CAJ | 학술논문

尽管有证据表明组织承诺是一个可靠的预测变量,但在护理人员离职研究中没有被经常选用。通过对组织承诺与离职研究背景、组织承诺概念背景进行了回顾并对组织承诺和工作满意度作为护理人员离职预测变量进行了比较,结果表明：组织承诺对护理人员离职有强大的间接预测能力;组织承诺比工作满意度有更强的预测能力。结论：在护理人员离职调查研究中组织承诺是一个有用的预测变量;组织承诺变量应该经常用于护理人员离职调查研究。
진관유증거표명조직승낙시일개가고적예측변량,단재호리인원리직연구중몰유피경상선용。통과대조직승낙여리직연구배경、조직승낙개념배경진행료회고병대조직승낙화공작만의도작위호리인원리직예측변량진행료비교,결과표명：조직승낙대호리인원리직유강대적간접예측능력;조직승낙비공작만의도유경강적예측능력。결론：재호리인원리직조사연구중조직승낙시일개유용적예측변량;조직승낙변량응해경상용우호리인원리직조사연구。
Organizational commitment is not routinely selected as a predictor variable in nursing studies,although the evidence suggests that it is a reliable predictor.This paper reviewed the background of organizational commitment and turnover,the conceptual context of organizational commitment and compared the organizational commitment and job satisfaction as predictor variables in nursing turnover studies.Results indicated robust indirect predictability of organizational commitment,with greater predictability by organizational commitment vs job satisfaction.Conclusion： Organizational commitment is a useful predictor of turnover in nursing research studies.The organizational commitment variable should be routinely employed in nursing turnover research studies.