| Research ObjectNursing professional values is a relatively stable value orientation or attitude towards profession, professional conducts and working results according to self-needs of the nursing professionals. It will affect and guide the performance of the individual behavior and professional satisfaction, serving as the footstone of nursing professionals'practices and improving their nursing quality. Organizational Commitment reflects nursing professionals'identification degree towards the hospitals. It is an important index to examine their loyalty to the hospitals and forecast their achievement, dimission rate and job satisfaction.Vacancy in current nursing team severely affects the clinical nursing quality. Nurses are always overloaded with work which threatens their physical and mental health and leads to lower their identification towards nursing and the hospitals. In turn, dimission rate rises up and the problem of lacking nurses aggregates. According to many experts abroad, professional values is affected by employees'tendency of engagement in organizational administration and has notable positive correlation with organizational commitment. At present, there is little relevant research. Domestic research on organizational commitment always chooses enterprise staff as their objects with few of them on nurses and none of them on relationship between nursing professional values and organizational commitment. It is a disadvantage for nursing administrators to have a comprehensive analysis and assessment on personnel administration.Research Purposes1. to know the status quo of nursing professional values and organizational commitment2. to compare nursing professional values and organizational commitment with different background variety3. to analyze the relationship between nursing professional values and organizational commitment4. to study the forecast power of nursing professional values towards organizational commitment5. to provide basis for nursing personnel administrationObjects and MethodsThis study chooses regular professional nurses from a top first-class hospital in Guangzhou as research objects.738 questionnaires were granted during December, 2009 and January,2010 to the regular nurses in the hospital. The questionnaire adopts the unified guide word and is filled anonymously.627 were retrieved a week later with the recovery rate of 84.96%. Among them 600 is valid, making the effective rate of 95.7%.The questionnaire is divided into three parts:general information, nursing professional values scale and organizational commitment scale. The questionnaire on general is made of three parts:the first part is to check the variety of nurses' background; the second part is to check the nurses'job and salary; the third part is to investigate their attitude towards their job. Nursing professional values scale adopts Nursing Professional Values Scale-R developed by Dr. Darlene Weis and others in 2004.Domestic researchers have already made localized study on this scale, so it can be used in measuring domestic nursing professional values. OCQ for Chinese made by Ling Wenquan is adopted in organizational commitment to measuring the nurses' level of affective commitment, normative commitment, ideal commitment, economic commitment and opportunity commitment.All the data are analyzed and processed by the SPSS13.0 software. The measurement data are gained through mean±standard deviation and count data through constituent ratio. Descriptive analysis is adopted in analyzing background variety of the nurses, job and salary, their attitude towards the job, their professional values, organizational commitment and the status quo of all aspects. This study uses one-way analysis of variances and T Test to know the impact discrepancy of all the factors that act on the professional values and organizational commitment. If the discrepancy is remarkable, the cross-group difference will be checked to discuss whether professional values and its all dimensions have the power to forecast organizational commitment and all dimensions through correlation analysis.Results:1. The general information of the research objects of this study features the following characteristics.The research objects are mainly females aged between 20 and 30, with the unmarried a little more than the married. Few of the unmarried have boy/girl friend, only constituting 3.5%. Most of them are from provinces other than Guangdong. Objects of Guangzhou city have no quite notable differences with those from other cities of Guangdong province. The majority of the nurses rent the houses and others live in dormitories and self-purchased houses. Their fist degrees are mainly junior college.The work seniority of research objects is mainly about 1-3 years and 6-10 years, with 1-3 years in the current hospital as the majority and accounting for 41.7%. Contracted nurses take up 70.2% among all the research objects.90% of them have junior title, with 71.8% being nurses and 19.2% being nurse practitioners. There are only 24 directors of nursing, making up 4%. They are from a wide range of departments, with the majority from surgical department, then from the cadre ward and department of internal medicine and some others from such special departments like ICU, emergency department, high-class ward and operating room. The salary of the nurses in this hospital is like an upward Parabolic SAR, most of them getting the salary of 2000-2999 yuan and 3000-3999 yuan with few low-income and high-income earners.42.7% of them have two night shifts every week, accounting for the majority. Nurses that made mistakes in the work take up 34.2% and few of them made no mistake. Nurses regarding that the nursing staff is enough or lacking is half-and-half. Few of them think there are too many, only taking up 4.2%.In the survey,66.3% of the nurses think it is unfair in promotion opportunity; half of them are satisfied with their current job,6.7% of them want to transfer to other nursing post,5% of them want to go to other hospitals and 16.8% of them intend to do other jobs.1/3 of the nurses are satisfied with the current training,44.2% of them complain the few training opportunities,13.8% of them think it is unfair in giving training opportunities and only 3.2% of them say there is too much training. In the survey,1/3 of the nurses have no difficulty in dealing with the interpersonal relationship and most of them have this kind of difficulties.11.2% of them regard the department atmosphere is depressing and there is an equal number in nurses who think the atmosphere is harmonious or not bad. Most of the nurses are satisfied with ways of working of their directors of nursing and 