|کد مقاله||کد نشریه||سال انتشار||مقاله انگلیسی||ترجمه فارسی||نسخه تمام متن|
|2652786||1563966||2015||6 صفحه PDF||سفارش دهید||دانلود کنید|
ObjectiveThe paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.MethodsA cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables.ResultsThe score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102.ConclusionThe study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.
Journal: International Journal of Nursing Sciences - Volume 2, Issue 2, June 2015, Pages 134–139