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.     

专业素养培训对本科实习护生临床实践行为及专业承诺的影响

目的探讨专业素养培训对本科实习护生临床实践行为及职业承诺的影响。方法对341名本科实习护生实施专业素养培训,包括岗前职业教育、职业技能培训、双导师负责制、护生管床制、实习大讲堂、护生风采展示。实习结束时采用临床实践行为问卷、护理专业承诺问卷进行调查。结果本科实习护生临床实践行为得分为3.81±0.65,护理专业承诺得分为84.67±13.74,显著高于国内常模(P<0.05,P<0.01)。结论专业素养培训有助于培养具有较高临床实践行为水平及稳定专业承诺意向的本科护生。     

588名本科护生职业认同及影响因素研究

目的 了解新冠疫情下本科护生职业认同现状及其影响因素。方法 采用一般情况调查表、职业认同量表、护生专业承诺量表对安徽某院校的588名本科护生进行调查。结果 职业认同总分为（58.17±11.27）;护生专业承诺总分为（86.55±20.01）;职业认同与专业承诺呈显著正相关（r=0.790,P<0.05);专业承诺总分、“有无您崇拜的护理前辈或老师”、“如果有机会,您是否会调换专业”两条目得分对职业认同有影响。结论 新冠疫情下本科护生职业认同处于中等水平且受多种因素影响。     

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.     

Intent to sustain use of a mental health innovation by school providers: What matters most?

Despite innovations being routinely introduced in schools to support the mental health of students, few are successfully maintained over time. This study explores the role of innovation characteristics, individual attitudes and skills, and organizational factors in school providers’ decisions to continue use of Centervention, a technology-based tool that supports implementation of evidence-based mental health interventions (EBIs). Data were collected from 44 providers through online surveys following use of Centervention over a one-year period. When considered with individual and organizational factors, experience with Centervention (usability, usefulness and satisfaction) was found to be the most influential predictor of intent to sustain use. Results reinforce the importance of (1) differentiating between factors that predict initial adoption vs. those that enable sustainability and (2) tailoring sustainability decision models to the nature of the innovation. They also support the need to incorporate strategies to enhance provider experience during implementation of an innovation.     

Expected roles and utilization of specialist nurses in Japan: the nurse administrators’ perspective

onishi m. & kanda k. (2010) Journal of Nursing Management 18, 311–318
Expected roles and utilization of specialist nurses in Japan: the nurse administrators’ perspective Aim This study explored (1) expected roles for specialist nurses in Japan and (2) nurse administrators’ experience-based management strategies for effective implementation of these roles. Background In Japan, specialist nurses have begun to be recognized as valuable human resources. However, managerial issues in utilizing specialist nurses, including unclear roles and lack of reports on effective management strategies, remain. Method Three focus-group discussions were conducted. Nine nurse administrators participated. Data were analysed using qualitative content analysis techniques. Results The expected roles for specialist nurses were: (1) facilitating general nurses’ learning; (2) monitoring and improving the patient care standard; and (3) developing new roles for nursing. Two management strategies were: (1) enhancing specialist nurses’ influence, and (2) enhancing specialist nurses’ motivation. Conclusions Specialist nurses are important human resources able to assume responsibility for process improvement in nursing care. Effective ways to enhance specialist nurses’ influence and motivation include developing their management and communication skills, and coordinating their workload and relationships with other health care professionals. Implications for Nursing Management Process improvement indicators may be useful for evaluating specialist nurses’ work. Nurse administrators can contribute to effective implementation of specialist nurses’ roles not only by clarifying their roles but also by empowering them to keep up with changing organizational needs.     

The mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behaviours

gilbert s. , laschinger h.k.s. & leiter m (2010) Journal of Nursing Management 18, 339–348
The mediating effect of burnout on the relationship between structural empowerment and organizational citizenship behaviours Aim We used Kanter’s (1977) structural empowerment theory to examine the influence of structural empowerment and emotional exhaustion on healthcare professionals’ use of organizational citizenship behaviours directed at the organization (OCBO) and peers (OCBI). Background Organizational citizenship behaviours (OCB) are discretionary behaviours that are not rewarded directly by the organization but have been linked to positive outcomes, such as increased job satisfaction and lower turnover intentions. Promoting OCB can help employees and organizations flourish despite current challenges in the healthcare system. Structural empowerment may influence the frequency and type of OCB by reducing burnout. Method We conducted multiple mediated regression analyses to test two hypothesized models about relationships between empowerment, emotional exhaustion and two types of OCB (OCBI and OCBO) in a sample of 897 healthcare professionals in five Canadian hospitals. Results Emotional exhaustion was found to be a significant mediator of the relationship between empowerment and OCBO. The predicted mediation of the empowerment/OCBI relationship by emotional exhaustion was not supported. Conclusions Exhaustion was an important mediator of empowering working conditions and OCBO, but was not significantly related to OCBI. Empowerment was significantly related to both OCBO and OCBI. Implications for nursing management Promoting empowerment among healthcare workers may decrease burnout and promote OCB. Specific managerial strategies are discussed in the present study.