Explore The Intention of Clinical Nursing Staff Job Fit, Job Satisfaction and Organization Retention
| Autor: | CHEN,CHIEN-NI, 陳倩妮 |
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| Rok vydání: | 2015 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 103 The present study aims to explore the applicability of the theory of job adjustment in nursing fields, and to explore the relationships of job fit, job satisfaction and organization retention in nurses in Miaoli County in Taiwan. Participants were 281 nurses from two accredited excellence hospital in Miaoli County. A total of 257 participants completed all questionnaires, with a response rate of 81.46%. The sample data were analyzed by using frequency, percentage, t test, one-way ANOVA, pearson’s product-moment correlations and structural equation modeling implemented in SPSS 20.0 and Amos 5.0. The results revealed several findings as follows: 1. Four factors are extracted from the Job Adjustment Scale of Clinical Nursing Staff—"the Fit of Personal Ability and Ability Requirements", "the Fit of Personal Values and Reinforce Pattern", "Intrinsic Satisfaction" and "Extrinsic Satisfaction". The scale shows an acceptable reliability (Cronbach’s α ＝ .974). 2. The structural equation modeling indicated that the correlations of organization retention of clinical nursing staffs with Extrinsic Satisfaction are highest (β = .31, p < .001), followed by marriage (β = .25, p < .001), followed by the Fit of Personal Values and Reinforce Pattern (β = .21, p .05), seniority (β = .16, p > .05), salary (β = .05, p > .05), Intrinsic Satisfaction (β = .02, p > .05) and the Fit of Personal Ability and Job Requirements (β = .08, p > .05) are non-significant. Conclusions： Nursing manpower shortage is a global problem. The results of this study indicated that the wills of organization retention achieve in stable stages in nurses older than 30 years of age, service years exceeding five years or in married nurses. This study suggested that if a hospital would retain a clinical nurse to service at least five years, the hospital nursing supervisors should concern the fit of personal values and salary reinforcement and extrinsic satisfaction, in other words, individual’s values should in congruence with work salaries. In addition, the extrinsic satisfaction of elastic salary adjustment, fair promotion opportunities and flexible working arrangements should be emphasized. Furthermore, the instrument designed in this study— the Job Adjustment Scale for Clinical Nursing Staff is a reliable and valid scale for the assessment of the job adjustment of clinical nursing staffs. The scale can be used in futrther study as a tool for assessing the will of retention in nurses. Final, in further study the model is suggested to include more factors such as work-family confict, personality traits and salary increases to make the theoretical framework more completed. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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