背景:在台灣,護理人員的高流動率導致人力不足。目的:本研究主要目的是瞭解中部某醫學中心護理人員的1.離職傾向,2.工作壓力、工作滿意度、組織承諾和離職傾向的關係。方法:研究設計為橫斷式研究。以中部某醫學中心護理人員,經解說同意參與者為研究對象,有效問卷共164份。自填式研究工具包括基本資料、以及具有良好信度與效度的台灣醫院護理人員壓力量表、組織承諾量表、工作滿意度量表以及離職傾向量表。以複迴歸進行資料分析。結果:護理人員離職傾向的平均分數2.83屬偏低。護理人員個人工作壓力(p < .001)與離職傾向呈正相關;組織承諾(p <.001)、工作滿意度(p < .001)與離職傾向呈負相關。複迴歸分析結果發現護理人員工作壓力、工作滿意度、組織承諾可解釋總變異量的43.5%;工作滿意度和組織承諾中的持續性、規範性承諾是護理人員離職傾向的預測因子,即工作滿意度、持續性組織承諾以及規範性組織承諾越低者,越有離職傾向。結論/實務應用:提升護理人員的工作滿意度以及持續性、規範性組織承諾可以減少離職傾向。
Background: Nursing shortage is due to high turnover rate in Taiwan. Purpose: The main purposes of this study were to explore 1.turnover intention 2.the relationship between job stress, job satisfaction, organizational commitment and turnover intention among nursing staff who work in a medical center in central Taiwan. Methods: Study design is cross-sectional. One hundred and sixty-four validated staff nurse were recruited. Structured questionnaires included job stress, job satisfaction, organizational commitment and turnover intention were used to collect data from subjects via self-administration. Data analysis used multiple regression. Results: The average mean score of turnover intention was 2.83. There were significantly positive correlation between job stress (p < .001) and turnover intention, and negative relationship between job satisfaction (p < .001), organizational commitment (p < .001) and turnover intention. Multiple regression showed that job stress, job satisfaction and organizational commitment explained 43.5% of the total variance in turnover intention. The predictors of turnover intention were job satisfaction, continuance and normative commitment, and that meant the less job satisfaction, continuance and normative commitment the more turnover intention. Conclusion/Implications for practice: Increasing job satisfaction, continuance and normative commitment may decrease turnover intention among nursing staff.