四川省养老机构护理人员心理契约与离职意愿的关系研究

Relationship between psychological contract and turnover intention among nursing care workers in elderly care institutions in Sichuan province

目的调查四川省养老护理人员离职意愿和心理契约现状,分析二者关系,为促进养老护理的科学、有效管理提供实证依据。方法采用离职意愿量表和心理契约问卷,对四川省195所养老机构的1 046名养老护理人员进行调查。结果四川省养老护理人员离职意愿条目均分为(2.17±0.61)分,心理契约条目均分为(4.11±0.46)分,员工责任得分高于组织责任得分;分层回归分析显示,心理契约中的组织规范责任、组织人际责任、组织发展责任能负向预测养老护理人员的离职意愿,能解释其离职意愿23.5%的变异。结论四川省养老护理人员的离职意愿较强,心理契约是影响其离职意愿的重要因素。

Objective To describe the level of turnover intention and psychological contract among nursing care workers in elderly care institutions in Sichuan province,to explore their relationship,and to provide empirical information for scientific and effective management of elderly care.Methods A total of 1 046 nursing care workers were chosen from 195 elderly care institutions in Sichuan province and were investigated using the Turnover Intention Scale and Psychological Contract Questionnaire.Results The sample scored 2.17±0.61 on turnover intention and 4.11±0.46 on psychological contract.The score of employee obligation was higher than that of employer obligation.Hierarchical regression analysis showed that employer′s normative obligation,interpersonal obligation and developmental obligation in psychological contract could negatively predict turnover intention of nursing care workers,which together accounted for 23.5% of the total variance.Conclusion Nursing care workers in elderly care institutions in Sichuan province present strong turnover intention,and psychological contract is an important predictor of their turnover intention.