Joshi A S, Namba M, Pokharela T
Okayama Prefectural University, Japan.
Nursing Campus, Maharajgunj, Kathmandu, Nepal.
JNMA J Nepal Med Assoc. 2015 Oct-Dec;53(200):256-261.
The objective of this study is to identify relationships between three components of organizational commitment and organizational characteristics of nurses in the western and the eastern region of Nepal.
A self-administrated questionnaire was used to collect data from 310 nurses currently working at various hospitals in the eastern and the western region of the country. The questionnaire included three sections namely 1) personal characteristics 2) organizational characteristics and 3) organizational commitments scale. Descriptive analysis and multiple regression analysis were performed to identify significance in various relationships.
Out of the 240 completed questionnaires, 226 were found valid for analysis. The mean age was 27.4 years. For each depended variable affective, continuance and normative commitment, multiple regression analysis was performed with personal Characteristics and organizational characteristics as independent variables. All independent variables were found significantly related to each of the two dependent variables; affective commitment and normative commitment (R2 adjusted=0.24, p<0.01 and R2 adjusted=0.05, p<0.01 respectively). However, they were not significantly related to the continuance commitment. Both support from boss (β=0.138, p<0.05) and satisfaction with training (β=0.301, p<0.05) were found to be positive and significant with affective commitment. On the other hand, satisfaction with training (β=0.191, p<0.05) was also positive and significant with normative commitment.
Since both support from boss and training program were found to be positive and significant with affective commitment, hospitals must encourage supervisors to provide more assistance to the subordinate nurses. Moreover, hospitals should develop more training programs to keep nurses motivated.
本研究的目的是确定尼泊尔东部和西部地区护士的组织承诺的三个组成部分与组织特征之间的关系。
采用自填式问卷从该国东部和西部地区各医院目前在职的310名护士中收集数据。问卷包括三个部分，即1）个人特征2）组织特征3）组织承诺量表。进行描述性分析和多元回归分析以确定各种关系中的显著性。
在240份完成的问卷中，发现226份有效用于分析。平均年龄为27.4岁。对于每个因变量情感承诺、持续承诺和规范承诺，以个人特征和组织特征作为自变量进行多元回归分析。发现所有自变量与两个因变量中的每一个都显著相关；情感承诺和规范承诺（调整后的R2分别为0.24，p<0.01和调整后的R2为0.05，p<0.01）。然而，它们与持续承诺没有显著关系。发现老板的支持（β=0.138，p<0.05）和对培训的满意度（β=0.301，p<0.05）与情感承诺呈正相关且显著。另一方面，对培训的满意度（β=0.191，p<0.05）与规范承诺也呈正相关且显著。
由于发现老板的支持和培训计划与情感承诺呈正相关且显著，医院必须鼓励主管为下属护士提供更多帮助。此外，医院应制定更多培训计划以保持护士的积极性。
