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The study of role stress、organizational commitment and intention of turnover for male nurses in southern of Taiwan.
Lou, Jiunn -Horng
Chu, Yuag-Hsiang;Lin, Yen-Chin
Male nurses;role stress;organizational commitment;intention turnover
|Issue Date: ||2011-05-26 10:27:01 (UTC+8)|
|Abstract: ||摘 要
The purpose of this study was to identify relevant issues and problems leading to turnover of male nurses in the southern area of Taiwan, and to gain understanding of the relationships amongst these issues and problems. It is hoped that the understanding of the feelings of male nurses within their working environments will lead to concrete actions which can decrease the incidence of intention of male nurses to leave the nursing profession, and to create stronger organizational commitment.
The research methodology was the mailed questionnaire survey. The survey contained questions on organizational commitment, with contents also containing demographic variables, total role strain scale, organizational commitment questionnaire, and intention of turnover scale. Eighty-eight questionnaires were mailed out. Seventy-six were returned--a success rate of 86.3％. The statistical analysis was descriptive, and included an analysis of variance, a Pearson correlation, and multiple regression.
The results of the study fell into areas of causes for role stress, incidence of turnover intention, contributing demographic factors, and the interaction of theses related, dependent and independent variables. The biggest source of role stress for male nurses (in southern Taiwan) was from patients. The second greatest source came form colleagues. And, the third was from more generalized, community influences. Overall, it was determined from the responses that the stress levels in this geographic area for this target group seemed to be at a medium level.
Additional results of the study were in the area of turnover intention. The single biggest contributing factor was the female stereotyping of the profession for theses male participants. The second greatest source of creating intention to change jobs or professions was for better working opportunities. Factors associated with better opportunities included having one’s profession valued, continued interest in the nursing profession, feelings of achievement, work challenge, relationship with direct supervisor, relationships with other administrators, continued interest in working for female leaders, relationships with coworkers, autonomy at work, salary, promotional opportunities, as well as other personal issues of transportation, family, health or other(personal or environmental.)
Of the demographic variables tested, only age seemed to support a significant difference in professional role stresses. Tenure, position, salary, organizational type or division, educational level, and marital status did not seem to contribute to significantly different levels of role stresses. The relationship of stress in the professional role of the male nurses was demonstrated.
The higher the stress, the higher the turnover intention--with no other independent variables showing significant impact. Thus, it is concluded that demographic variables cannot predict the male nurse’s dependent variables of organizational commitment or turnover intention. By contrast, stress created in his professional role as a nurses is the only significant, independent variable to predict these dependent outcomes.
|Appears in Collections:||[人類性學研究所] 博碩士論文|
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