深圳市龙岗区护理人员工作满意度相关情况调查

目的了解深圳市护理人员的工作满意度、组织承诺和离职意愿状况及其相关性，为改善护理人员的工作满意度、提高护理质量、减少护理人员流失、完善护理人力资源管理制度提供依据。方法对在深圳市龙岗区医院工作的护理人员445人，采用明尼苏达满意问卷（MSQ）、组织承诺量表（OCQ）、离职意愿量表进行调查，并分析三者之间的相关性。结果护理人员总体满意度得分为（67．76±10.61）分，其中内在满意度（3．57±0．51）分，高于外在满意度（3．11±0．54）分；组织承诺得分为（4986±8．43）分；离职意愿得分（12．63±4．11）分。工作满意度、组织承诺、离职意愿三者之间存在相互影响，其中工作满意度与组织承诺之间存在正相关，离职意愿与工作满意度及组织承诺存在负相关。结论深圳市龙岗区护理人员工作满意度与组织承诺得分处于中等偏上水平，离职意愿得分处于中等偏下水平。应该重视护理人员的组织承诺和离职意愿，提高其工作满意度，从而提高护理质量、减少人员的流失。     

聘用制护士工作满意度的研究

目的 探讨影响聘用制护士工作满意度的相关因素.方法 通过对深圳市某区15所医院工作的护理人员366名,采用明尼苏达满意问卷(MSQ)、组织承诺量表(OCQ)、离职意愿量表进行调查,分别以工作满意度量表、组织承诺量表、离职意愿量表总分为应变量,以聘用制护士的年龄、学历、婚姻、职称、职务、工龄和其他两个量表总分为自变量进行多元逐步回归分析.结果 年龄在25岁～组、工龄在5年～组的聘用制护士的工作满意度最低,离职意愿最高,护士长的工作满意度、组织承诺最高.结论 聘用制护士的工作满意度与组织承诺、离职意愿、职位等因素关系密切.采取有针对性的干预措施,提高聘用制护士对工作的满意度.     

2010名护士工作满意度和离职意愿现状调查分析

目的了解嘉兴地区护士工作满意度和离职意愿现状,分析两者之间的相关性,以便采取有效的干预对策。方法选取嘉兴地区11所二甲及以上医院2220名护理人员发放工作满意度量表和离职意愿量表,回收有效问卷2010份,对调查结果进行分析。结果嘉兴地区护理人员的工作满意度总分为（48．40±7．88）分,离职意愿得分为（14．74±3．24）分,指标值为61．42％;工作满意度和离职意愿呈现显著负相关。其中发挥自己能力的机会、工作条件、工作的稳定性、护士收入、领导与下属的关系、选择工作方式的自由性是影响离职意愿的主要因素。结论护士的工作满意度处于一般水平,护士工作满意度和离职意愿之间有一定的关系,满意度越低,离职意愿越高。管理者应该重视护理人员工作满意度的提高,减少护士离职,稳定护士队伍,确保护理质量和护理安全。     

安徽省某三级甲等医院护理人员离职意愿现状及其影响因素分析

目的了解安徽省某三级甲等医院护理人员离职意愿的现状,并分析其影响因素,为人力资源管理提供科学依据。方法采用横断面整群抽样调查方法,对某三级甲等医院632名护理人员应用一般情况调查表及护士离职意愿量表、护士工作环境量表、护士工作压力量表、护士职业倦怠量表、护士工作满意度量表、护士组织承诺量表、护士职业承诺量表、社会支持评定量表进行调查。结果护理人员离职意愿总均分为(2.63±0.53)分,处于较高水平;护理人员离职意愿的影响因素包括年龄、职业倦怠、工作满意度、职业承诺及社会支持(R2=0.412,F=32.447,P=0.000)。结论护理人员离职意愿水平较高,医院管理者应统筹管理人力资源、提升护理人员工作满意度及社会支持,以降低护士的离职意愿,稳定护理队伍。     

2010名护士工作满意度和离职意愿现状调查分析

目的 了解嘉兴地区护士工作满意度和离职意愿现状,分析两者之间的相关性,以便采取有效的干预对策.方法 选取嘉兴地区11所二甲及以上医院2220名护理人员发放工作满意度量表和离职意愿量表,回收有效问卷2010份,对调查结果进行分析.结果 嘉兴地区护理人员的工作满意度总分为(48.40+7.88)分,离职意愿得分为(14.74±3.24)分,指标值为61.42%;工作满意度和离职意愿呈现显著负相关.其中发挥自己能力的机会、工作条件、工作的稳定性、护士收入、领导与下属的关系、选择工作方式的自由性是影响离职意愿的主要因素.结论 护士的工作满意度处于一般水平,护士工作满意度和离职意愿之间有一定的关系,满意度越低,离职意愿越高.管理者应该重视护理人员工作满意度的提高,减少护士离职,稳定护士队伍,确保护理质量和护理安全.     

