加纳护士的离职意向与工作适配性：心理氛围重要吗？
Turnover intention and job fit among nurses in Ghana: Does psychological climate matter?
作者信息
Atitsogbui Julius, Amponsah-Tawiah Kwesi
机构信息
Department of Organisational and Human Resource Management University of Ghana Business School Accra Ghana.
出版信息
Nurs Open. 2019 Feb 20;6(2):546-557. doi: 10.1002/nop2.240. eCollection 2019 Apr.
AIM
The study examined the relationship between turnover intention and job fit among Registered Nurses in Ghana. Further analysis was done to explore how nurses' psychological climate has an impact on the relationship between job fit and turnover intention.
DESIGN
The study adopted the quantitative research approach and the cross-sectional survey design in collecting data on the variables of interest.
METHODS
Purposive sampling was used to select the eight hospitals from both the public and the private sectors. In all, 322 Registered Nurses participated in the study and the data were analysed using simple and hierarchical multiple regression.
RESULTS
The results of the study showed no statistically significant relationship between nurses' turnover intention and job fit. However, psychological climate was found to fully mediate the relationship between turnover intention and job fit among the participants studied. Finally, the finding adds to theory by proposing a review and an extension of the Attraction-Selection-Attrition theory by Schneider (Personnel Psychology, 40, 1987, 437).
目的
本研究考察了加纳注册护士的离职意愿与工作匹配度之间的关系。进一步分析旨在探究护士的心理氛围如何影响工作匹配度与离职意愿之间的关系。
设计
本研究采用定量研究方法和横断面调查设计来收集有关感兴趣变量的数据。
方法
采用目的抽样法从公共和私营部门选取了八家医院。共有322名注册护士参与了本研究，数据采用简单和分层多元回归进行分析。
结果
研究结果显示，护士的离职意愿与工作匹配度之间不存在统计学上的显著关系。然而，研究发现心理氛围在研究参与者的离职意愿与工作匹配度之间起到了完全中介作用。最后，该研究结果通过提议对施耐德（《人事心理学》，40卷，1987年，第437页）的吸引-选择-淘汰理论进行回顾和扩展，丰富了理论。
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