目前國內護理人力不足問題十分嚴重,如何降低護理人員的離職意圖,實刻不容緩。Hayes et al. (2006, 2012)進行護理人員離職的文獻回顧中發現,許多文獻證實護理人員離職對組織的成本、對病人、對健康照護體系皆有影響。而國內醫療機構護理人力不足問題,存在已久,早在90年代,藍忠孚等人(1991)為瞭解台灣地區臨床護理人力高度異動和流失的原因,進行全國性問卷調查,迄今,護理人力不足問題依然存在,有鑑於此,本研究進行部門別人格特質、組織承諾對減少護理人員離職意圖的研究,期待從探討這些構面間的關聯性,提出學術與管理上的建議。 本研究採用結構方程式(Structural equation Modeling, SEM)、SPSS、Process等統計方式來探討部門別人格特質、組織承諾對護理人員離職意圖之影響,結果顯示五大人格特質中友善性會正向影響組織承諾,且透過組織承諾的中介效果,影響離職意圖;而神經質會負向影響組織承諾;研究結果可作為醫療機構招募、徵選、訓練、升遷之參考。而組織承諾或直接負向影響離職意圖,醫院管理者應重視提高組織承諾的方法。本研究亦驗證溫暖型組織氣候之干擾效果,結果顯示溫暖型組織氣候會干擾神經質人格特質與組織承諾間的效果,並對此結果進行命題。 本研究進一步根據有顯著性的人格特質進行集群分析,結果顯示人格特質為有善性高、神經質低的族群,其組織承諾較其他群高,離職意圖較其他群低。而部門別的分析顯示,一般病房與急重症單位的組織承諾較低、離職意圖較高,上述研究結果對醫療機構管理有意義。
Nurse shortage is a serious problem, how to reduce nurse turnover intentions is very urgent. In view of this situation, the purposes of this study are to explore the effect of Big five personality and organizational commitment on nurse turnover intentions. The research object of this study focuses on nurse who works at northern teaching hospital in Taiwan. This research employs an empirical study by means of the structural equation modeling. The results show that agreeableness personality is positively related to organizational commitment, neuroticism personality is negatively related to organizational commitment, and organizational commitment is negatively related to turnover intentions. In addition, this study finds out that organizational commitment mediate the negative relationship between agreeableness personality and turnover intentions. The results also demonstrate that warmth organizational climate moderate the negative relationship between neuroticism personality and organizational commitment.