Predictors of registered nurses' organizational commitment and intent to stay
Predictors of registered nurses' organizational commitment and intent to stay
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DOI：
10.1097/01.hmr.0000267788.79190.f4
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发表时间：
2007-04-01
影响因子：
2.5
通讯作者：
Parfrey, Patrick S.
中科院分区：
文献类型：
--
作者：
Gregory, Deborah M.;Way, Christine Y.;Parfrey, Patrick S.
背景：医疗保健改革极大地改变了就业关系。研究结果显示，支持性工作环境的存在与否有助于解释员工态度和离职倾向的差异。目的：本研究旨在探讨一线注册护士对组织文化、态度和行为的感知，并检验文化与结果的关系模型方法：一个非实验性的预测调查设计被用来测试模型的样本（N = 343），急性护理RN在加拿大的一个省。资料收集与以下量表：情绪气氛，实践问题，合作关系，心理契约违背，一般工作满意度，组织承诺问卷，和Intent to Stay.Findings：响应率为29.4%。大多数受访者是中年和文凭准备，在他们目前的职位5年或以上，有10年或以上的护理经验，全职工作。尽管中等水平的工作满意度，RNs举行的文化（情感气氛，实践相关的问题，合作关系），信任和承诺的负面看法，不太可能留在当前的雇主。结构方程模型提供了支持的意图留下来，解释45%和31%的方差，Practice Implications：发展和实施的政策和干预措施，旨在创造更多的支持性的工作环境和更大的信任雇主和工作满意度有优点。这种战略干预最明显的好处是有可能提高注册护士的组织承诺，减少更替意图。
Background: Health care reform has significantly altered employment relations. Research findings suggest that the presence or absence of supportive work environments helps explain the differences observed in employee attitudes and turnover intentions.Purposes: The purposes of this study were to examine frontline registered nurses' (RNs') perceptions of the organizational culture and attitudes and behaviors and test a model linking culture to outcome (organizational commitment and intent to stay).Methodology: A nonexperimental predictive survey design was used to test the model in a sample (N = 343) of acute care RNs employed in one Canadian province. Data were collected with the following scales: Emotional Climate, Practice Issues, Collaborative Relations, Psychological Contract Violation, General Job Satisfaction, Organizational Commitment Questionnaire, and Intent to Stay.Findings: The response rate was 29.4%. Most respondents were middle aged and diploma prepared, were in their current positions for 5 years or more, had 10 or more years of nursing experience, and worked full time. Despite moderate levels of job satisfaction, RNs held negative perceptions of culture (emotional climate, practice-related issues, and collaborative relations), trust, and commitment and were unlikely to stay with current employers. Structural equation modeling provided support for intent to stay, explaining 45 and 31% of the variance, respectively.Practice Implications: The development and implementation of policies and interventions aimed at creating more supportive work environments and greater trust in employers and job satisfaction have merit. The most obvious benefit from such strategic interventions is the potential for improving RNs' organizational commitment and reducing turnover intentions.