护士工作嵌入与离职意愿的相关性研究

目的 了解护士工作嵌入、离职意愿现状,探讨两者之间的关系.方法 抽取哈尔滨市5所医院的307名护士,采用工作嵌入量表、离职意愿量表进行调查.结果 护士工作嵌入平均得分3.15±0.47,以社区匹配维度得分最高,组织联结维度得分最低;离职意愿平均得分2.71±0.61,3个维度中离职意愿Ⅲ（获得外部工作的可能性）得分最高;工作嵌入各维度与离职意愿存在显著负相关（P＜0.05,P＜0.01）.组织牺牲、组织匹配、社区联结可以作为预测护士离职意愿的主要因素.结论 护士离职意愿处于较高水平,护理管理者应重视护士需求,适当授权以提高护士工作嵌入度,降低其离职意愿.

A study of relationship between job embeddedness and turnover intention of nurses

Objective To investigate nurses＇ job embeddedness and turnover intention and to analyze the correlation between them. Methods Totally, 307 nurses working in 5 hospitals of Harbin were enrolled by using convenience sampling method. Research in- struments used in this study had three parts, including demographic questionnaire, iob embeddedness scale and turnover intention scale. Results The mean score of job embeddedness of the nurses was （3. 15± 0.47）. The score of community matching was the highest, while the score of organization links was the lowest in the job embeddedness scale. The mean score of nurses＇ turnover in- tention was （2.71±0.61）, and the score of the nurses＇ turnover intention Ⅲ （possibility of getting outside work） was the highest. The six subscales of job embeddedness were negatively correlated with turnover intention （P-C0.05, P〈0.01）. The predictors of turnover intention of nurses were organization sacrifice, organization matching and community links. Conclusion The turnover inten tion is relatively high in nurses. Administrators should pay full attention to the demands of nurses, entitle nurses some authority to promote job embeddedness, and reduce their turnover intention in order to stabilize nursing staff.