Irvine D M, Evans M G
Faculty of Nursing, University of Toronto, Ontario, Canada.
Nurs Res. 1995 Jul-Aug;44(4):246-53.
A meta-analytic study investigated the causal relationships among job satisfaction, behavioral intentions, and nurse turnover behavior. A theoretical model was proposed in which behavioral intentions were viewed as a direct antecedent to turnover behavior. Job satisfaction was expected to be indirectly related to turnover by virtue of the mediating role of behavioral intentions. Consistent with these expectations, a strong positive relationship was indicated between behavioral intentions and turnover; a strong negative relationship between job satisfaction and behavioral intentions; and a small negative relationship between job satisfaction and turnover. The results of the modifier analysis suggested that effect sizes are fairly robust to differences in study designs, response rates, and methods of measuring job satisfaction, but the manner in which behavioral intentions were operationalized appeared to moderate the relationship between behavioral intentions and turnover and job satisfaction. Of variables related to nursing job satisfaction, work content and work environment had a stronger relationship with job satisfaction than economic or individual difference variables.
一项荟萃分析研究调查了工作满意度、行为意向和护士离职行为之间的因果关系。提出了一个理论模型，其中行为意向被视为离职行为的直接前因。由于行为意向的中介作用，预计工作满意度与离职存在间接关系。与这些预期一致，行为意向与离职之间呈现出强烈的正相关关系；工作满意度与行为意向之间呈现出强烈的负相关关系；工作满意度与离职之间呈现出微弱的负相关关系。调节因素分析的结果表明，效应量对研究设计、回复率和工作满意度测量方法的差异具有相当强的稳健性，但行为意向的操作化方式似乎调节了行为意向与离职以及工作满意度之间的关系。在与护理工作满意度相关的变量中，工作内容和工作环境与工作满意度的关系比经济或个体差异变量更强。
