Cavanagh S J, Coffin D A
School of Health Sciences, University of Wolverhampton, West Midlands, England.
J Adv Nurs. 1992 Nov;17(11):1369-76. doi: 10.1111/j.1365-2648.1992.tb01861.x.
Nursing staff turnover remains a financial concern to public as well as private institutions, and it has an impact on staff morale and working practices. Evidence suggests that staff turnover could also have a detrimental effect on patient care. Numerous studies have examined the reasons why staff leave their jobs, but these have often produced conflicting findings and have frequently relied upon bivariate correlation or multiple regression techniques. The availability of analytical techniques such as structural modelling provides an opportunity to examine several aspects of turnover behaviour simultaneously, and overcome some of the methodological difficulties encountered by prior research. This study involved 221 female nurses working full-time in hospitals to examine aspects of the nursing turnover model. Using modelling techniques, this current study found job satisfaction and participation at work to be important variables in the turnover process. This is in keeping with other models of nursing turnover.
护理人员流失仍然是公立和私立机构都关心的财务问题，并且它会影响员工士气和工作方式。有证据表明，员工流失也可能对患者护理产生不利影响。许多研究探讨了员工离职的原因，但这些研究结果往往相互矛盾，且经常依赖于双变量相关性或多元回归技术。结构建模等分析技术的出现为同时研究离职行为的多个方面提供了机会，并克服了先前研究所遇到的一些方法上的困难。本研究涉及221名在医院全职工作的女性护士，以检验护理人员离职模型的各个方面。通过建模技术，本研究发现工作满意度和工作参与度是离职过程中的重要变量。这与其他护理人员离职模型一致。
