知覺組織支持和社會網絡對離職意圖之影響：護理人員心理契約、組織承諾的中介效應

Effects of perceived organizational supportand social network on turnover intention:Mediating effects of psychological contractand organizational commitment of nurses

目的：護理人員是醫院重要人力資源，但護理人力短缺、高離職率一直是醫院長久以來的問題。本研究目的旨在探討護理人員知覺組織支持、社會網絡、心理契約、組織承諾對離職意圖之影響。此外，本研究調查心理契約、組織承諾對知覺組織支持、社會網絡與離職意圖的中介效果。方法：本研究透過問卷調查法，以雲林縣某地區教學醫院護理人員為研究對象，採自陳式問卷方式進行調查。發出200 份問卷，回收有效問卷124 份，有效回收率為62.0%。資料分析方法包括：描述性統計、信度分析、結構方程模式，並採用SPSS 及Smart PLS 3.0 統計軟體進行分析。結果：根據結構方程模式分析結果顯示：（1） 知覺組織支持對心理契約、組織承諾呈現顯著正向影響，社會網絡對心理契約呈現顯著正向影響|（2） 心理契約對組織承諾呈現顯著正向影響|（3） 組織承諾對離職意圖呈現顯著負向影響|（4） 組織承諾在知覺組織支持、心理契約對離職意圖產生中介影響。結論：研究結果之主要發現，將可提供醫院護理管理層級擬定政策或護理人力資源管理之參考，進一步將達到降低護理人員離職意圖。

Objective: Nurses are a critical human resource in hospitals, and shortages of and highturnover rates among nurses have been persistent problems. This study aimed to explore theeffects of perceived organizational support, social networks, psychological contracts, andorganizational commitment on turnover intention among nursing staff.Methods: Data were collected using a self-report questionnaire administered to nursing staffof a district hospital in Yunlin, Taiwan| 200 questionnaires were distributed, and 124 were returned(response rate: 62.0%). Descriptive statistics, reliability analysis, and structural equation modeling(SEM) were used to analyze the data in SPSS and Smart PLS 3.0.Results: The SEM results indicated the following: (1) perceived organizational supportsignificantly and positively affects both psychological contracts and organizational commitment,whereas social networks significantly and positively affect only psychological contracts| (2)psychological contracts significantly and positively affect organizational commitment| (3)organizational commitment significantly and negatively affects turnover intention| and (4)organizational commitment mediates the relationship among perceived organizational support,psychological contracts, and turnover intention.Conclusions: This study aids hospital nursing managers in formulating human resourcepolicies, and its findings can be used to reduce turnover intention among nurses.