长沙市二级及以上医院护士职业承诺和工作满意度对留职意愿的影响研究

目的 调查长沙市二级及以上医院护士留职意愿现状,并分析其影响因素.方法 采用护士留职意愿问卷、护士工作满意度量表、职业承诺问卷,对长沙市医疗机构329名护士进行调查.结果 护士留职意愿总分为（19.64±4.12）分,护士工作满意度总分为（126.22±18.04）分,护士职业承诺总分为（70.74±13.59）分;分层回归分析结果显示年龄、工作职务、任职方式、情感承诺、规范承诺、经济成本承诺、机会承诺对护士留职意愿有预测作用（P＜0.01或P＜0.05）.结论 所调查长沙市医疗机构医院护士留职意愿呈中等水平,护理管理者应针对可控影响因素,制订稳定护理人才队伍的相应策略.     

广州市10家综合医院护士心理弹性与工作满意度及离职意愿的相关性分析

目的：分析广州市10家综合医院护士心理弹性状况,探讨其心理弹性与工作满意度及离职意愿的相关性。方法采用Conner-Davidson心理弹性量表、护士工作满意度量表、离职意愿量表对广州市10家综合医院1259名护士进行问卷调查,采用Pearson 相关性分析进行数据分析。结果1259名护士心理弹性总分为（60.54±13.54）分,处中等水平;工作满意度总分为（47.56±7.88）分,处中等水平;离职意愿总分为（16.08±3.43）分,离职意愿水平较高。心理弹性总分及各维度与工作满意度总分及维度均呈正相关（P＜0.01）,与离职意愿总分及辞去目前工作的可能性、寻找其他工作的动机维度均呈负相关（P＜0.01）。结论护士心理弹性与工作满意度均处中等水平,离职意愿水平较高。护士心理弹性水平较高,其工作满意度较高,离职意愿较低。护理管理者需培养护士的心理弹性,提高其工作满意度,降低其离职意愿,稳定护理人才队伍。     

县级医院护理人员离职意愿与职业生命质量的相关性研究

目的：探讨县级医院护理人员离职意愿与职业生命质量（QWL7-32）之间的关系。方法：采用基本情况调查表、离职意愿量表及职业生命质量量表对湖南省邵阳市5所县级医院共438名护理人员进行问卷调查。结果：离职意愿总分为（15.67±3.13）分;不同学历、任职方式、职务护理人员离职意愿总分比较差异无统计学意义（P〉0.05）。而不同年龄、婚姻状况、工作年限、值夜班情况、月均收入护理人员离职意愿总分比较,差异有统计学意义（P〈0.05）;离职意愿总分与职业生命质量总分及各维度得分之间呈负相关（P〈0.05）。结论：县级医院护理人员离职意愿处于较高水平,不同特征的护理人员离职意愿之间存在着不同;护理人员离职意愿与职业生命质量之间存在着密切的关系,提升护理人员职业生命质量,可以有效降低其离职意愿。     

临床护士离职意愿影响因素的研究

目的探讨临床护士离职意愿的影响因素。方法采用方便抽样的方法对广州市7所医院的944名注册护士进行问卷调查,内容包括一般人151学特征、工作满意度、组织承诺、离职意愿4个方面。结果影响离职意愿因素有组织承诺（β=-0．340）、年龄（β=-0．264）、工作满意度（β=-0．140）。结论影响临床护士离职意愿的因素依次为：组织承诺、年龄、工作满意度。     

3级甲等中医医院护理人员离职意愿调查分析

目的通过对3所3级甲等中医医院临床护士离职意愿的调查,分析离职原因及相关因素。方法2011年5—8月,采用配额抽样方法选取3所3级甲等中医医院护士501名,采用护士工作环境量表、中国职工组织承诺量表、职业承诺量表及离职倾向量表进行问卷调查。结果护士离职意愿与组织承诺度、职业承诺及工作环境相关;其中组织承诺影响最明显。结论为减少护理人员的流失,应提高护士组织承诺感,重视护士地位,增加人力资源配置等措施以降低离职率,稳定的护理队伍是发展护理事业的重要保证。     

The relationships among turnover intentions, professional commitment, and job satisfaction of hospital nurses.

This study investigated the relationships among turnover intentions, professional commitment, and job satisfaction of registered nurses. A structured, self-administered questionnaire, including the Professional Commitment Scale, job satisfaction, turnover intentions, and demographic data, was distributed to 2,550 registered nurses. A total of 2,197 subjects completed the questionnaires with an 86.2 per cent response rate. All of the subjects were women. The mean age was 28.56 years. Seventy-two per cent of respondents had graduated with an associate's degree and 59 per cent were unmarried. There was a positive correlation between job satisfaction and professional commitment, intention to leave the organization, and between intention to leave the profession. The negative correlation was significant between professional commitment and turnover intentions, and between job satisfaction and turnover intentions. The discriminant analysis showed that 38.4 per cent of job satisfaction was correctly classified in predicting intention to leave the organization, and 30.5 per cent in predicting the intention to leave the profession. Thirty per cent of professional commitment was correctly classified in predicting intention to leave the organization, and 39.7 per cent in predicting the intention to leave the profession. The study suggests that there were different moderators that affect different turnover intentions of staff nurses.     

