组织承诺作为护理人员离职预测变量的国外研究综述

摘要

尽管有证据表明组织承诺是一个可靠的预测变量,但在护理人员离职研究中没有被经常选用。通过对组织承诺与离职研究背景、组织承诺概念背景进行了回顾并对组织承诺和工作满意度作为护理人员离职预测变量进行了比较,结果表明：组织承诺对护理人员离职有强大的间接预测能力;组织承诺比工作满意度有更强的预测能力。结论：在护理人员离职调查研究中组织承诺是一个有用的预测变量;组织承诺变量应该经常用于护理人员离职调查研究。%Organizational commitment is not routinely selected as a predictor variable in nursing studies,although the evidence suggests that it is a reliable predictor.This paper reviewed the background of organizational commitment and turnover,the conceptual context of organizational commitment and compared the organizational commitment and job satisfaction as predictor variables in nursing turnover studies.Results indicated robust indirect predictability of organizational commitment,with greater predictability by organizational commitment vs job satisfaction.Conclusion： Organizational commitment is a useful predictor of turnover in nursing research studies.The organizational commitment variable should be routinely employed in nursing turnover research studies.