Uncovering Heterogeneity and the Influential Factors in Nurses' Intent-to-Leave in Taiwan Nursing Homes.

详细信息   

• 作者：Chen ; I-Hui.
• 学历：Doctor
• 年：2013
• 导师：Bowers,Barbara J.,eadvisorBrown,Roger L.ecommittee memberMurray,Mary-Ellenecommittee memberWang,Hsiu-Hungecommittee memberLauver,Diane R.ecommittee memberKing,Barbara J.ecommittee memberZimmerman,David R.ecommittee member
• 毕业院校：The University of Wisconsin
• Department：Nursing.
• ISBN：9781303211355
• CBH：3567954
• Country：USA
• 语种：English
• FileSize：4867240
• Pages：177

文摘

Research on turnover of nursing home nurses has approached turnover a) by measuring nurses intent to leave b) as a single item binary variable,c) treating all nurses as a single group. This study develops and tests a conceptual model incorporating relationships among intent-to-leave,work-to-family conflict,job satisfaction,job stress,and job stressors i.e. job demand,job control,and social support) of nurses working in nursing homes in Taiwan. The study also investigates the relationships among intent-to-leave,work-to-family conflict,job satisfaction,job stress,job demand,job control,social support,and interactions of job demand,job control and social support,using latent class analysis to identify subgroups of intent to leave. Additionally,this study assesses whether work-to-family conflict and job satisfaction mediate the relationships proposed in this model. Using data from 186 nurses at 25 nursing homes in Taiwan,findings reveal three different intent-to-leave subgroups including； 1) potential leavers with withdrawal plans n＝22,12.3%)； 2) potential leavers without withdrawal plans n＝101,53%)； and 3) low-risk potential leavers n＝63,34.7%). This study finds that increasing values of job stress predicted higher levels of work-to-family conflict increasing the likelihood of being a potential leaver with withdrawal plans,compared to being a low-risk potential leaver. Increasing values of job stress predicted higher levels of work-to-family conflict,and lower levels of extrinsic job satisfaction,increasing the likelihood of being in a potential leavers with withdrawal plans group,compared to the group of low-risk potential leavers. Increased job stress increased the likelihood of a nurse being in the group of potential leavers without withdrawal plans,compared to the group of low-risk potential leavers. This study finds that work-to-family conflict and extrinsic job satisfaction were partial mediators of the relationship between job stress and being in the group of potential leavers with withdrawal plans. This study provides information about variations in intent-to-leave and contributes to a limited body of knowledge on the comprehensive model incorporating issues of concern to Taiwanese context. The findings of the current investigation suggest that to effectively reduce nurse turnover,managements should provide more individualized intervention strategies.