应用心理学本科生的专业承诺与成就目标、学习观的关系

目的探讨应用心理学专业本科生的专业承诺与成就目标、学习观的关系。方法以136名一至四年级应用心理学本科生为调查对象进行问卷调查。结果①该专业本科生的总体专业承诺水平处于中等偏上水平,主要体现在规范承诺和情感承诺上,成就目标主要定位于掌握一趋近目标,学习观以积极建构为主;②该专业本科生专业承诺的情感承诺维度存在明显的年级差异,表现为大二年级明显低于大一和大三年级的“低谷现象”;③该专业本科生的专业承诺与掌握一趋近目标和成就一趋近目标关系密切。结论高等学校可以采取积极措施提升大学生的专业承诺,以促进大学生专业素质的不断提高。     

临床护士组织承诺与离职意愿的相关分析

[目的]了解锦州市三级甲等医院临床护士组织承诺及离职意愿的现状,探讨组织承诺对离职意愿的影响.[方法]采用便利抽样法对锦州市某3所三级甲等医院598名护士进行组织承诺与离职意愿的问卷调查.[结果]临床护士离职意愿得分为（17.61±2.58）分,组织承诺得分为（73.56±8.69）分,组织承诺与离职意愿呈负相关;护士离职意愿水平受科室、职称、学历、年龄、月收入、护龄等人口学特征的影响.[结论]提高护士的组织承诺水平,可以有效地降低临床护士的离职行为,是促进护理队伍健康发展的重要手段.     

护士组织承诺对职业倦怠的影响

目的：探讨护士组织承诺对职业倦怠的影响。方法：对432名临床护士进行组织承诺和职业倦怠调查,采用Pearson相关分析法和分层回归分析法探讨两者的相关性。结果：①护士组织承诺和职业倦怠总分分别为（2.12±0.41）分和（3.91±0.55）分;②Pearson相关分析显示,职业倦怠与组织承诺各维度得分呈显著负相关（P〈0.05）;③分层回归分析显示,年龄、组织承诺均为护士职业倦怠的影响因素。结论：护士组织承诺水平有待提高,职业倦怠严重,可通过提高护士组织承诺减少护士职业倦怠。     

护理人员情绪智力、工作嵌入与组织承诺之间关系的研究

目的：探讨护理人员情绪智力与组织承诺之间的关系,并检验工作嵌人在二者之间的中介效应。方法：采用横断面问卷调查,收集有效问卷449份,采用线性阶层回归分析法进行统计学分析。结果：护理人员情绪智力与工作嵌入（r=0．22,P〈O．01）、组织承诺（r=0．43,P〈0．01）呈积极的正相关,工作嵌入与组织承诺呈积极的正相关（r=0．47,P〈0．01）;工作嵌入在情绪智力与组织承诺之间具有中介效应。结论：高情商护士能积极地嵌入和依附于医院组织,其拥有更多的组织归属感;护士的情绪智力水平可以通过提升其工作嵌入水平,进而提升他们对医院的组织承诺水平。     

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。     

Organizational commitment, work environment conditions, and life satisfaction among Iranian nurses

Employee commitment to the organization is a crucial issue in today's health-care market. In Iran, few studies have sought to evaluate the factors that contribute to forms of commitment. The aim of this study was to investigate the relationship between nurses' organizational commitment, work environment conditions, and life satisfaction. A cross-sectional design was utilized. Questionnaires were distributed to all the staff nurses who had permanent employment (with at least 2 years of experience in nursing) in the five hospitals affiliated to Birjand Medical Sciences University. Two hundred and fifty participants returned completed questionnaires. Most were female and married. The correlation of the total scores of nurses' affective organizational commitment and work environment conditions indicated a significant and positive relationship. Also, a statistically significant relationship was found between affective organizational commitment and life satisfaction. The implementation of a comprehensive program to improve the work conditions and life satisfaction of nurses could enhance their organizational commitment.     

Pregnancy Loss and Distress Among U.S. Women

Although pregnancy loss—especially miscarriage—is a relatively common experience among reproductive‐aged women, much of our understanding about the experience has come from small clinic‐based or other nonrepresentative samples. We compared fertility‐specific distress among a national sample of 1,284 women who have ever experienced a stillbirth or miscarriage. We found that commitment/attachment to pregnancy that ended in loss as well as current childbearing contexts and attitudes were associated with distress following pregnancy loss. Practitioners working with women or couples who have experienced pregnancy loss should be aware of the importance of characteristics associated with higher distress, such as whether the pregnancy had been planned, recency of the loss, no subsequent live births, having a medical explanation for the loss, a history of infertility, current childbearing desires, importance of motherhood, and locus of control over fertility.     

Professional Commitment, Patient Safety, and Patient-Perceived Care Quality

Purpose: To examine how professional commitment influences patient safety and patient-perceived care quality.
Design: Investigators for this study used a cross-sectional design with questionnaires. A total of 348 pairs of nurses and inpatients were contacted at two medical centers in Taiwan during the period from August 2007 to January 2008, yielding 284 pairs of completed questionnaires.
Methods: Frequencies of six adverse patient events were used to measure patient safety; and the Service Quality Scale was used to measure patient-perceived care quality. Four items of the Professional Commitment Questionnaire were used to measure professional commitment. Regressions were used for the analyses.
Findings: Professional commitment positively influenced overall patient safety (ß=.19, p =.00) and overall patient-perceived care quality (ß=.13, p =.03). Furthermore, professional commitment positively influenced all patient safety indicators (ß≥.12, p ≤.04), except frequency of nosocomial infections, the coefficient of which reached borderline significance (ß=.11, p =.07). Professional commitment also positively influenced care quality in terms of responsiveness (ß=.16, p =.01) and empathy (ß=.14, p =.03).
Conclusions: Professional commitment may enhance patient safety and patient-perceived care quality.
Clinical Relevance: This study indicates that nurse professional commitment can enhance patient safety and patient-perceived care quality.     

精减整编下军医大学教师组织承诺调查研究

采用调查问卷的方法对我校教师面临部队精减整编情况下的组织承诺进行因素分析，发现教师的组织承诺感较高，其中努力承诺、感情承诺、价值承诺较高，而留职承诺相对较低。并结合现状探讨精减整编情况下如何提高军医大学教师的留职承诺。