Nursing turnover: an integrated model

An integrated model of turnover incorporating personal, organizational, and job experience variables as well as job attitudes and behavioral intentions as predictors of voluntary turnover among staff nurses was tested. Results confirmed the hypothesis that intention to leave would be the most immediate determinant of actual turnover. Personal, organizational, and job experience variables were found to influence voluntary turnover only indirectly through their effects on three attitudinal variables: felt stress, job satisfaction and organizational commitment, and intention to leave. As hypothesized, the strength of the intention-turnover relationship decreased as the time interval between expressed intentions and turnover behavior increased.     

Workplace empowerment, incivility, and burnout: impact on staff nurse recruitment and retention outcomes

Aim  The aim of this study was to examine the influence of empowering work conditions and workplace incivility on nurses' experiences of burnout and important nurse retention factors identified in the literature.
Background  A major cause of turnover among nurses is related to unsatisfying workplaces. Recently, there have been numerous anecdotal reports of uncivil behaviour in health care settings.
Method  We examined the impact of workplace empowerment, supervisor and coworker incivility, and burnout on three employee retention outcomes: job satisfaction, organizational commitment, and turnover intentions in a sample of 612 Canadian staff nurses.
Results  Hierarchical multiple linear regression analyses revealed that empowerment, workplace incivility, and burnout explained significant variance in all three retention factors: job satisfaction ( R ² = 0.46), organizational commitment ( R ² = 0.29) and turnover intentions ( R ² = 0.28). Empowerment, supervisor incivility, and cynicism most strongly predicted job dissatisfaction and low commitment ( P  < 0.001), whereas emotional exhaustion, cynicism, and supervisor incivility most strongly predicted turnover intentions.
Conclusions  In our study, nurses' perceptions of empowerment, supervisor incivility, and cynicism were strongly related to job satisfaction, organizational commitment, and turnover intentions.
Implications for nursing management  Managerial strategies that empower nurses for professional practice may be helpful in preventing workplace incivility, and ultimately, burnout.     

护理组织氛围与护士工作满意度的相关性

目的了解医院护理组织氛围与护士工作满意度现状,探讨两者之间的关系。方法2013年10-12月,采用混合抽样法选择哈尔滨市4所三级甲等综合性医院的1200名护士作为调查对象,采用一般资料问卷、护理组织氛围量表和护士工作满意度量表进行调查。结果返回的1188份有效问卷中,护理组织氛围得分为(3.84±0.59)分,编制、年龄和职务为其主要影响因素(P0.05);护士工作满意度平均得分为(123.63±18.59)分,护龄、职称和编制为其主要影响因素(P0.05);护理组织氛围的总分及3个维度(关心员工、温暖和工作主动性、支持认同)得分与护士工作满意度平均得分呈正相关(P0.05)。结论护理管理者应注重创造良好的护理组织氛围,以提高护士的工作满意度,从而促进护理服务质量的有效提升。     

Determinants of turnover among nursing department employees

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.     

Organizational commitment as a predictor variable in nursing turnover research: literature review

AIM: This paper is a report of a literature review to (1) demonstrate the predictability of organizational commitment as a variable, (2) compare organizational commitment and job satisfaction as predictor variables and (3) determine the usefulness of organizational commitment in nursing turnover research. BACKGROUND: Organizational commitment is not routinely selected as a predictor variable in nursing studies, although the evidence suggests that it is a reliable predictor. Findings from turnover studies can help determine the previous performance of organizational commitment, and be compared to those of studies using the more conventional variable of job satisfaction. METHODS: Published research studies in English were accessed for the period 1960-2006 using the CINAHL, EBSCOHealthsource Nursing, ERIC, PROQUEST, Journals@OVID, PubMed, PsychINFO, Health and Psychosocial Instruments (HAPI) and COCHRANE library databases and Business Source Premier. The search terms included nursing turnover, organizational commitment or job satisfaction. Only studies reporting mean comparisons, R(2) or beta values related to organizational commitment and turnover or turnover antecedents were included in the review. RESULTS: There were 25 studies in the final data set, with a subset of 23 studies generated to compare the variables of organizational commitment and job satisfaction. Results indicated robust indirect predictability of organizational commitment overall, with greater predictability by organizational commitment vs job satisfaction. CONCLUSION: Organizational commitment is a useful predictor of turnover in nursing research, and effective as a variable with the most direct impact on antecedents of turnover such as intent to stay. The organizational commitment variable should be routinely employed in nursing turnover research studies.