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目的 探讨组织承诺在护士职业获益感与离职意愿间的中介作用,为护理人力资源管理提供依据.方法 采用护士职业获益感问卷、组织承诺问卷及离职意愿量表,对杭州市3所三级综合医院的456名护士进行调查.结果 本次受调查的护士职业获益感、组织承诺、离职意愿总分分别为(135.41±19.01)、(16.10±2.87)、(76.28±15.80)分.护士职业获益感与组织承诺呈正相关(r=0.476,P<0.01),与离职意愿呈负相关(r=-0.313,P<0.01),组织承诺与离职意愿呈负相关(r=-0.525,P<0.01).组织承诺在护士职业获益感和离职意愿间起部分中介作用.结论 护理管理者应重视提升组织承诺的有效性,采取积极措施提高护士职业获益感,建立可行的激励机制,调动积极因素,降低护士离职率,稳定护理队伍.

Objective To explore the mediating effect of organizational commitment on the relationship between perceived professional benefit and turnover intention among clinical nurses. Methods A total of 456 nurses from 3 hospitals in Hangzhou were investigated with Occupational Benefit Questionnaire,Organizational Commitment Scale and Turnover Intention Scale. Results The score of perceived professional benefit, organizational commitment and turnover intention were(135.41 ± 19.01), (16.10 ± 2.87),(76.28 ± 15.80) respectively. Pearson correlation analysis showed that there was a significant positive correlation between perceived professional benefit and organizational commitment(r=0.476, P<0.01),and a significant negative correlation to turnover intention(r=-0.313, P<0.01),and a significant negative correlation between organizational commitment and turnover intention(r=-0.525, P<0.01).Organizational commitment played a partial mediating effect between perceived professional benefit and turnover intention among nurses. Conclusions Nursing managers should attach an importance to enhance organizational commitment,and take effective measures to improve perceived professional benefit, as well as establish an effective incentive mechanism, fully mobilize positive factors to reduce the nurses ' turnover rate and stable the nursing team.