Fleig-Palmer Michelle M, Rathert Cheryl
Michelle M. Fleig-Palmer, PhD, is Assistant Professor, Management Department, University of Nebraska-Kearney. E-mail:
Health Care Manage Rev. 2015 Jan-Mar;40(1):56-64. doi: 10.1097/HMR.0000000000000011.
Health care organizations (HCOs) invest in knowledge transfer to promote improved patient outcomes; however, these investments prove costly when health care workers with enhanced knowledge and skills leave to seek better employment opportunities.
The aim of this study was to examine the impact of interpersonal mentoring on affective organizational commitment and the potential moderating effect of affective commitment in the knowledge transfer-retention relationship.
METHODOLOGY/APPROACH: One hundred fifty-three clinicians working at a Midwestern acute care hospital and associated clinics were surveyed at their worksite.
Clinicians who received more interpersonal mentoring were also more likely to have stronger affective commitment. In addition, affective commitment moderated the relationship between knowledge transfer and turnover intentions, that is, when affective commitment was low, clinicians with higher levels of knowledge transfer indicated higher turnover intentions. However, clinicians with high levels of affective commitment and knowledge transfer reported lower turnover intentions.
HCOs must simultaneously invest in knowledge transfer while implementing strategies that assist in retaining knowledgeable workers. Interpersonal mentoring appears to play an important role in the retention of valued clinicians through its influence on affective commitment. HCOs must facilitate cultures that show top management support for mentoring through practices such as educational programs, flexible scheduling, and reward systems.
医疗保健机构（HCOs）投资于知识转移以促进改善患者治疗效果；然而，当拥有增强知识和技能的医护人员离职去寻求更好的就业机会时，这些投资成本高昂。
本研究的目的是考察人际指导对情感组织承诺的影响以及情感承诺在知识转移 - 留任意愿关系中的潜在调节作用。
方法论/方法：对一家中西部急症护理医院及相关诊所工作的153名临床医生在其工作地点进行了调查。
接受更多人际指导的临床医生也更有可能拥有更强的情感承诺。此外，情感承诺调节了知识转移与离职意图之间的关系，也就是说，当情感承诺较低时，知识转移水平较高的临床医生离职意图更高。然而，情感承诺和知识转移水平较高的临床医生报告的离职意图较低。
HCOs必须在投资知识转移的同时实施有助于留住知识型员工的策略。人际指导似乎通过对情感承诺的影响在留住有价值的临床医生方面发挥重要作用。HCOs必须通过教育项目、灵活排班和奖励系统等实践营造出高层管理支持指导的文化。
