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題名：護理人員組織承諾與專業承諾多元構面交互作用對離職傾向與離業傾向的影響：離職傾向與離業傾向的中介效果
書刊名：人力資源管理學報
作者：張火燦 引用關係／紀乃文 引用關係
作者(外文)：Chang, Huo-tsan／Chi, Nai-wen
出版日期：2006
卷期：6:2
頁次：頁111-133
主題關鍵詞：組織承諾；專業承諾；離職傾向；離業傾向；Organizational commitment；Occupational commitment；Organizational leaving intentions；Occupational leaving intentions
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(15) 博士論文(6) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:15
  • 共同引用共同引用:228
  • 點閱點閱:98
以往探討護理人員的離職或離業時，以組織承諾與專業承諾的概念較常被引用，然而相關研究卻較少考量到以組織與專業承諾是同時存在、且多元構面間存在交互作用的概念，此外，離職傾向與離業傾向的中介關係亦尚未釐清。因此本研究以問卷調查法進行調查，選取30間醫療院所的護理人員作為施測對象，共寄發300份問卷，回收有效樣本172份，有效回收率約57%；統計分析採用階層迴歸分析以及區段迴歸分析，以檢定本研究之假設。研究結果發現：1.護理人員情感性與規範性組織承諾對其離職傾向均有顯著負向影響；2.護理人員情感性與規範性專業承諾對其離業傾向均有顯著負向影響，且情感性與規範性專業承諾的交互作用能顯著降低護理人員之離業傾向；3.情感性組織承諾會透過離職傾向影響離業傾向：4.情感性專業承諾會透過離業傾向影響離職傾向。針對研究結果，本研究亦提出管理意涵並詳加討論。
When exploring the organizational or occupational leaving intentions of nursing personnel, the organizational and occupational commitment were mentioned frequently. However, past studies rarely concerned that the organizational and occupational commitment coexist, and the three-component of commitment would interact each other. Moreover, the mediator roles of organizational and occupational leaving intentions were not clear, consequently, we wanted to explore the interaction effects of three-component organizational and occupational commitment on the nursing personnel's organizational and occupational leaving intentions, and further investigate the mediating effect of organizational and occupational leaving intentions. We selected the nursing personnel in central Taiwan as our population, and .used questionnaires to obtain empirical data. The sample was the nursing personnel from 30 hospitals in central Taiwan selected by the stratified random sampling method. 300 questionnaires were distributed and 172 valid questionnaires were responded in total. The overall valid responded rate was about 57%, and we conducted hierarchical regression and block regression analyses to test our hypotheses. Our results could be summarized as follow, the first, the affective and normative organizational commitment had significant negative effects on the organizational leaving intentions. The second, the affective and normative occupational commitment had significant negative effects on the occupational leaving intentions, and the interaction between affective and normative occupational commitment would strengthen the negative effects on the occupational leaving intentions. The third, the affective organizational commitment would influence the occupational leaving intentions through the organizational leaving intentions. The last, the affective occupational commitment would influence the organizational leaving intentions through the occupational leaving intetions. Implication and future research are also discussed.
Other
1.Snape, E.，& Redman, T.(2003)。An evaluation of a three-component model of occupational commitment: Dimensionality and consequences among United Kingdom human resource management specialists。  new window
期刊論文
1.Houkes, I.、Janssen, P. M.、Bakker, A. B.(2003)。Specific determinants of intrinsic work motivation, emotional exhaustion and turnover intention: A multisample longitudinal study。Journal of Occupational and Organizational Psychology，76，427-450。  new window
2.Blau, G. J.(1989)。Testing the Generalizability of a Career Commitment Measure and Its Impact on Employee Turnover。Journal of Vocational Behavior，35(1)，88-103。  new window
3.Swailes, S.(2002)。Organizational commitment: A critique of the construct and measures。International Journal of Management Reviews，4(2)，155-178。  new window
4.Cohen, A.(2000)。The relationship between commitment forms and work outcomes: A comparison of three models。Human Relations，53(3)，387-417。  new window
5.Reilly, N. P.、Orsak, C. L.(1991)。A career stage analysis of career and organizational commitment in nursing。Journal of Vocational Behavior，39(3)，311-330。  new window
6.Cheng, Y.、Stockdale, M. S.(2003)。The validity of the three-component model of organizational commitment in a Chinese context。Journal of Vocational Behavior，62(3)，465-489。  new window
