護理人員組織承諾與專業承諾多元構面交互作用對離職傾向與離業傾向的影響：離職傾向與離業傾向的中介效果

The Effects of Three-Components Model of Organizational and Occupational Commitment on Nurses' Intentions to Leave Organization and Occupation: The Mediator of Organizational and Occupational Leaving

張火燦(Huo-Tsan Chang) ； 紀乃文(Nai-Wen Chi)

《人力資源管理學報》 6卷2期 (2006/06) Pp. 111-133

https://doi.org/10.6147/JHRM.2006.0602.06

摘要

以往探討護理人員的離職或離業時，以組織承諾與專業承諾的概念較常被引用，然而相關研究卻較少考量到以組織與專業承諾是同時存在、且多元構面間存在交互作用的概念，此外，離職傾向與離業傾向的中介關係亦尚未釐清。因此本研究以問卷調查法進行調查，選取30間醫療院所的護理人員作為施測對象，共寄發300份問卷，回收有效樣本172份，有效回收率約57%；統計分析採用階層迴歸分析以及區段迴歸分析，以檢定本研究之假設。
研究結果發現：1.護理人員情感性與規範性組織承諾對其離職傾向均有顯著負向影響；2.護理人員情感性與規範性專業承諾對其離業傾向均有顯著負向影響，且情感性與規範性專業承諾的交互作用能顯著降低護理人員之離業傾向；3.情感性組織承諾會透過離職傾向影響離業傾向：4.情感性專業承諾會透過離業傾向影響離職傾向。針對研究結果，本研究亦提出管理意涵並詳加討論。

關鍵字

組織承諾 ； 專業承諾 ； 離職傾向 ； 離業傾向

並列摘要

When exploring the organizational or occupational leaving intentions of nursing personnel, the organizational and occupational commitment were mentioned frequently. However, past studies rarely concerned that the organizational and occupational commitment coexist, and the three-component of commitment would interact each other. Moreover, the mediator roles of organizational and occupational leaving intentions were not clear, consequently, we wanted to explore the interaction effects of three-component organizational and occupational commitment on the nursing personnel's organizational and occupational leaving intentions, and further investigate the mediating effect of organizational and occupational leaving intentions.
We selected the nursing personnel in central Taiwan as our population, and .used questionnaires to obtain empirical data. The sample was the nursing personnel from 30 hospitals in central Taiwan selected by the stratified random sampling method. 300 questionnaires were distributed and 172 valid questionnaires were responded in total. The overall valid responded rate was about 57%, and we conducted hierarchical regression and block regression analyses to test our hypotheses.
Our results could be summarized as follow, the first, the affective and normative organizational commitment had significant negative effects on the organizational leaving intentions. The second, the affective and normative occupational commitment had significant negative effects on the occupational leaving intentions, and the interaction between affective and normative occupational commitment would strengthen the negative effects on the occupational leaving intentions. The third, the affective organizational commitment would influence the occupational leaving intentions through the organizational leaving intentions. The last, the affective occupational commitment would influence the organizational leaving intentions through the occupational leaving intetions. Implication and future research are also discussed.

並列關鍵字

organizational commitment ； occupational commitment ； organizational leaving intentions ； occupational leaving intentions

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