Impact of the effort-reward imbalance model on intent to leave among Belgian health care workers: A prospective study
Impact of the effort-reward imbalance model on intent to leave among Belgian health care workers: A prospective study
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DOI：
10.1348/096317909x477594
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发表时间：
2010-12-01
影响因子：
6.2
通讯作者：
Braeckman, L.
中科院分区：
文献类型：
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作者：
Derycke, H.;Vlerick, P.;Braeckman, L.
本研究的目的是前瞻性地分析努力奖励失衡（ERI）模型对离开当前组织（ITL组织）和离开护理职业（ITL职业）意愿的影响。共有 1,531 名仍在工作的医护人员在基线和一年后填写了一份自填问卷。 ERI 在基线时通过 23 项问卷进行测量。进行多变量逻辑回归分析。在基线时离职意愿较低的人群中，我们发现高努力和低回报之间的不平衡（外在假设）会增加一年后高 ITL 组织（OR 4.98；95% CI 2.07-11.97）和高 ITL 职业（OR 1.84；95% CI 1.03-3.30）的风险。高水平的过度承诺（OC；内在假设）并不能预测离开结果变量的意图，高努力/低回报和高水平的 OC（相互作用假设）之间的相互作用也不能预测。我们的研究结果表明，工作中感知到的努力回报不平衡（ERI）是医护人员离职意愿的重要预测因素。本文最后提出了一些旨在提高护士保留率的方向以及对未来研究的建议。
The aim of this study was to analyse the impact of the effort reward imbalance (ERI) model on intent to leave the current organization (ITL organization) and intent to leave the nursing profession (ITL profession) in a prospective way. A total of 1,531 health care workers who remained in their job filled in a self-administered questionnaire at baseline and I year later. ERI was measured at baseline by a 23-item questionnaire. Multivariate logistic regression analyses were performed. Within a population with low intent to leave at baseline, we found that an imbalance between high efforts and low rewards (extrinsic hypothesis) increased the risk of high ITL organization (OR 4.98; 95% CI 2.07-11.97) and high ITL profession (OR 1.84; 95% CI 1.03-3.30), 1 year later. A high level of overcommitment (OC; intrinsic hypothesis) was not predictive for both intent to leave outcome variables, neither was the interaction between high efforts/low rewards and a high level of OC (interaction hypothesis). Our results showed that a perceived effort-reward imbalance (ERI) at work is a significant predictor of intent to leave among health care workers. This contribution concludes with some directions aimed at boosting nurses' retention and recommendations for future research.