护士继续从业的意愿：理解并强化影响因素。

Nurse intention to remain employed: understanding and strengthening determinants.

作者信息

Tourangeau Ann E, Cranley Lisa A

机构信息

Faculty of Nursing, University of Toronto, Toronto, Ontario, Canada.

出版信息

J Adv Nurs. 2006 Aug;55(4):497-509. doi: 10.1111/j.1365-2648.2006.03934.x.

DOI:10.1111/j.1365-2648.2006.03934.x

PMID:16866845

Abstract

AIM

This paper reports a study testing a hypothesized model of the determinants of nurse intention to remain employed in current hospitals of employment.

BACKGROUND

Previous research has shown that stronger nurse intention to remain employed is associated with higher job satisfaction, higher organizational commitment, higher perceived manager support, lower burnout, higher work group cohesion, being older, having more years of nursing experience and having lower levels of education.

METHODS

A descriptive survey design was adopted. Over 13,000 Ontario, Canada nurses were invited to complete a mailed survey between February and May 2003. The Ontario Nurse Survey includes instruments and items measuring job satisfaction, burnout, professional nursing practice environment, demographic characteristics of nurse respondents and items about intention to remain employed. Two multiple regression models, one including all variables and the other using a stepwise method, were used to test the proposed model.

RESULTS

Regression models explained 34% of variance in nurse intention to remain employed. The strongest predictors were nurse age, overall nurse job satisfaction and years of employment in the current hospital. Although the proposed model hypothesized six categories of predictors of intention to remain employed, only four of these were statistically significant determinants of nurse intention to remain: job satisfaction, personal characteristics of nurses, work group cohesion and collaboration, and organizational commitment of nurses. The other two categories of predictors, nurse burnout and nurse manager ability and support, may be predictors of job satisfaction and have indirect effects on intention to remain employed that are mediated through job satisfaction.

CONCLUSION

Possible strategies to strengthen predictors of intention to remain employed include employment practices that reflect moral integrity, incorporate clear communication systems, maximize employee involvement in decision-making, promote praise and recognition, and establish a shared vision and goals.

摘要

目的

本文报告了一项研究，该研究对护士留在当前工作医院的意向决定因素的假设模型进行了测试。

背景

先前的研究表明，更强的留任意向与更高的工作满意度、更高的组织承诺、更高的感知管理者支持、更低的倦怠、更高的工作团队凝聚力、年龄较大、有更多年护理经验以及较低的教育水平相关。

方法

采用描述性调查设计。2003年2月至5月期间，邀请了13000多名加拿大安大略省的护士完成邮寄调查。安大略省护士调查包括测量工作满意度、倦怠、专业护理实践环境、护士受访者的人口统计学特征以及关于留任意向的工具和项目。使用两个多元回归模型，一个包括所有变量，另一个采用逐步法，来测试所提出的模型。

结果

回归模型解释了护士留任意向中34%的方差。最强的预测因素是护士年龄、护士总体工作满意度以及在当前医院的工作年限。尽管所提出的模型假设了留任意向的六类预测因素，但其中只有四类是护士留任意向的统计学显著决定因素：工作满意度、护士的个人特征、工作团队凝聚力与协作以及护士的组织承诺。另外两类预测因素，即护士倦怠以及护士长的能力与支持，可能是工作满意度的预测因素，并通过工作满意度对留任意向产生间接影响。