| Objective:1. To explore and conform the structure of psychological contract of Chinese nursing staff aiming to provide an empirical evidence for domestic study on psychological contract theory;2. To study the influence of psychological contract on turnover intention of nursing staff and the influence of demographic variables on psychological contract of nursing staff aiming to provide theoretical foundations for measures and solutions to effective management of turnover intention and improvement of working initiative of nursing staff .Methods:1. The first part analyzed the structure of psychological contract of nursing staff, which was divided into two phases. One was on the forming of questionnaires. The items were collected by literature review, interview and open research and developed based on a pre-study carried out among 186 nurses who came from 9 different hospitals in the central, eastern and southern area of China through convenience sampling with random cluster sampling, and item analysis and exploratory factor analysis were used.Another was on the formal study. Similarly, questionnaires were conducted in 402 nurses, some statistical methods such as exploratory factor analysis, confirmatory factor analysis, path analysis and correlative analysis were used.2. The second part was on the study of the influence of psychological contract on turnover intention of nursing staff and the influence of demographic variables on psychological contract of nursing stafff. some statistical methods such as descriptive statistics analysis, t-test, ANOVA, correlative analysis and regression analysis were used. Results:1. Exploratory factor analysis showed: a questionnaire of the psychological contract of nursing staff with the obligations of hospital and nurses comprising three dimensions was developed. The additive contributing rate of the first three principal components (pc) amounted to 59.61% and 63.49% respectively with the principal component analysis;2. Confirmatory factor analysis showed: the index of fitness of three-dimensional structure model of the obligations of hospital and nurses such as x 2/df, GFI, PGFI, NFI, NNFI, IFI, SRMR, RMSEA were 2.48, 0.86, 0.68, 0.96, 0.97, 0.98, 0.05, 0.07 and 3.05, 0.85, 0.64, 0.94, 0.95, 0.96, 0.06, 0.09 respectively;3. Reliability analysihs showed: Cronbach's alpha coefficient of the obligations of hospital and nurses for overall scale were 0.943 and 0.921, while they ranged from 0.808 to 0.900 for each dimension respectively. Guttman Split-half reliability coefficient for overall scale was 0.894 and 0.828, while they ranged from 0.704 to 0.869 for each dimension respectively. Test-retest reliability coefficient for overall scale was 0.914 and 0.821, while they ranged from 0.786 to 0.856 for each dimension respectively;4. Validity analysis showed: Construct validity: the index of fitness of the obligations of hospital and nurses had been stated in the result of confirmatory factor analysis before. Besides, correlation coefficient of each item with its responding dimension ranged from 0.476 to 0.856, significant statistical differences were found between them (p<0.01). Content validity: correlation coefficient of each dimension with overall scale scores ranged from 0.772 to 0.931, significant statistical differences were found between them. (p<0.01). Criterion referent validity: correlation coefficient of each dimension between overall turnover intention scale scores ranged from 0.348 to 0.522, significant statistical differences were found between them (p<0.01);5. Regression analysis showed: the obligations of hospital and nurses accounted for 20.30% and 27.50% of turnover intention covariance respectively;6. T-test and ANOVE showed: turnover intention of nursing staff with four different types of psychological contract was different and a significant statistical difference was observed (p<0.05); Psychological contract among nurses with different demography such as years, post title, headship, job years and study degree was different, all significant differences were observed (p<0.05).Conclusions:1. The psychological contract of nursing staff consists of the obligation of hospital and nurses and each one comprises three factors, they are realistic obligation, developmental obligation and team's obligation;2. It is more appropriate to describe the psychological contract of Chinese nursing staff with three-dimension structure model;3. The questionnaire of psychological contract of nursing staff is reliable and valid;4. The sense of psychological contract breach of nurses negatively influences their turnover intention;5. The perception of psychological contract by nurses is different with different years, post title, headship, job years and study degree.
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