Parry Julianne
Mount Isa Base Hospital, Queensland, Australia.
J Adv Nurs. 2008 Oct;64(2):157-67. doi: 10.1111/j.1365-2648.2008.04771.x.
This paper is a report of a study to examine the relationship between intention to change profession and intention to change employer among newly graduated nurses.
Few studies of the worldwide nursing workforce shortage consider the contribution of changing professions to the shortage. Organizational behaviour research has identified that professional commitment and organizational commitment have an important role in organizational turnover and that professional commitment and intention to change professions may have a greater role in organizational turnover than is presently understood.
A model of the relationships between affective professional commitment job satisfaction, organizational commitment, intention to change professions and organizational turnover intention was developed through review of the organizational behaviour literature and tested using path analysis. The sample was drawn from all nurses in Queensland, Australia, entering the workforce for the first time in 2005.
The model was tested with a final sample size of 131 nurses in the initial period of exposure to the workplace. Affective professional commitment and organizational commitment were statistically significantly related to intention to change professions. Job satisfaction, organizational commitment and intention to change professions were statistically significantly related to intention to change employer.
Turnover research in nursing should include intention to change professions as well as intention to change employer. Policies and practices that enhance the development of affective professional commitment prior to exposure to the workplace and support affective professional commitment, job satisfaction and organizational commitment in the workplace are needed to help reduce nurse turnover.
本文是一项关于新毕业护士职业转换意向与雇主转换意向之间关系的研究报告。
全球范围内对护理人员短缺的研究很少考虑职业转换对短缺的影响。组织行为学研究表明，职业承诺和组织承诺在组织人员流动中起着重要作用，并且职业承诺和职业转换意向在组织人员流动中可能比目前所理解的发挥更大作用。
通过回顾组织行为学文献，建立了情感职业承诺、工作满意度、组织承诺、职业转换意向和组织离职意向之间关系的模型，并使用路径分析进行了测试。样本来自2005年首次进入澳大利亚昆士兰州工作的所有护士。
该模型在最初接触工作场所的131名护士的最终样本中进行了测试。情感职业承诺和组织承诺与职业转换意向在统计学上显著相关。工作满意度、组织承诺和职业转换意向与雇主转换意向在统计学上显著相关。
护理领域的人员流动研究应包括职业转换意向和雇主转换意向。需要制定政策和措施，在接触工作场所之前加强情感职业承诺的发展，并在工作场所支持情感职业承诺、工作满意度和组织承诺，以帮助减少护士流失。
