The Investigation Study On Nurses’ Perceived Professional Benefit,Organizational Commitment And Turnover Intention

Objective To survey the present situation of nurses’ perceived professional benefit,organizational commitment and turnover intention,to analyze the difference among nurses’ general characteristics and their influencing factors.To explore how the nurses’ perceived professional benefit and make an influence on organizational commitment and turnover intention,and to analyze the path of effect among them.In order to provide a scientific basis for nursing managers to make effective interventions from positive angles,and to decrease the turnover rate of nurses and stable clinical nursing team.Methods A total of 456 clinical nurses from 3 tertiary hospitals in Hangzhou were chosen using a sampling method in a study during December 2016 to February 2017.The participants were investigated with a general questionnaire including the following;Occupational Benefit Questionnaire,Organizational Commitment Scale and Turnover Intention Scale.The data was analyzed by SPSS 19.0,the qualitative data were described with its mean value and standard deviation,the quantitative data were described with its frequency and percentage.Group comparisons were described with independent sample t test and One-way ANOVA.Multiple-step regression analysis was used to explore the main influencing factors of each variable.Simple Pearson correlation was used to analyze the correlation between nurses’ perceived professional benefit,organizational commitment and turnover intention.AMOS24.0 was used to path analysis.Results(1)The average total score of nurses’ perceived professional benefit was(4.10±0.57),the average score in five dimension from high to low was “personal growth”,“good patient-nurse relationship”,“ a sense of belonging to work team”,“recognition from families and friends”,“positive professional perception”.Nurses’ perceived professional benefit had difference in the aspects of education,job qualifications,title and duty(P<0.01 or P<0.05).The results of multiple stepwise regressions showed that the main factors of nurses’ perceived professional benefit were the duty,job qualifications and education.(2)The average total score of organizational commitment was(3.05±0.63),the lowest average score in five dimension of organizational commitment was Opportunity commitment(2.46±0.90).Organizational commitment had difference in the aspects of gender,age,working time,department,education,children,residence,title,duty and average annual income(P<0.01 or P<0.05).The results of multiple stepwise regression showed that the main factors of organizational commitment were the education,working time,children,department,residence,job qualifications,title,duty and average annual income.(3)The average total score of turnover intention was(2.68±0.48),the highest average score in three dimension of turnover intention was turnover intention III(3.05±0.46).Turnover intention had difference in the aspects of age,working time,education,marriage,title and duty(P<0.01 or P<0.05).The results of multiple stepwise regression showed that the main factors of turnover intention were the education and duty.(4)Pearson correlation analysis showed that there was a significant positive correlation between nurses’ perceived professional benefit and organizational commitment(r=0.476,P<0.01),and a significant negative correlation to turnover intention(r=-0.313,P<0.01),and a significant negative correlation between organizational commitment and turnover intention(r=-0.525,P<0.01).(5)Organizational commitment played a partial mediating effect between nurses’ perceived professional benefit and turnover intention.Conclusion(1)The perceived professional benefit and organizational commitment among clinical nurses lie within a moderate level,so there is gap for improvement.Clinical nurses had the characteristics of high job pressure,high job risk,so the turnover intention is at a higher level.Nursing managers should pay attention to it.(2)Nurses’ perceived professional benefit,organizational commitment and turnover intention all had differences when taking aspects of sociological factors into account.Head nurses,have formal job qualifications and lower education nurses both have higher perceived professional benefit.However,head nurses,lower title,with lower education,without children,have a stable residence and higher average annual income nurses have higher organizational commitment.Higher educated and general clinical nurses have higher turnover intention.(3)The more perceived professional benefit,the higher organizational commitment,then there will be higher organizational loyalty and the lower turnover intention.(4)The nurses’ perceived professional benefit not only can directly affect turnover intention,but also can indirectly affect turnover intention through organizational commitment.