Research On Low Seniority Nurses Turnover Intention Based On Psychological Contract

Objective:From the perspective of low seniority nurses themselves,to understand the current situation and the relationship among the psychological contract,occupational commitment,job satisfaction and turnover intention. Based on the dual perspective of psychological contract,to research the influence of psychological contract perceived differences on the low seniority nurses’ career commitment,job satisfaction and turnover intention,and then provide a reference for the studies of low seniority nurses’ turnover intention based on psychological contract.Methods:This paper was a quantitative study. In May 2015 to July,a total of 583 low seniority nurses from 3 hospital of 3 A grade in Bengbu and Suzhou city of Anhui province were investigated by using cluster sampling method,at the same time,in order to explore the perceptual differences on psychological contract based on the dual perspective,the ratio sampling method was used to extract the organizers who is at a same department with low seniority nurses,and the proportion of low seniority nurses and their organizers was(1~4):1. By using the method of questionnaire investigation,the low seniority nurses questionnaire include:general information questionnaire,psychological contract scale,job satisfaction scale(MMSS Scale),occupational commitment-turnover intention scale,the organizers questionnaire include:general information questionnaire,psychological contract scale,the content of the two scales of managers is consistent with low seniority nurses’. Use SPSS 19.0 for statistical description,t test,one-way ANOVA analysis,relative analysis, stepwise multiple regression analysis and hierarchical regression analysis.Results:1.The average score of the low seniority nurses’ organization and staff responsibility were 3.15 ± 0.73 and 3.93 ± 0.48. The average score of job satisfaction and occupational commitment were 3.03 ± 0.54 and 3.12 ± 0.55,and in the aspect of the title,nature of employment,in the current unit of work time,engaged in the nursingtime,initial qualification,in effect of nursing work and monthly income,the difference of low seniority nurses’ psychological contract was statistically significant(P<0.05).2.The average score of the low seniority nurses’ turnover intention is 3.07 ± 0.73,its4 entry points were: turnover intention I 3.29 ± 0.95,turnover intention II 3.08 ± 0.80,turnover intention III3.08 ± 0.86,turnover intention IV2.83 ± 0.84,and about 48% of the low seniority nurses’ turnover intention are at a higher level.3.There was a significant positive correlation among the different levels of the low seniority nurses’ psychological contract,at the same time,positive correlation has been found among the low seniority nurses’ psychological contract,job satisfaction and occupational commitment(P<0.01),and negative correlation has been found among the low seniority nurses’ psychological contract,occupational commitment, job satisfaction and turnover intention(P<0.01).4.The result of stepwise multiple regression analysis showed that the influencing factors of turnover intention include the organization interpersonal obligation,scheduling of job satisfaction,opportunity commitment,effective commitment and normative commitment of occupational commitment,and the opportunity commitment was the best predictor( 23.1%(DR2)).5.Hierarchical regression analysis showed that the job satisfaction and occupational commitment of low seniority nurses have a complete mediating effect on the relationship between organizational interpersonal obligation and turnover intention. By adjusting the relationship between organizational interpersonal obligation and job satisfaction,occupational commitment has moderating effect on the mediating effect of job satisfaction.6.For the present situation of psychological contract,organizers have higher scores than the individual perception of low seniority nurses(P<0.001),and the perceptual differences on psychological contract was significantly correlated with occupational commitment,job satisfaction and turnover intention of low seniority nurses(P<0.01).7.Among the perceptual differences on psychological contract based on the dual perspective,perceptual differences on organization normative obligation has predictive power for occupational commitment and turnover intention. The perceptual differences on normative obligation and interpersonal obligation have predictive power for employee responsibility and job satisfaction. The perceptual differences on employee development obligation has predictive power for occupational commitment and job satisfaction. The perceptual differences on normative obligation has predictive powerfor turnover intention.Conclusion:The psychological contract,career commitment,job satisfaction and turnover intention of low seniority nurses were in the middle level. Low seniority nurses’ psychological contract,career commitment and job satisfaction have effect on turnover intention in varying degrees,the perceptual differences on psychological contract based on the dual perspective not only has a negative effect on low seniority nurses’ employee responsibility,career commitment and job satisfaction,but also has a direct positive effect on turnover intention,or indirect positive effect through the intermediary of career commitment and job satisfaction,and the moderating effects of occupational commitment.