Gao J L, Zhu M Y, An N, Fu H
School of Public Health, Fudan University, Shanghai 200032, China.
Zhonghua Lao Dong Wei Sheng Zhi Ye Bing Za Zhi. 2017 Feb 20;35(2):111-114. doi: 10.3760/cma.j.issn.1001-9391.2017.02.007.
To explore a model that workplace social capital is associated with intention to stay (ITS) in the nursing profession and that this association is partially mediated by organizational commitment, job satisfaction, and job stress among Chinese nurses. A cross-sectional, observationalstudy was conducted in Shanghai, China between September and December 2014. Two thousandforty-two nurses from 23 healthcare organizations were recruited for the current study using a two-stage sampling process.Intention to stay, workplace social capital, job satisfaction, organizational commitment, and job stress was measured by validated scale. Measured variable path analysis (MVPA) was used to test their hypothesized relationships. There were significant positive direct effects from workplace social capital (=0.11, <0.01) , organizational commitment (=0.81, <0.01) and job satisfaction (=0.03, <0.01) to ITS, and a negative direct effects from job strain to ITS (=-0.03, <0.01) . The model explained 84% of the variability in ITS. Additionally, workplace social capital had significant positive direct effects on organizational commitment (=0.65, <0.01) , job satisfaction (=0.44, <0.01) and negative direct effects on job strain (=-0.35, <0.01) . The indirect effect of social capital to ITS was 0.55. Job satisfaction was positively associated with organizational commitment (=0.47, <0.01) , and negtively associated with job stress (=-0.12, <0.01) . Job stress was negtively associated with organizational commitment (=-0.20, <0.01) . This study suggests that greater workplace social capital may lead to higher ITS in nursing primarily by increasing commitment to the nursing occupation and their job satisfaction and by reducing their sense of job stress.
探讨工作场所社会资本与中国护士留职意愿（ITS）相关，且这种关联部分由组织承诺、工作满意度和工作压力介导的模型。2014年9月至12月在中国上海进行了一项横断面观察性研究。采用两阶段抽样程序，从23个医疗机构招募了2042名护士参与本研究。使用经过验证的量表测量留职意愿、工作场所社会资本、工作满意度、组织承诺和工作压力。采用测量变量路径分析（MVPA）来检验所假设的关系。工作场所社会资本（β = 0.11，P < 0.01）、组织承诺（β = 0.81，P < 0.01）和工作满意度（β = 0.03，P < 0.01）对留职意愿有显著正向直接效应，工作压力对留职意愿有负向直接效应（β = -0.03，P < 0.01）。该模型解释了留职意愿中84%的变异。此外，工作场所社会资本对组织承诺（β = 0.65，P < 0.01）、工作满意度（β = 0.44，P < 0.01）有显著正向直接效应，对工作压力有负向直接效应（β = -0.35，P < 0.01）。社会资本对留职意愿的间接效应为0.55。工作满意度与组织承诺呈正相关（β = 0.47，P < 0.01），与工作压力呈负相关（β = -0.12，P < 0.01）。工作压力与组织承诺呈负相关（β = -0.20，P < 0.01）。本研究表明，更高的工作场所社会资本可能主要通过增强对护理职业的承诺和工作满意度以及减轻工作压力感，从而导致护士更高的留职意愿。