7.Baron, R. M.、Kenny, D. A.(198612)。The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations。Journal of Personality and Social Psychology，51(6)，1173-1182。  new window
8.Somers, M. J.(1995)。Organizational commitment, turnover and absenteeism: An examination of direct and interaction effects。Journal of Organizational Behavior，16(1)，49-58。  new window
9.Wasti, S. A.(2003)。Organizational commitment, turnover intentions and the influence of cultural values。Journal of Occupational and Organizational Psychology，76(3)，303-321。  new window
10.Meyer, John P.、Herscovitch, Lynne(2001)。Commitment in the workplace: Toward a general model。Human Resource Management Review，11(3)，299-326。  new window
11.Blau, Gary J.(1985)。The measurement and prediction of career commitment。Journal of Occupational Psychology，58(4)，277-288。  new window
12.Colarelli, S. M.、Bishop, R. C.(1990)。Career Commitment: Functions, Correlates, and Management。Group & Organization Studies，15(2)，158-176。  new window
13.Randall, D. M.、Cote, J. A.(1991)。Interrelationships of Work Commitment Constructs。Work and Occupations，18(2)，194-211。  new window
14.Blau, G. J.(1988)。Further exploring the meaning and measurement of career commitment。Journal of Vocational Behavior，32(3)，284-297。  new window
15.Chen, Zhen Xiong、Francesco, Anne Marie(2003)。The relationship between the three components of commitment and employee performance in China。Journal of Vocational Behavior，62(3)，490-510。  new window
16.Meyer, John P.、Stanley, David J.、Herscovitch, Lynne、Topolnytsky, Laryssa(2002)。Affective, Continuance, and Normative Commitment to the Organization: A Meta-Analysis of Antecedents, Correlates, and Consequences。Journal of Vocational behavior，61(1)，20-52。  new window
17.Randall, D. M.、Fedor, D. B.、Longenecker, C. O.(1990)。The behavioral expression of organizational commitment。Journal of Vocational Behavior，36(2)，210-224。  new window
18.Anderson, James C.、Gerbing, David W.(1988)。Structural Equation Modeling in Practice: A Review and Recommended Two-Step Approach。Psychological Bulletin，103(3)，411-423。  new window
19.Crowne, Douglas P.、Marlowe, David A.(1960)。A New Scale of Social Desirability Independent of Psychopathology。Journal of Consulting Psychology，24(4)，349-354。  new window
20.Fornell, Claes、Larcker, David F.(1981)。Evaluating Structural Equation Models with Unobservable Variables and Measurement Error。Journal of Marketing Research，18(1)，39-50。  new window
21.Korsgaard, M. A.、Roberson, L.(1995)。Procedural Justice in Performance Evaluation: The Role of Instrumental and Non-instrumental Voice in Performance Appraisal Discussions。Journal of Management，21(4)，657-669。  new window
22.Podsakoff, Philip M.、Organ, Dennis W.(1986)。Self-Reports in Organizational Research: Problems and Prospects。Journal of Management，12(4)，531-544。  new window
23.黃光國(1987)。Face and favor: the Chinese power game。American Journal of Sociology，92(4)，944-974。  new window
24.蔡來蔭、江明珠、李英春、呂桂雲(20011200)。高雄縣地區醫院護理人員專業承諾之研究。長庚護理，12(4)=36，294-304。new window  延伸查詢new window
25.呂桂雲、張永源、邱香蘭(20010200)。專科畢業護理人員專業承諾改變之研究。護理研究，9(1)，28-38。new window  延伸查詢new window
26.Meyer, John P.、Allen, Natalie J.、Smith, Catherine A.(1993)。Commitment to Organizations and Occupations: Extension and Test of A Three-Component Conceptualization。Journal of Applied Psychology，78(4)，538-551。  new window
27.Wiener, Yoash(1982)。Commitment in Organizations: A Normative View。Academy of Management Review，7(3)，418-428。  new window
28.Meyer, John P.、Allen, Natalie J.(1991)。A three-component conceptualization of organizational commitment。Human Resource Management Review，1(1)，61-89。  new window
29.Mathieu, J. E.、Zajac, D. M.(1990)。A review and meta-analysis of the antecedents, correlates, and consequence of organizational commitment。Psychological Bulletin，108(2)，171-194。  new window
30.Porter, Lyman W.、Mowday, Richard T.、Steers, Richard M.(1979)。The measurement of organizational commitment。Journal of Vocational Behavior，14(2)，224-247。  new window
學位論文
1.林儀真(2002)。不同僱用別之護理人員其組織承諾，專業承諾與工作表現行為之探討(碩士論文)。國立中山大學。  延伸查詢new window
2.黃彩霖(2003)。醫院行政人員的人格特質、工作壓力、工作投入、專業承諾及工作績效之相關性研究(碩士論文)。南華大學，嘉義縣。  延伸查詢new window
3.蕭靜宜(1999)。護理人員工作特徵﹑角色壓力﹑人格特質對組織與專業承諾之影響(碩士論文)。東海大學。  延伸查詢new window
4.蔡來蔭(2002)。某醫學中心護理人員專業承諾、工作愉悅感及其相關因素之研究(碩士論文)。國立高雄醫學大學。  延伸查詢new window
