Mrayyan Majd T
Faculty of Nursing, The Hashemite University, Zarqa, Jordan.
Contemp Nurse. 2008 Feb;27(2):223-36. doi: 10.5555/conu.2008.27.2.223.
To assess variables of hospitals' organizational climates and nurses' intent to stay in intensive care units and wards. Also, this study aims at studying the relationship between hospital organizational climate and nurse intention to stay.
A descriptive comparative design was used to collect the data from a convenience sample of 349 nurses who were working in 7 hospitals in Jordan, with a response rate of 70%. Farley's Nursing Practice Environment Scale (NPES) was used to measure hospitals' organizational climates (Farly & Nyberg 1990). McCain's Behavioral Commitment Scale was used to measure nurses' intent to stay (McCloskey 1990).
Quality of care and professionalism were the most important variables that influence hospitals' organizational climates. Nurses reported that they will stay at their jobs even if these jobs did not meet their expectations. Based on the total scores, there were no significant differences between intensive care units and wards. Intensive care units and wards were different in nurses' gender, average daily census, and model of nursing care. Nurses were also different in their perceptions about some aspects of administrative support, leadership, and professionalism. Nurses in units differed from those in wards in their decisions to retain their jobs. Hospitals' organizational climates and nurses' intent to stay were significantly correlated for the whole sample and intensive care units but not for wards.
Managerial actions should be used by nursing and hospitals' administrators to enhance hospitals' organizational climates and nurses' intent to stay.These interventions include but are not limited to increasing salaries, maintaining supportive relationships between nurses and physicians, sharing nurses in policy-making and administrative decisions, creating quality assurance measures, maintaining open communication and mutual trust between nurse managers and staff, and allowing autonomy about patient care and work environments.
评估医院组织氛围的变量以及护士留在重症监护病房和普通病房的意愿。此外，本研究旨在探讨医院组织氛围与护士留任意愿之间的关系。
采用描述性比较设计，从约旦7家医院的349名护士便利样本中收集数据，回复率为70%。使用法利的护理实践环境量表（NPES）来衡量医院的组织氛围（法利和尼伯格，1990年）。使用麦凯恩的行为承诺量表来衡量护士的留任意愿（麦克洛斯基，1990年）。
护理质量和专业精神是影响医院组织氛围的最重要变量。护士报告称，即使工作不符合他们的期望，他们也会留在岗位上。根据总分，重症监护病房和普通病房之间没有显著差异。重症监护病房和普通病房在护士性别、日均普查人数和护理模式方面存在差异。护士在对行政支持、领导能力和专业精神某些方面的看法上也存在差异。各科室的护士在留任意愿的决定上与病房护士不同。对于整个样本和重症监护病房，医院的组织氛围与护士的留任意愿显著相关，但病房则不然。
护理人员和医院管理人员应采取管理行动，以改善医院的组织氛围和护士的留任意愿。这些干预措施包括但不限于提高薪资、维持护士与医生之间的支持性关系、让护士参与政策制定和行政决策、制定质量保证措施、维持护士长与员工之间的开放沟通和相互信任，以及在患者护理和工作环境方面给予自主权。
