Intention to leave the profession: antecedents and role in nurse turnover
Intention to leave the profession: antecedents and role in nurse turnover
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DOI：
10.1111/j.1365-2648.2008.04771.x
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发表时间：
2008-10-01
影响因子：
3.8
通讯作者：
Parry, Julianne
中科院分区：
文献类型：
--
作者：
Parry, Julianne
瞄准本文旨在探讨护理专业应届毕业生的转行意愿与跳槽意愿之间的关系。很少有关于全球护理劳动力短缺的研究考虑到职业变化对短缺的贡献。组织行为学研究表明，专业承诺和组织承诺在组织离职中具有重要作用，专业承诺和改变专业的意愿在组织离职中的作用可能比目前所理解的更大。通过对组织行为学文献的回顾，建立了情感性专业承诺、工作满意度、组织承诺、转行意愿与组织离职意愿之间的关系模型，并运用路径分析进行了检验。样本来自澳大利亚昆士兰州2005年首次进入劳动力市场的所有护士。该模型进行了测试，最终样本量为131名护士在接触工作场所的初始阶段。情感性专业承诺和组织承诺与转行意愿有显著相关。工作满意度、组织承诺和职业转换意向与职业转换意向相关显著。护理人员离职研究应包括转行意向和跳槽意向。政策和做法，提高情感的专业承诺的发展之前，暴露在工作场所和支持情感的专业承诺，工作满意度和组织承诺在工作场所需要帮助减少护士流动。
Aim. This paper is a report of a study to examine the relationship between intention to change profession and intention to change employer among newly graduated nurses.Background. Few studies of the worldwide nursing workforce shortage consider the contribution of changing professions to the shortage. Organizational behaviour research has identified that professional commitment and organizational commitment have an important role in organizational turnover and that professional commitment and intention to change professions may have a greater role in organizational turnover than is presently understood.Method. A model of the relationships between affective professional commitment job satisfaction, organizational commitment, intention to change professions and organizational turnover intention was developed through review of the organizational behaviour literature and tested using path analysis. The sample was drawn from all nurses in Queensland, Australia, entering the workforce for the first time in 2005.Results. The model was tested with a final sample size of 131 nurses in the initial period of exposure to the workplace. Affective professional commitment and organizational commitment were statistically significantly related to intention to change professions. Job satisfaction, organizational commitment and intention to change professions were statistically significantly related to intention to change employer.Conclusion. Turnover research in nursing should include intention to change professions as well as intention to change employer. Policies and practices that enhance the development of affective professional commitment prior to exposure to the workplace and support affective professional commitment, job satisfaction and organizational commitment in the workplace are needed to help reduce nurse turnover.