南韓護士基本心理需求組織承諾真實領導力和離職意願之間的關係
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Abstract
Aim
This study determined the relationships of satisfaction and frustration with basic psychological needs, organizational commitment, perceived authentic leadership, and turnover intention in nurses in South Korea.
Background
Minimizing nurse turnover is essential for improving the quality of nursing care and patient safety.
Methods
This was a cross-sectional, correlational pilot study of 216 nurses at a university hospital in South Korea. Data were collected with a self-report questionnaire, from September 1 to 15, 2020. Collected data were analyzed using SPSS 24.0.
Results
Multiple regression analysis revealed that clinical experience (3 to 5 years, β=2.35, p=.019; 5 to 10 years, β=2.23, p=.026), subjective workload (severe, β= 2.10, p=.036; extreme, β=2.84, p=.005), psychological needs frustration (β=0.35, p<.001), organizational commitment (β=-0.17, p=.011), and perceived authentic nurse leadership (β=-0.14, p=.030) were found to have significant effects on nurses’ turnover intention.
Conclusions
A strategy is needed for efficient nursing staffing management and reduction of nurses’ turnover intentions.
Implications for Nursing Management
This study offers a new approach to reducing nurses’ turnover. The results suggest that it is necessary to create a transparent work environment based on authentic leadership and consider individual frustrations with regard to basic psychological needs and organizational commitments.
摘要翻譯（僅供參考）
目的
本研究確定了南韓護士的滿意度和挫折感與基本心理需求、組織承諾、感知的真實領導力和離職意向的關係。
研究背景
儘量減少護士流失對提高護理品質和病人安全至關重要。
研究方法
這是一項橫斷面的相關試驗研究，研究對像是南韓一家大學醫院的216名護士。從2020年9月1日至15日，通過自我報告的問卷收集數據。使用SPSS 24.0對收集的數據進行分析。
結果
多元回歸分析顯示，臨床經驗（3至5年，β=2.35，p=0.019；5至10年，β=2.23，p=0.026）、主觀工作量（嚴重，β=2.10，p=0.036；極端，β=2.84，p=。005）、心理需求受挫（β=0.35，p<.001）、組織承諾（β=-0.17，p=.011）和感知到的真實護士領導（β=-0.14，p=.030）被發現對護士的離職意向有明顯影響。
結論
需要一個有效的護理人員配置管理和減少護士離職意向的策略。
對護理管理的意義
本研究為減少護士流失提供了一種新的方法。結果表明，有必要在真實領導的基礎上創造一個透明的工作環境，並考慮個人在基本心理需求和組織承諾方面的挫折。
原文連結：
https://onlinelibrary.wiley.com/doi/abs/10.1111/jonm.13546
THE
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具體內容一般應包括公立醫院新文化建設的實踐基礎、頂層設計、具體做法和成效作用等。
新的方案對考核內容中綜合性指標做了較大的調整。