28.2% of them hold the different view.2. Status quo of the nursing professional values and organizational commitmentThe average score of the nursing professional values is 3.25. Among the 4 dimensions included, the average score of faithfulness is the highest with the care providing following and behaviorism being the last. The score of organizational commitment of the 600 nurses are in such an order from highest to lowest, namely normative commitment, ideal commitment, affective commitment, economic commitment and opportunity commitment. In this study, the average score of the organizational commitment is 2.26, holding a relatively high level. Among them, normative commitment, affective commitment and ideal commitment are in a relatively high level and economic commitment and opportunity commitment is quite medium.3. The factors influencing nursing professional valuesThe age of the nurse, place of registered permanent residence, housing condition, working time, the time in current hospital, the number of night shifts very week, the degree of satisfaction towards the training and the post and the working atmosphere all remarkably affect the general level of the nursing professional values. The working time of the nurses, their time in current hospital, the number of night shifts every week, their satisfaction towards training and the working atmosphere all notably influence the level of care providing. The age of the nurse, marriage status, place of registered permanent residence, housing condition, working time, the time in the current hospital, the number of night shifts every week, the times that they made mistakes, the degree of satisfaction towards the training and working atmosphere all severely affect the level of "responsibility, freedom and safety". Their housing condition, working time, the time in the current hospital, the degree of satisfaction towards training all have striking effect on the level of faithfulness.4. The factors contributed to the nursing organizational commitmentThe notable factors that influence nursing organizational commitment include: the first degree, the department they stay, working time, the time in current hospital, ways of holding a post, the condition of the personnel in the hospital, the satisfaction degree towards training, the sense of interpersonal relationship and working atmosphere. The notable factors that influence nursing affective commitment include: place of registered permanent residence, the department they stay, working time, time in current hospital, ways of holding a post, title, monthly salary, the number of night shifts every week, the condition of the personnel in the hospital, the satisfaction degree towards training, the sense of interpersonal relationship and working atmosphere. The notable factors that influence nursing ideal commitment include: marriage status, the first degree, the department they stay, working time, the time in current hospital, ways of holding a post, monthly salary, the condition of the personnel in the hospital, the satisfaction degree towards training, the sense of interpersonal relationship and working atmosphere. The notable factors that influence nursing economic commitment include:marriage status, the department they stay, working time, ways of holding a post, the condition of the personnel in the hospital, working atmosphere and the management ways of their directors of nursing. The notable factors that influence nursing opportunity commitment include:the first degree, the department they stay, working time, the condition of the personnel in the hospital, the times that they made mistakes, sense of interpersonal relationship and working atmosphere.5. Correlation between nursing professional values and organizational commitmentThe overall and all dimensions of nursing professional values are correlated with that of the organizational commitment, except that there is no notable correlation between "responsibility, freedom, and safety" and opportunity commitment and also between "faithfulness" and economic commitment. Generally speaking, the higher the level of the nursing professional values, the higher their loyalty towards the hospital.6. The forecast power of nursing professional values towards organizational commitmentAll dimensions of professional values have remarkable forecast power towards the overall level and all dimensions of the organizational commitment. Among them, behaviorism can positively forecast the overall level of organizational commitment, affective commitment, ideal commitment, economic commitment and opportunity commitment. "Faithfulness" can positively forecast the level of normative commitment. Other dimensions of professional values have no notable forecast power towards organizational commitment.Conclusions:1. If the nurses in the hospital have relative high levels of identification towards nursing professional values, they will correspondently have higher degree of loyalty towards the hospital.2. Different background of the nurses will have different influences on their professional values. Therefore, as for the administrators of the hospitals, they should have a scientific and rational way of management of the nurses according to their different backgrounds. At the same time, they should try to improve the nurses'professional identification through correspondent guidance and education on the basis of their actual situation.3. Nurses with different backgrounds will have different levels of organizational commitment towards the hospitals. Especially nurses with different understanding and sense of things in the work have the different level of organizational commitment towards their hospitals. The administrators should adopt person-oriented management, establish rational management system, create good working environment and improve the nurses'identification towards their team.4. Nurses with higher professional values also have higher levels of organizational commitment. Through the survey of professional values and given pertinent guidance and education, the nurses'level of organizational commitment can also be improved with their level of professional values. Thereby, it can lower the dimission rate and finally improve the work efficiency.5. Nursing professional values have notable forecast power towards organizational commitment, especially towards two dimensions like behaviorism and faithfulness. Nursing administrators can measure the level of the nurses' professional values and use it as one of the indexes to forecast their organizational commitment. It can provide basis for promoting nurses and for the management of nursing personnel.
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