Abstract
Session presented on Saturday, July 26, 2014:
Purpose: This study was conducted to determine the mediating effect of work frustration on the relationship between professional commitment and intent-to-leave.
Methods: A cross-sectional study with a questionnaire survey was performed. The participants in this study were hospital nurses in Taiwan. Three questionnaires covering work frustration, professional commitment and intent-to-leave were used as measuring tools. Data were verified by SEM with AMOS.
Results: There was a significant direct and inverse correlation between professional commitment and intent-to-leave as well as a significant and indirect effect of professional commitment on intent to leave through work frustration (p < .05).
Conclusion: Work frustration may cause turnover among nurses and reduce the quality of nursing care. Managers should thus strive to enhance interpersonal relationships in the workplace, schedule adequate numbers of staff and provide sufficient equipment and supplies to engender a safe and positive work environment and to improve the retention of nurses.
Sigma Membership
Lambda Beta at-Large
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Cross-Sectional
Research Approach
Quantitative Research
Keywords:
Professional Commitment, Intent-to-Leave, Work Frustrations
Recommended Citation
Chang, Yuan-Ping, "Mediating effect on the relationship between professional commitment and intent-to-leave among hospital nurses in Taiwan" (2014). INRC (Congress). 315.
https://www.sigmarepository.org/inrc/2014/presentations_2014/315
Conference Name
25th International Nursing Research Congress
Conference Host
Sigma Theta Tau International
Conference Location
Hong Kong
Conference Year
2014
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Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Mediating effect on the relationship between professional commitment and intent-to-leave among hospital nurses in Taiwan
Hong Kong
Session presented on Saturday, July 26, 2014:
Purpose: This study was conducted to determine the mediating effect of work frustration on the relationship between professional commitment and intent-to-leave.
Methods: A cross-sectional study with a questionnaire survey was performed. The participants in this study were hospital nurses in Taiwan. Three questionnaires covering work frustration, professional commitment and intent-to-leave were used as measuring tools. Data were verified by SEM with AMOS.
Results: There was a significant direct and inverse correlation between professional commitment and intent-to-leave as well as a significant and indirect effect of professional commitment on intent to leave through work frustration (p < .05).
Conclusion: Work frustration may cause turnover among nurses and reduce the quality of nursing care. Managers should thus strive to enhance interpersonal relationships in the workplace, schedule adequate numbers of staff and provide sufficient equipment and supplies to engender a safe and positive work environment and to improve the retention of nurses.