 7:1
^dContinuous variable
^e1 = lack of a role model, 0 = presence of a role model

ISSN: 1347-4715