护士职业承诺与离职倾向关系的研究

The relationship between nurses ' occupational commitment and turnover tendency

目的了解护士职业承诺及离职倾向的现状,并探讨职业承诺对护士离职倾向的影响作用。方法抽取北京市某三级甲等医院的657名护士作为调查对象,采用一般资料调查表、护士职业承诺量表和离职倾向问卷进行问卷调查。结果护士职业承诺总均分为(3.18±0.80)分,离职倾向总均分为(2.72±1.00)分。Pearson相关分析显示,护士离职倾向与职业承诺及其各维度均呈负相关(P<0.01)。进一步分层回归显示,在控制一般资料的情况下,情感承诺、规范承诺、经济成本承诺、机会承诺可联合解释护士离职倾向的40.8%的变异。结论护理管理者应重视在职护士的职业情感教育,尽可能提供多的职称晋升和学习机会,提高其职业承诺水平,从而稳定医院护理队伍。

Objective To investigate the status of occupational commitment and turnover tendency among the nurses,and explore the relationship between them.Methods A total of 657 nurses from a 3 A-level hospital were selected and investigated by general information questionnaire,Occupational Commitment Scale and Turnover Tendency Scale. Results The Occupational Commitment Scale scored（ 3.18± 0.80）,while the turnover tendency scored（ 2.72±1.00）.Pearson correlation analysis showed that the turnover intention was negatively correlated with occupational commitment and its various dimensions.Regression analysis showed that affective commitment,normative commitment,economic costs commitment and opportunity commitment had significantly influenced turnover tendency,and can explain 40. 8% variance of it.Conclusion Nursing managers should pay attention to nurses＇ professional education and provide more chances of promotion and continuing education to improve their occupational commitment level,and thus stabilize the hospital nursing team.