Study on the Correlation of Nursing Staff’s Working Pressure, Job Satisfaction, Organizational Commitment with Their Turnover Intention

• Main Authors: Yu-Ching Tsai Lee, 蔡李玉卿
• Other Authors: 曾信超
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/5987x3

碩士 === 長榮大學 === 高階管理碩士在職專班(EMBA) === 97 === Abstract Nursing staff are the main labor power of medical industry and important asset of hospitals. The working pressure of nursing staff will lead to high dimission rate, which will affect the cost of hospitals, the working moral of nursing staff, and nursing quality. For the dimission tendency of stuff, two important attitudes that are often discussed in organizational behaviors are job satisfaction and organizational commitment. Only satisfied workers will have commitment to organizations. Therefore, the working pressure, job satisfaction and organizational commitment of nursing staff have correlation with their turnover intention. The study aims to discuss the correlation between the working pressure, job satisfaction and organizational commitment of nursing staff with their Turnover Intention. The nursing staff totally 662 of three teaching hospitals in Tainan area was selected as research objects. The research results shows： 1.Nursing staff’s different personal property variables have obvious differences for their working pressure, job satisfaction, organizational commitment, and turnover intention . 2.Nursing staff’s working pressure appeared obvious negative correlation with their job satisfaction and organizational commitment, and appeared obvious positive correlation with their turnover intention . 3.Nursing staff’s job satisfaction and organizational commitment appeared obvious negative correlation with their turnover intention . 4.Nursing staff’s job satisfaction appeared obvious positive correlation with their organizational commitment. 5.Job satisfaction and organizational commitment have obvious interference effect on turnover intention affected by working pressure. 6.Compared with unmarried persons, married nursing staffs have lower working pressure; higher job satisfaction, obvious larger organizational commitment, and lower turnover intention. 7.Nursing personnel who have younger ages, shorter years of service, and lower job position generally have lower job satisfaction and organizational commitment than those with elder ages and longer years of service. The working pressure and turnover intention of nursing staff in medical center are higher than regional hospitals and local hospitals, and they also have lower job satisfaction and organizational commitment.