比較不同工作職位護理人員之組織承諾與離職意願

Comparisons of Organization Commitments and Intention to Leave in Different Job Position of Nurses

林美娟(Mei-Chuan Lin) ； 吳鈴珠(Ling-Chu Wu) ； 劉春卿(Chuen-Ching Liou) ； 林淑媛(Shu-Yuan Lin)

《高雄護理雜誌》 27卷1期 (2010/05) Pp. 1-12

https://doi.org/10.6692/KJN-2010-27-1-1

摘要

The purpose of this study was to describe the differences among staff nurses, nursing practitioners and nurse administrators in organization commitments and intent to leave. Predictors of intent to leave were explored. The study used a cross-sectional descriptive design. A purposive sample was recruited with a total of 988 nurses, who worked in three regional hospitals and a medical center in Kaohsiung and Pingtong during July 1- September 30, 2004. Four scales, including personal and work characteristics, organization commitment, and intent to leave, were used to collect data. The results showed: different positions of nurses demonstrated significant differences separately in organization commitment and intent to leave (F=13.94, p＜.01；F=9.17, p＜.01). Three predictors of intent to leave in staff nurses were organization commitment, work schedule, and levels of hospitals, which accounted for 28.4% of the total variance in intent to leave. Organization commitment was the only predictor of intent to leave found in clinical nursing specialists and nurse administrators, and it accounted for 17.2% of the total variance in intent to leave. The study results suggest that managers should implement flexible work schedules (i.e. consider implementing flexi-time) for staff nurses to increase their intent to stay. Depending on levels of hospitals and nurses' positions, varied retention strategies shall be adopted to create a more positive work environment.

關鍵字

護理人員 ； 組織承諾 ； 離職意願

並列摘要

The purpose of this study was to describe the differences among staff nurses, nursing practitioners and nurse administrators in organization commitments and intent to leave. Predictors of intent to leave were explored. The study used a cross-sectional descriptive design. A purposive sample was recruited with a total of 988 nurses, who worked in three regional hospitals and a medical center in Kaohsiung and Pingtong during July 1- September 30, 2004. Four scales, including personal and work characteristics, organization commitment, and intent to leave, were used to collect data. The results showed: different positions of nurses demonstrated significant differences separately in organization commitment and intent to leave (F=13.94, p＜.01；F=9.17, p＜.01). Three predictors of intent to leave in staff nurses were organization commitment, work schedule, and levels of hospitals, which accounted for 28.4% of the total variance in intent to leave. Organization commitment was the only predictor of intent to leave found in clinical nursing specialists and nurse administrators, and it accounted for 17.2% of the total variance in intent to leave. The study results suggest that managers should implement flexible work schedules (i.e. consider implementing flexi-time) for staff nurses to increase their intent to stay. Depending on levels of hospitals and nurses' positions, varied retention strategies shall be adopted to create a more positive work environment.

並列關鍵字

nurses ； organization commitment ； intent to leave