| Objective To investigate organizational commitment and turnover intention of nursing staff from 12 different hospitals in Changsha, to explore the factors which have influence on organizational commitment and to identify the relationship between organizational commitment and turnover intention.Methods A descriptive correlative design was used in this study. 515 clinical RN (registered nurse) sampled from 12 different hospitals of Changsha were investigated by a grade random sampling method from January to April 2006. Three instruments were employed for data collection. Demographic Information Sheet used to collect subject's individual characteristics (including demographic information and the relative information of their affiliation) ; Chinese Organizational Commitment Questionnaire designed to investigate such five commitment as affective commitment, ideal commitment, normative commitment, opportunity commitment and economical commitment, and Turnover Intention Questionnaire planed to measure the turnover intention of nursing stuff, The internal consistency were examined and resulted in Cronbach'sα0.75 for Chinese OCQ and 0.85 for TIQ respectively in 30 nurses who met the criteria before this study. Descriptive analysis, multiple linear stepwise regression and Pearson correlation analysis were performed using by the Statistical Package for Social Science (SPSS 11.5)Results1. Socio-demographic profile of nursing staffs: 515 nurses surveyed came from 12 different hospitals in Changsha city, among them, 440 from 9 government hospitals (the third-rank hospital: 217, the second rank hospital: 150, the first-rank hospital: 73), 75 from 3 nonpublic hospitals; Nurses aged in twenties are overwhelming in the distribution of age, that is 336 cases, accounting for 65.24%; The proportion of the married equal to those unmarried (48.93%, 51.07%) , associate degree is prominent in the educational background of nurses, there are 336 cases hold this degree, accounting for 61.36%, the master degree is abscent in the suevey; From the aspect of the length of service, the number of nurses working for from more than 1 to less than 15 years is 440, accounting for 78.45%; In professional title structure, nurse assistant and primary nurser take up a large proportion, that is 47.77% and 34.95% respectively. There are 74.6% of nurses whose annual income are more than 10000 yuan and less than 28000 yuan, ranked moderately; Employment relationship survey shows there are 253 registered nurses (49.13%) and 262 contract nurses (50.87%)2. Current status of organizational commitment: The general score of organizational commitment is 65.01±10.16, the value of index is 65.01%, among 5 dimensionals normotive committment scores highestly, that is 15.53±2.56, the index value is 77.75%, economical commitment scores lowestly, that is 10.78±3.26, index value: 54.0%, the rest are affection commitment (14.05±3.04, 70.25%) , ideal commitment (13.80±2.98, 69%) and opportunity commitment ( 10.96±2.89, 54.75%) respectably.3. Analysis on turnover intention of nursing staffs: The general score of turnover intention is 15.45±3.58, the value of index is 64.37%, 8 in 9 Socio-demographic characteristic excepe for the ownership of hospitals have an influence on the turnover intention, they are marriage status, age, educational background, length of service, professional title, employment relationship and the rank of hospitals. Differences from these 8 aspects are siganificant statistically (P＜0.05).4. Influential factors of organizational commitment:①Monofactorial analysis shows that affection commitment increases with the age, length of service and professional title of nursing staffs, moreover, registered nurses super contract nurses in affection commitment, but, contract nurses from nongovernment hospitals surpass those from government hospitals in affection commitment. Multiple correlation analysis shows: there are 5 factors which influence the score of affection commitment, ranked decendantly as follows: The ownership of hospitals, the rank, professional title, length of service and age.②The diference of score of normotive commitment among different rank hospital is stastictically significant, the third-rank hospital is superior to the others respectively.③The score of ideal commitment increases following the rank of hospitals, however, it decreases when the educational level upgrades. After we set the employment relationship as a controlled variable, the result shows contract nurses from nongovernment hospitals have a higher ideal commitment than those from government hospitals. Multiple correlation analysis shows: There are only two factors influencing the score of ideal commitment, e.g, the rank of hospitals and the ownership.④There are 8 personal characteristics except for educational background influencing economic commitment in monofactorial analysis. Economical commitment takes on a trend of increasing along with age, length of service, professional title, annual income and the rank of hospitals, at same time, the score of economical commitment of married nurses overtops that of unmarried, those from government hospitals surpass those from nongovernment hospitals. Multiple correlation analysis shows: There are 6 factors influencing the score of economic commitment, ranked decendantly as follows: Employment relationship, age, the rank of hospital, length of service, professional title and annual income.⑤Monofactorial analysis shows that there are 7 personal characteristics except for professional title and annual income influencing opportunity commitment. Opportunity commitment assumes a trend of increasing along with age, length of service and the rank of hospitals, but opposite change with educational background, morover, higher is the score of opportunity commitment in married nurses than unmarried, nurses in government hospitals than those from nongovernment hospitals, registered nurses than contract nurses. Multiple correlation analysis shows: There are 5 factors influencing the score of opportunity commitment, ranked decendantly as follows: Employment relationship, length of service, the rank of hospital, age and educational background.5. The relationship between organizational commitment and turnover intention: Correlation analysis shows: Affection commitment, normotive commitment and ideal commitment are significantly negative correlated to turnover intention while economic commitment and opportunity commitment are positive correlated to turnover intention. Multiple liner stepwise regression analysis show, affection commitment and opportunity commitment are the siganificant variables influencing turnover intention.Conclusion:1. The general organizational commitment of nursing staffs in Changsha is ranked in the higher-level, among 5 categores, normotive commitment is the highest.2. Personal feature have an influence on affection commitment, ideal commitment, economic commitment and opportunity commitment. The influential factors of affection commitment are the ownership of hospitals, the rank, professional title, length of service and age. The influential factors of ideal commitment are the rank of hospitals and the ownership. The influential factors of economic commitment are employment relationship, age, the rank of hospital, length of service, professional title and annual income. The influential factors of opportunity commitment are employment relationship, length of service, the rank of hospital, age and educational background.3. Affection commitment and opportunity commitment have the most influence on turnover intention among 5 categories of commitment. Staffs of affection-type are the most imposible group to quit while those of opportunity-type are the opposite most impossibly to quit.
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