Gifford Blair D, Zammuto Raymond F, Goodman Eric A
College of Business, University of Colorado at Denver, USA.
J Healthc Manag. 2002 Jan-Feb;47(1):13-25; discussion 25-6.
Turnover rates for hospital nurses have been increasing in recent years, which is partially a result of increasing pressure on nurses from higher productivity expectations in a managed care environment. Improving nurse retention is a difficult challenge to managers since the bureaucratic cultural norm of hospitals, with its hierarchical structures, rules, and regulations, and heavy emphasis on measurement of outcomes and costs, may not be the culture most conducive to enhancing nurses' job satisfaction and commitment. Accordingly, this study investigates the relationships between unit organizational culture and several important job-related variables for nurse retention in the labor and delivery units of seven hospitals. Data analysis shows that unit organizational culture does affect nurses' quality of work life factors and that human relations cultural values are positively related to organizational commitment, job involvement, empowerment, and job satisfaction, and negatively related to intent to turnover. These findings suggest that although increasing recruitment of nurses and improved compensation and benefits strategies may offset hospital nurse shortages in the short term, improving quality of work life may be a more practical and long-term approach to improving hospital nurse retention.
近年来，医院护士的离职率一直在上升，部分原因是在管理式医疗环境中，更高的生产率期望给护士带来了越来越大的压力。提高护士留任率对管理人员来说是一项艰巨的挑战，因为医院的官僚文化规范，其层级结构、规章制度以及对结果和成本衡量的高度重视，可能并非最有利于提高护士工作满意度和忠诚度的文化。因此，本研究调查了七家医院产科病房的科室组织文化与几个与护士留任相关的重要工作变量之间的关系。数据分析表明，科室组织文化确实会影响护士的工作生活质量因素，人际关系文化价值观与组织承诺、工作投入、赋权和工作满意度呈正相关，与离职意向呈负相关。这些发现表明，虽然增加护士招聘以及改进薪酬和福利策略可能在短期内缓解医院护士短缺的问题，但改善工作生活质量可能是提高医院护士留任率更实际、更长期的方法。
