Institute of Biomedical & Health Sciences, Hiroshima University, 1-2-3, Kasumi, Minami-ku, Hiroshima City, Hiroshima 734-8551, Japan.
Int J Nurs Stud. 2012 Dec;49(12):1521-30. doi: 10.1016/j.ijnurstu.2012.08.003. Epub 2012 Aug 25.
Graduate nurses experience mismatches between themselves and their jobs. One of these is the demands-abilities misfit, which is a mismatch between the abilities of employees and those required by a job (demands). Another is the supplies-needs misfit, which occurs when employees' work-specific needs are not fulfilled by opportunities (called environmental supplies) work can supply to reinforce them.
The aim of this study was to investigate how graduate nurses' perceptions of the demands-abilities and supplies-needs misfits changed over time, and to examine how these misfits impact their intention to leave the jobs.
A longitudinal study design was used.
Five hospitals in the western region of Japan cooperated in the study.
A total of 176 graduate nurses participated in the study one or more times. From among them, 150, 109, 102, and 96 graduates participated in the study conducted in the 3rd, 6th, 9th, and 12th months of the employment, respectively. In addition, 62 graduates participated in all studies.
Surveys were distributed to the graduates 3, 6, 9 and 12 months after their employment commenced. The results were analysed using multiple regression analysis.
The results showed that the graduates perceived both demands-abilities and supplies-needs misfits, although the degree of the demands-abilities misfit became smaller towards the end of the graduate year. As for the impact on graduates' turnover intention, the graduates' abilities and their perception of the environmental supplies served as more significant predictors of their turnover intention, rather than the misfits per se. The variances of turnover intention explained by the supplies-needs variables were greater than those explained by the demands-abilities variables from the third to ninth months into the employment. On the other hand, the variance explained by the demands-abilities variables increased towards the end of the year, and finally exceeded that of the supplies-needs variables.
The graduates' turnover intention is complex, and may not be explained by simple demands-abilities and supplies-needs misfits. Different factors influence their turnover intention at different times to different degrees.
研究生护士在自身和工作之间存在不匹配的情况。其中之一是能力需求不匹配，即员工的能力与工作要求（需求）不匹配。另一个是供应需求不匹配，当员工的工作特定需求得不到工作可以提供的机会（称为环境供应）来加强时，就会发生这种情况。
本研究旨在探讨研究生护士对需求能力和供应需求不匹配的看法随时间的变化，以及这些不匹配如何影响他们离职的意愿。
采用纵向研究设计。
日本西部地区的五家医院合作开展了这项研究。
共有 176 名研究生护士多次参加了这项研究。其中，分别有 150、109、102 和 96 名毕业生在就业的第 3、6、9 和 12 个月参加了研究。此外，有 62 名毕业生参加了所有研究。
在就业开始后 3、6、9 和 12 个月向毕业生发放了调查。使用多元回归分析对结果进行了分析。
结果表明，毕业生既感受到了能力需求不匹配，也感受到了供应需求不匹配，尽管在毕业年结束时能力需求不匹配的程度变小了。至于对毕业生离职意愿的影响，毕业生的能力及其对环境供应的看法是离职意愿的更重要预测因素，而不是不匹配本身。从第三个月到第九个月，供应需求变量解释的离职意愿方差大于需求能力变量解释的方差。另一方面，需求能力变量解释的方差在就业年底有所增加，最终超过了供应需求变量解释的方差。
毕业生的离职意愿很复杂，不能简单地用需求能力和供应需求不匹配来解释。不同的因素在不同的时间以不同的程度影响他们的离职意愿。
