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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/67973

    Title: 護理人員組織承諾與專業承諾對離職傾向與離業傾向的影響;The effect of organizational and professional commitment on intention to leave organization and profession among nurses
    Authors: 謝有菱;Hsieh,Yu-Ling
    Contributors: 人力資源管理研究所在職專班
    Keywords: 組織承諾;專業承諾;離職傾向;離業傾向;organizational commitment;professional commitment;intention to leave organization;intention to leave profession
    Date: 2015-07-13
    Issue Date: 2015-09-23 10:06:11 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 在台灣,護理人員的高流動率導致人力缺口,不論是社會環境對醫療的不確定性、醫療工作的高危險性、還是健保制度造成醫療院所訴求低成本高品質化,另外還有輪班及評鑑制度的壓力等,直接或間接地影響台灣護理生態,呈現護理人力短缺、離職率高、且不從事護理工作者,逐漸有增加的趨勢。本研究欲深入著墨護理人員本身的專業承諾與對醫療院所的組織承諾間的相互關係,藉此討論組織承諾、專業承諾是否影響離職及離業傾向,又其組織承諾、專業承諾是否扮演著干擾的角色。
    ;High turnover rate in nursing staff leads to the nursing workforce insufficiency in Taiwan. It directly or indirectly affected nursing ecology that the uncertainty of social environment, high diseases infection rates in medical environment, the budgetary constraints caused by National Health Insurance (NHI) implementation and pressure of working in shifts and hospital accreditation end in nursing workforce shortage, high turnover rate and low recruitment. This study investigated if the correlation between professional commitment and organizational commitment has effect on intention to leave organization/profession and further examined the moderating effect of professional commitment and organizational commitment.
    We adapt a cross-sectional research design with accidental sampling. The survey conducting in divergent positions and divisions among public and private hospitals in Taiwan, the data was collected from both paper and electronic questionnaires and participants were all nurses. A total of 423 valid questionnaires were received, using SPSS software for data analysis comprising descriptive statistics, factor and reliability analysis, Pearson correlation tests, analysis of covariance , linear regression analysis and the proposed model test.
    Our findings revealed that (1) organizational commitment has a negative effect on intention to leave organization (2) professional identity, professional loyalty and risk of leave profession strengthen the negative relationship between organizational commitment and intention to leave organization (3) professional identity and professional loyalty has a negative effect on intention to leave profession (4) organizational commitment strengthen the negative relationship between professional loyalty, risk of leave profession and intention to leave profession.
    The findings of this study provide hospital administrators with the insight of the key factors of nurse turnover. There are some implementations providing in this study for nursing administrators to decrease nurses’ turnover intention, to improve the quality of nursing workplace and to increase nurses’ professional commitment.
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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