The Study of Nursing staff''s Job satisfaction、organizational Commitment and Turnover ---Take nursing staff of Yi-Lan County as an example

• Main Authors: Mei-Yun Niu, 牛美雲
• Other Authors: 鍾國彪
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/50458778063813124951

碩士 === 國立臺灣大學 === 醫療機構管理研究所 === 93 === The purpose of this study is to understand: first, the relationship of nursing staff’s job satisfaction and organizational commitment of the Yilan county; second the relationship between nursing staff’s working satisfaction and intension to stay, between organizational commitment and intension to stay; third, the relationship of the nursing staffs’ work satisfaction and organizational commitment on intention to stay and or leave. This study is a cross sectional survey by mailing questionnaires to those nurses who attends to nurse''s society Yilan county. The data collection period started from 1st April to 23rd April 2005. There are totally 1700 questionnaires out of 2,302 members. The contents includes three major parts: the job satisfies measures、organization''s commitment measures and intention to stay or leave measures. There are 1179 samples replied, but 1049 of them were valid with a response rate of 61.7%. The statistical software SPSS (11.5 version) was applied for the data analysis. The statistics method included reliability analysis, validity analysis, factor analysis, descriptive analysis, correlation analysis, and multiple regression analysis. The study found that：(1) organizational commitment has a positive correlation with job satisfaction; (2) the higher the degree of nursing staff''s job satisfaction in working achievement and wages welfare, the higher the intension to stay. From regression analysis, adjusted R2 value is 26.9% (F13,1009,P< 0.000); (3) the higher the nursing staff’s degree in continuing commitment and emotional commitment, It show it become item by oneself to in accordance with becoming because there aren''t item, higher the intension to stay. From regression analysis, adjusted R2 is 32.5% (F17, 1031, P<. 000); (4) three variables had significant relationship with intension to stay that included satisfaction with welfare of the wages, continuing commitment and, emotional commitment; (5) three personal characteristics: age, working duration, and position had significant relationship with intension to stay . There are two parts of recommendation from studying findings. Regarding hospital administrators and nursing society''s council of the county, it is essential to improve job satisfaction for the nursing staff of Yilan county. Next, it is better to offer on-the-job training opportunity and provide multiple systems for encouraging advanced study. Finally, it is necessary to build and construct a good channel of consulting trader of communication. Regarding future research, it might be helpful to explore in depth the factors behind job satisfaction and organizational commitment by quantitative or qualitative approaches; it would be better off to extend to broader area or provide hospital profiles in given samples; after all, there are rooms for improvement in model construction and verification. Structural equation model could be an alternative approach combining factor analysis and path analysis to elaborate the relationship among those variables.