PDF(Pubmed)
Abstract：
Nursing is considered indigent and oppressed because of uneven organizational hierarchies and unsatisfactory work environments. This study aimed to highlight the critical aspects of organizational culture in the nursing profession and, in general, those propagating hostile behaviours among female nursing staff that result in dissatisfaction and intention to leave the organization. A quantitative research approach was applied and a survey research strategy was used to collect the data. Convenience sampling was applied and data were collected from female nurses who were easily accessible and willing to participate in the research. A total of 707 questionnaires were collected from 14 hospitals and the data was analyzed using SmartPLS 4. Lack of administrative support and gender discrimination positively affected person-related hostility. In contrast, person-related hostility mediated the relationship between gender discrimination and lack of administrative support with the intention to leave. Direct or indirect person-related hostility factors can severely damage organizational reputation and quality and may cause the loss of employees with specific organizational knowledge and exposure. Losing an experienced employee to a newer one cannot replace the costs incurred on hiring, training, and providing knowledge to older employees. HR managers in organizations should devise strategies and policies that allow for the timely resolution of issues of nursing staff based on fair work performance.
摘要：
由于组织层次结构不平衡和工作环境不令人满意，护理被认为是贫穷和受压迫的。这项研究旨在强调护理行业组织文化的关键方面，总的来说,那些在女性护理人员中传播敌对行为，导致不满和离开组织的意图。采用了定量研究方法，并采用了调查研究策略来收集数据。采用便利抽样，并从易于访问并愿意参与研究的女护士那里收集数据。共收集了来自14家医院的707份问卷，并使用SmartPLS4对数据进行了分析。缺乏行政支持和性别歧视对与人有关的敌意产生了积极影响。相比之下,与人有关的敌意调解了性别歧视与意图离开的缺乏行政支持之间的关系。直接或间接的与人相关的敌对因素会严重损害组织声誉和质量，并可能导致具有特定组织知识和暴露的员工流失。失去一个有经验的员工给一个新的员工不能取代雇佣所产生的成本，培训,并为年长的员工提供知识。组织中的人力资源经理应制定战略和政策，以根据公平的工作绩效及时解决护理人员的问题。
