| Summary: | 博士 === 國立臺灣大學 === 醫療機構管理研究所 === 97 === Objectives: To explore: 1. attitudes of nursing staffs toward job perception and turnover intention; 2. the relationship among demographic factors, job factors, job perception, other job opportunities and turnover intention of nursing staffs by structural equation modeling; 3. the relationship between each factor mentioned above and identified leaving job of nursing staffs by collecting the data of really leaving job within six months from the survey of questionnaire.
Methods: Nursing staffs of regional, district hospitals and clinics in Taipei County were enrolled in the survey, in which 1,767 self-administered questionnaires had been collected, with a response rate of 64.84% (2,725 questionnaires sent out). The data was analyzed by basic descriptive analysis, correlation analysis, analysis of variance and structural equation modeling respectively, with confirmatory factor analysis and path analysis to explore the relationship among above factors and turnover intention. Logistic regression was applied to check the relationship between each factor and identified leaving job.
Results: 1. Nursing staffs have a lower level of job perception and a higher level of turnover intention. 2. Job perception is a significant and negative predictor of turnover intention (coefficient β: -0.328); Other job opportunities is a significant and positive predictor of turnover intention (coefficient β: 0.310). The lower the level of job perception is; the higher the level of other job opportunities is, and the higher the level of turnover intention is. Among all demographic and job factors, education status, whether the job is formal or not, whether the staffs are rookies in the nursing profession or not, and whether the staffs have a night-shift work (instead of a daytime work) or not are significant factors in the model of turnover intention. Nursing staffs with a higher education level, with a formal job, and with a daytime work grossly have a lower level of turnover intention. Nursing staffs who are rookies in the nursing profession have a higher level of turnover intention. In contrast the other demographic and job factors including age, sex gender, marriage status, beliefs of religions, working situations (public or private hospitals), the scale of hospitals (large or small), and spending time in going to work are not important predictors to turnover intention. 3. In the model of identified leaving job, both turnover intention and other job opportunities are significant and positive predictors of identified leaving job; job perception is a significant and negative predictor of identified leaving job. However the effect of items in both demographic and job factors to identified leaving job seems insignificant. Turnover intention is the strongest predictor (Odds Ratio: 3.1566) of identified leaving job; the secondary is other job opportunities. (Odds Ratio: 1.4493)
Conclusions: The mechanism for the complex effects of all factors to turnover intention and identified leaving job of nursing staffs is multi-factorial and also multi-level, including direct and indirect pathways. In addition to job perception, other job opportunities will be taken into consideration for nursing staffs in deciding to leave their jobs. Nursing staffs with a higher perception of easily obtaining other job opportunities have a higher level of turnover intention and are subject to real actions of leaving job. Leaving job of nursing staffs is an important issue to the management of health care organizations. This study may serve as a reference and utility for nursing staffs and medical managers who focus on researching or solving this problem.
|
|---|
