The nursing staffs play an extraordinary important role of looking after the patients in the medical service. However, short of nursing staffs in the last couple of years in Taiwan, is a very serious problem, which leads both of the medical service environment and the clinical nursing into a difficult position. The outflow of nursing personnel is an international issue. Therefore, how to keep their nursing staff is the primary job for each hospital. If we can know the factors of the fluctuation before layoff, we can improve and change them to reduce, or even prevent the layoff.
The main purpose of this study is to find the decisive factors of the nursing staffs turnover intention , why they want to quit their job. This research picks the questionnaire survey. And the survey object is the non-manager nursing staffs in a medical center in Kaohsiung city. To reduce the influences of the common method variation (CMV), we collect the samples with the method of two-wave bands. We have selected 545 persons altogether to fill the questionnaire, and 358 persons have completed effectively the two questionnaires. The final effective returns-ration is 65,7%. We have analyzed the returned questionnaires by the SPSS17 edition of statistics software, and have confirmed the supposition by the mean value, the standard deviation, the t-test, the one-way ANOVA, the Pierson correlation analysis and the hierarchical regression analysis. In view of the influence factors of the turnover intention for the nursing staffs: self-efficacy, organizational commitment, job stress, job satisfaction and burnout ...ect. We have confirmed the results by the statistical analysis as follows:
1. Self-efficacy natively affects on turnover intention.
2. There is relationship between organization commitment and turnover intention (Affective commitment and continuance commitment natively affects on turnover intention¡FNormative commitment positively affects on turnover intention).
3. There is relationship between job stress and turnover intention (Job demand positively affects on turnover intention).
4. Job satisfaction natively affects on turnover intention.
5. There is relationship between burnout and turnover intention (Emotional exhaustion positively affects on turnover intention).
6. There is remarkable difference between the nursing staffs¡¦ age and turnover intention. There is remarkable difference between the nursing staffs¡¦ work change and turnover intention.
7. The organization commitment is the determinants of the nursing staffs¡¦ turnover intention.
8. Self-efficacy, organization commitment, job stress, job satisfaction and burnout are related to one another.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0825111-014104 |
| Date | 25 August 2011 |
| Creators | Hu, Pei-lan |
| Contributors | Ing-Chuang Huang, Pey-Lan Du, None, Ying-Chun Li |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0825111-014104 |
| Rights | user_define, Copyright information available at source archive |
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