Lucas M D, Atwood J R, Hagaman R
Acute and Chronic Illness Branch, National Institutes of Health, Bethesda, MD.
Nurs Res. 1993 Jan-Feb;42(1):29-35.
Replication of the Anticipated Turnover Model Among Nurses for urban registered nurses provided substantial support for the stability and generalizability of the theoretical model. In both the original and replication studies, causal modeling was used to test the theoretical model predicting job satisfaction, anticipated turnover, and actual turnover. The replication study included 385 full-time nurses in two public and two private urban hospitals. The replication validated, with younger, more educated staff, the major findings from the original study. Group cohesion and job satisfaction effectively predicted anticipated turnover in the replication and the original study. Anticipated turnover was a good predictor of actual turnover, with discriminant analysis yielding 73.2% successful predictions in the replication study and 76.2% in the original study. Job satisfaction effectively buffered job stress. The replication also substantiated the position that job satisfaction strategies need to be targeted specifically to the types of clinical services.
城市注册护士预期离职模型的复制研究为该理论模型的稳定性和普遍性提供了有力支持。在原始研究和复制研究中，均采用因果模型来检验预测工作满意度、预期离职率和实际离职率的理论模型。复制研究涵盖了两家公立和两家私立城市医院的385名全职护士。该复制研究在更年轻、受教育程度更高的员工群体中验证了原始研究的主要发现。在复制研究和原始研究中，群体凝聚力和工作满意度有效地预测了预期离职率。预期离职率是实际离职率的良好预测指标，判别分析在复制研究中的成功预测率为73.2%，在原始研究中为76.2%。工作满意度有效地缓解了工作压力。该复制研究还证实了这样一种观点，即工作满意度策略需要针对特定类型的临床服务。
