Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management
Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management
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DOI：
10.1016/j.ijnss.2018.09.001
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发表时间：
2018-10-10
影响因子：
3.8
通讯作者：
Gloe, Donna S.
中科院分区：
文献类型：
--
作者：
Labrague, Leodoro J.;McEnroe-Petitte, Denise M.;Gloe, Donna S.
目的：菲律宾护士向其他国家的无情移民趋势已经威胁到该国患者护理服务的质量。本研究探讨菲律宾护士组织承诺与离职倾向的程度。此外，我们还发现了护士组织承诺和离职倾向的预测因子。方法：本研究采用横断面研究设计。来自菲律宾中部9家农村医院的200名护士被要求参与这项研究，166名护士做出了回应（回复率为83%）。本研究采用两种标准化工具：组织承诺问卷和六项离职意向量表。结果：调查结果显示，菲律宾护士对是否离开组织的承诺程度中等（3.13 +/- 0.24），未决定（2.42 +/- 0.67）。护士年龄（P = 0.006）、性别（t = 2.25, P = 0.026）、学历（t = 2.38, P < 0.001）、职称（t = 4.38, P < 0.001）、工作经验（t = 2.18, P = 0.031）与组织承诺显著相关，护士年龄（P = 0.028）、学历（t = 1.99, P = 0.048）与离职意愿显著相关。组织承诺与离职倾向呈负相关（r = -0.22, P = 0.005）。结论：本研究结果强调了制定和实施干预措施的必要性，以促进护士的终身承诺，降低离职率。(c) 2018年中国护理学会。这是一篇基于CC by-nc-nd许可（http://creativecommons.org/licenses/by-nc-nd/4.0/）的开放获取文章。
Objectives: The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country. This study explored the extent of nurses' organizational commitment and turnover intention in the Philippines. Furthermore, predictors of nurses' organizational commitment and turnover intention were identified.Methods: A cross-sectional research design was adopted for this study. Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded (an 83% response rate). Two standardized instruments were used: the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale.Results: Findings revealed that Philippine nurses were moderately committed (3.13 +/- 0.24) to and were undecided (2.42 +/- 0.67) whether or not to leave their organization. Nurses' age (P = 0.006), gender, (t = 2.25, P = 0.026), education (t = 2.38, P < 0.001), rank(t = 4.38, P < 0.001), and work experience (t = 2.18, P = 0.031) correlated significantly with organizational commitment, while nurses' age (P = 0.028) and education (t = 1.99, P = 0.048) correlated significantly with turnover intention. An inverse relationship was identified between the organizational commitment and turnover intention (r = -0.22, P = 0.005).Conclusion: The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates. (c) 2018 Chinese Nursing Association. Production and hosting by Elsevier B.V. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).