| Popis: |
Nuses' intention to leave the organization or occupation, especially that of newly graduated nurses, has been the most important issue. If this trend continues, 15,900nurses will be needed in 2010. The purpose of this study was to investigate the relationship between organizational climate, organizational commitment, and intention to leave the organization to prevent newly graduated nurses from leaving their organizations. A self-administered questionnaire was distributed to 167 newly graduated nurses, sixty-one of whom (36.5%) mailed the questionnaire anonymously. Fifty participants had completed the questionnaire including items on demographics, intention to leave the organization, organizational climate, and orfanizational commitment. The mean age was 22.3 years, 19 of them (38.0%) had completed a three-year diploma program in nursing. Only one of them was married. They had worked for an average of 5.2 ± 0.6 months; an average 5.2 ± 2.9 times per month on the night shift, and an average of 6.7 ± 6.4 overtime hours per week. They were working in hospitals with an average of 406 ± 349 beds, half of them in government hospitals. Traditional organizational climate was negatively associated with intention to leave the organization. Path analysis was performed to test the fit of the causal model to the data. As a result, fit of the hypothesized model to the data was considered adequate: chi-square fit statistic (χ²) = 8.48, DF = 8, p = 0.205, the adjusted goodness-of-fit statistic (AGFI) = 0.848, the goodness-of-fit statistic (GFI) = 0.957, the root mean square error of approximation (RMSEA) = 0.087, and CFI = 0.966. It was found that intention to leave was indirectily influenced by traditional organizational climete through the intervening effect of organizational commitment. |
