护士组织职业生涯管理与组织承诺的相关性研究

目的:了解三级甲等医院护士组织职业生涯管理、组织承诺的现状及两者关系。方法:采用两阶段分层随机抽样方法,使用组织职业生涯管理和组织承诺问卷对4所三级甲等医院的600名临床护士进行调查。结果:护士感知到的组织职业生涯管理总均分为(2.95±0.50)分;护士组织承诺总均分为(3.34±0.45)分,不同年龄、护龄、班次、职称、职务、任职方式、月收入的护士得分差异有统计学意义(P<0.05);护士组织职业生涯管理及其各维度得分与组织承诺得分呈显著正相关(P<0.01);分层回归分析显示,控制人口学变量后,组织职业生涯管理可独立预测组织承诺的21.0%。结论:医院应重视护士的职业生涯管理,并从组织层面采取有效的职业生涯管理措施,可提高护士组织承诺,从而稳定护理队伍,留住优秀护理人才。

Study on the relationship between nurses' organizational career management and organizational commitment

Objective： To investigate nurses＇ organizational career management and organizational commitment in grade- three class-A hospitals, and analyze the relationshilb between them. Methods： A total of 600 nurses were recruited by a two-stage stratified random sampling method from 4 grade-three class-A hospitals. They were investigated with nurses＇ organizational career management questionnaire and organizational commitment scale. Results： The mean scores of nurses＇ organizational career management and organizational commitment were 2.95±0.50 and 3.34±0.45, respectively. There were significant differences in the scores of organizational commitment in nurses with different age, length of work, shifts, professional titles, positions, employed way, and monthly income. Nurses＇ organizational career management was positively correlated with organizational commitment （P〈0.01）. After controlling demographic variables, the overall status of organizational career management could explain 21.0% of the variances of organizational commitment. Conclusions： It is suggested to pay close attention to nurses＇ organizational career management and take effective measures to improve nurses＇ organizational commitment so as to stabilize the nursing team and retain excellent nurses.