Research On The Relationship Between Turnover Intention And Organizational Commitment Of Clinical Nurses

ObjectiveThe purpose of this study was to describe the status of clinical nurses,turnover intention and organizational commitment;analysis the influence ofgeneral demographic on nurses,turnover intention and organizationalcommitment,and analysis the relationship about them,In order to providereference for clinical nursing managers to improve nurses,organizationalcommitment and reduce nurses,turnover intention.MethodsThe research is status survey.500nurses were recruited in thisinvestigation form two different hospitals in ShenYang city.The questionnairesincluding general demographic characteristics data,scale of organizationalcommitment and scale of turnover intention.Using SPSS17.0to analyze thedata had obtained, it included descriptive statistical analysis, T test, varianceanalysis, correlation analysis and regression analysis.Results1.The status quo of turnover intention and organizationalcommitment.The status quo of turnover intention:The level of turnover intention aboutclinical nurses was in a high level,the total score of it was (2.79±0.40),thedimension of the questionnaire from high to low as the following:The possibility to have anther external work was (2.86±0.61);The possibility to quit current jobwas (2.81±0.58);the motivation of looking for anther work was (2.70±0.53).Thestatus quo of organizational commitment:The level of organizationalcommitment about clinical nurses was in a high level，the total score of it was(2.76±0.38).The dimension of the questionnaire from high to low as thefollowing:Normative commitment was (3.55±0.69),Emotional commitment was(2.84±0.49),Ideal commitment was (2.63±0.47), Opportunity commitment was(2.42±0.59),Economic commitment was (2.37±0.51).2.The one-way ANOVA of turnover intention and organizationalcommitment.The one-way ANOVA of turnover intention.Turnover intention haddifferences on nurses,general demographic characteristics,the generaldemographic characteristics including the following:the place of brith,nature ofemployment,age,the degree,professional job title,the length of workingyears,department,position,monthly income.The one-way ANOVA oforganizational commitment.Organizational commitment had differences onnurses,general demographic characteristics,the general demographiccharacteristics including the following:the place of brith,nature ofemployment,age,the degree,professional job title,position,monthly income.3.The relationship between turnover intention and organizationalcommitmentThe correlation analysis of turnover intention and organizationalcommitment:There had a negative correlation relationship between the score ofturnover intention and organizational commitment;and the each dimension oforganizational commitment had a significantly negative correlation relationshipwith the total score of turnover intention.4.Turnover intention and organizational commitment multiple regression analysisRegression analysis showed that factors into the regression equation ofturnover intention has the follow:monthly income, work department, the natureof employment,the place of brith, a total of19.0%of the variance explained.Regression analysis also showed that factors into the regression equationorganizational commitment has the follow: titles, qualifications, nature ofemployment, a total of12.6%of the variance explained.ConclusionsThe level of turnover intention about clinical nurses was in a high level.Theinfluence factors of clinical nurses,turnover intention had the following:the placeof brith,nature of employment,age,the degree,professional job title,the length ofworking.The influence factors of clinical nurses organizational commitmenthad the following:the place of brith,nature of employment,age,thedegree,professional job title,position,monthly income.There had a negativerelationship between nurses,turnover intention and organizationalcommitment.Nurses managers should create more space for humane care,raise wages for nurses, provide more education opportunities and trainingchanges,authorized nurses,inorder to mprove nurses’ organizationalcommitment, reducing turnover intention.