Chen Li-Chiu, Perng Shoa-Jen, Chang Fwu-Mei, Lai Hui-Ling
Department of Nursing, St Mary's Hospital, Lotung, Ilan, Taiwan.
Department of Nursing, Tzu Chi College of Technology, Hualien, Taiwan.
J Nurs Manag. 2016 Jan;24(1):30-8. doi: 10.1111/jonm.12268. Epub 2014 Nov 5.
In this study, the influence of work values and personality traits on the intent to stay at work was examined among nurses in Taiwan.
No empirical studies in this area have been conducted in the nursing industry.
A cross-sectional predictive study was performed during 2012 with 1246 nurses recruited from three different types of hospital located in northeastern Taiwan. A structured questionnaire based on the 5-factor model was used. Multiple regression analyses were used to investigate the various factors associated with the intent to stay at work among nurses.
The overall response rate was 85%. The nurses who had a high level of intent to stay at work were significantly more likely to be in senior roles; exhibited positive work values, conscientiousness, emotional stability; and worked at a non-religious hospital.
Age, the role of work values, personality traits and type of hospital were crucial in enhancing the level of intent to stay at work.
The study findings provide evidence for managers to develop an optimal strategy for nurses with specific personality traits and highly positive work values, which can guide the recruitment and retention of nurses.
本研究探讨台湾护士的工作价值观和人格特质对其工作留任意愿的影响。
护理行业尚未开展该领域的实证研究。
2012年进行了一项横断面预测性研究，从台湾东北部三家不同类型的医院招募了1246名护士。采用基于五因素模型的结构化问卷。多元回归分析用于调查与护士工作留任意愿相关的各种因素。
总体回复率为85%。工作留任意愿较高的护士更有可能担任高级职务；表现出积极的工作价值观、尽责性、情绪稳定性；且在非宗教医院工作。
年龄、工作价值观的作用、人格特质和医院类型对提高工作留任意愿水平至关重要。
研究结果为管理者制定针对具有特定人格特质和高度积极工作价值观的护士的最佳策略提供了依据，可指导护士的招聘和留用。
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