5.顏蜜(2004)。護理人員專業承諾及工作風險認知與生涯發展、離職傾向關聯性之研究─以某區域醫院為例(碩士論文)。中原大學。  延伸查詢new window
圖書
1.Meyer, J. P.、Allen, N. J.(1997)。Commitment in the Workplace: Theory, Research, and Application。Sage。  new window
2.邱皓政(2003)。結構方程模式--LISREL的理論、技術與應用。雙葉書廊。  延伸查詢new window
3.黃光國(19880000)。儒家思想與東亞現代化。臺北：巨流。new window  延伸查詢new window
4.Aiken, Leona S.、West, Stephen G.、Reno, Raymond R.(1991)。Multiple regression: Testing and interpreting interactions。Sage。  new window
5.Hair, Joseph F. Jr.、Anderson, Rolph E.、Tatham, Ronald L.、Black, William C.(1995)。Multivariate Data Analysis: with Readings。Prentice Hall。  new window
6.Jöreskog, K. G.、Sörbom, D.(1989)。LISREL 7: A Guide to the Program and Application。Chicago, IL：Scientific Software International, Inc.：SPSS Inc。  new window
其他
1.行政院衛生署(1994)。中華民國八十三年台灣地區衛生統計。  延伸查詢new window
2.呂桂雲、邱香蘭(1998)。護生護理專業承諾之硏究。  延伸查詢new window
3.楊國樞(1992)。中國人的心理與行爲--理念與方法篇。  延伸查詢new window
4.Allen, N. J.(2003)。Examining organizatonal commitment in China。  new window
5.Aranya, N., Kushnir, T. & Valency, A.(1986)。Organizaitonal commitment in a male-dominated profession。  new window
6.Ayree, S. & Tan, K.(1992)。Antecedents and outcomes of career commitment。  new window
7.Blau, G.(2000)。Job, organizational, and professional context antecedents as predictors of intent for interrole work transitions。  new window
8.Blau, G.(2003)。Testing for a four-dimensional structure of occupational commitment。  new window
9.Blau, G. & Lunz, M.(1998)。Testing the incremental effect of professional commitment on intent to leave one’s profession beyond the effects of external, personal, and work-related variables。  new window
10.Blau, G., Tatum, D. S. & Ward-Cook, K.(2003)。Correlates of professional versus organizational withdrawal cognitions。  new window
11.Cappelli, P.(2000)。Managing without commitment。  new window
12.Carmeli, A. & Gefen, G.(2005)。The relationship between work commitment models and employee withdrawal intentions。  new window
13.Chan, E. Y. & Morrsion, P.(2000)。Factors influencing the retention and turnover intentions of registered nurses in Singapore hospital。  new window
14.Cohen, A.(1998)。Relationships among the five forms of commitment: An empirical assessment。  new window
15.Cunningham, G. B. & Sagas, M.(2004)。Group diversity, occupational commitment, and occupational turnover intentions among NCAA division IA football coaching staffs。  new window
16.Dunham, R. B., Grube, J. A. & Castaneda, M. B.(1994)。Organizational commitment: The utility of an integrative definition。  new window
17.French, S. E., Watters, D. & Mattews, D. R.(1994)。Nursing as a career choice for women in Pakistan。  new window
18.Hackett, R.D., Lapierre, L. M. & Hausdorf, P. A.(2001)。Understanding the links between work commitment constructs。  new window
19.Hall, M., Smith, D. & Langfield-Smith, K.(2005)。Accountant’s commitment to their profession: Multiple dimensions of professional commitment and opportunities for future research。  new window
20.Irving, P., G. Coleman, D. F. & Cooper, C. L.(1997)。Further assessments of a three-component model of occupational commitment: Generalizability and differences across occupations。  new window
21.Jaros, S. J.(1997)。An assessment of Meyer and Allen’s (1991) three-component model of organizational commitment and turnover intentions。  new window
22.Lee, K., Carswell, J. J. & Allen, N. J.(2000)。A meta-analysic review of occupational commitment: Relations with person- and work related variables。  new window
23.McNeese-Smith, D. K.(2001)。Staff nurse views of their productivity and nonproductivity。  new window
24.Powell, D. M. & Meyer, J. P.(2004)。Side-bet theory and the three-component model of organizational commitment。  new window
25.Spector, E. P. & Fox, S.(2003)。Reducing subjectivity in the assessment of the job environment: development of the Factual Autonomy Scale (FAS)。  new window
26.Turner, B. A. & Chelladurai, P.(2005)。Organizational and occupational commitment, intention to leave, and perceived of intercollegiate coaches。  new window
27.Vandenberghe, C.(2003)。Application of the three-component model to China: Issues and perspectives。  new window
 
 
 
 
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