Curry J P, Wakefield D S, Price J L, Mueller C W, McCloskey J C
Res Nurs Health. 1985 Dec;8(4):397-411. doi: 10.1002/nur.4770080413.
A causal model of turnover, or quitting, among hospital nursing department employees was evaluated. This model includes job satisfaction, organizational commitment, and intent to leave as intervening variables that mediate 13 determinants of turnover. The sample consisted of 841 female nursing department employees selected from five hospitals in a western state. Attitudinal and background data were obtained through a mail questionnaire survey, and turnover was monitored for 18 months following the survey. Intent to leave had a strong direct effect on turnover while kinship responsibility, job satisfaction, and organizational commitment had indirect effects on turnover through intent to leave. Task repetitiveness, autonomy, promotional opportunities, and fairness of rewards were important determinants of jobs satisfaction and thus provide a mechanism whereby hospital management may enhance commitment to the organization while reducing turnover.
对医院护理部门员工离职或辞职的因果模型进行了评估。该模型将工作满意度、组织承诺和离职意向作为中介变量，这些变量介导了13个离职决定因素。样本包括从西部某州五家医院选取的841名女性护理部门员工。通过邮件问卷调查获取态度和背景数据，并在调查后的18个月内监测员工离职情况。离职意向对离职有很强的直接影响，而亲属责任、工作满意度和组织承诺则通过离职意向对离职产生间接影响。任务重复性、自主性、晋升机会和奖励公平性是工作满意度的重要决定因素，因此为医院管理层提供了一种机制，通过该机制可以增强员工对组织的承诺，同时减少员工离职。
