ABSTRACT
Objective To study the correlation between organizational commitment of nurses and their intention to drop out. Methods Toally 304 contract nurses were recruited in this investigation. The questionnaires including demographic data, scale of organizational commitment and intention to drop out scale were used. Results The score of intention to drop out was 16.94 ± 2.16. The score on organizational commitment was 71.19 ± 6.65. There was a positive correlation between intention to drop out and organizational commitment among the contract nurses. Conclusions Improving contract nurses′organizational commitment can be an effective mean to reduce contract nurses′intention to drop out. It is an important means to promote the development of the nurse team and provide a reference for the scientific development of nursing.
ABSTRACT
Objective advance“equal pay for equal work” standard for contract nurses,and approach for effective means of stabilizing nursing staff.Methods in order to improve of nursing staff's ideological understanding,personnel department and nursing department utilize their advantages of political work in the the Communist Party,the Communist Youth League and the Labor Unions,and bridge the cap between contract and staff nurses in clinical department in terms of welfares and promotion to realize the goal of “equal pay for equal work”.Results all contract nurses join the Labor Union.contract nurses play active role in the Commtmist Youth League.Salaries,insurance and other welfares for contract nurses are guaranteed.Contract nurses enjoy equal opportunity of promotion in technical positions and of open recruitment as registered nurses.Conclusion treatment disparity has been effectively alleviated between contract and staff nurses,so that the nursing staff becomes stable.
ABSTRACT
Job satisfaction of contract nurses has been an important subject on modern hospital HR management. It has been the base of hospital service and its sustainable development and turned to be the main part to facilitate the patients' satisfaction and loyalty. Therefore, it is imperative to improve the satisfaction of contract nurses. Based on Herzberg's Double-factor Theory, this essay analyzed the key elements that affect contract nurses' job satisfaction. Moreover, it also studied two main strategies for the improvement of contract nurses' satisfaction. The first is the theory of exerting the factor of health care, which helps divert contract nurses from dissatisfaction to satisfaction without any incompatibility. The second is to enhance the effect of motive factor, diverting contract nurses from satisfaction absence to highly rated satisfaction.
ABSTRACT
Objective The purpose of this study was to compare the differences of job satisfaction degree between contract nurses and formal nurses. Methods 350 incumbency clinical nurses were ob-tained from 3 provincial and grade three A hospitals(including nurses in internal medicine, surgical,gyne-cologic,pediatric,emergency departments and ICU). Research instruments used in this study included the self-designed demographic questionnaire and the nurses' job satisfaction scale. Results The level of the overall job satisfaction degree among contract nurses was lower than that of the formal nurses. Of all job satisfaction subscales, the scores of professional opportunities, performance and responsibility,salary and welfare, administration and hospital policy, interpersonal relationships among contract nurses were lower than those of formal nurses. But the scores of scheduling and work conditions, professional traits were higher than those of formal nurses. Conclusions It is advocated to adopt different management and incentive mechanisms to improve the job satisfaction degree for contract nurses according to the differ- ences between contract nurses and formal nurses, so that the nursing staff can be stabilized.