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庵斜刁
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1 理論 (Journal of Economics and Management),2005, Vol. 1, No.1, 理離隆 * 理離理索立離理來離降離理若降理離療離 1 論理例 Walsh and Weeks (1995) Murrells and Robinson (1998) 精神歷 (career histories) (career plans)donner and Wheller (2001) 理 (phase) 理 2004 年年 7 21 理理理立理

2 16 隆例 Arthur and Rousseau (1996) (boundaryless career) 念 Hall (1996) (protean career) 念不 (Gunz and Jalland, 1996) 理論 (Baruch and Peiperl, 2000) 量 (Schein, 1978; Brousseau et al., 1996) 來力理力理度不理 Walsh and Weeks (1995) 離 Hermann Hospital 10 年離率降了來理不見理更 Meehan (1995) 理理理狀理來說理理理了理更了 Chen et al. (2003a, 2003b) 念理 Super (1957) 索立離量來量理降理離

3 理離了歷連串不不度行 (Super, 1957; Cron, 1984; Chen et al., 2003a, 2003b) 論不不理了理例 Judith (1995) 理不 Meehan (1995) 理理 Super (1957) 索立離 Super (1957) 力理論 (Smart, 1998)Cron (1984) 利 Super (1957) 行 Chen et al. (2003a, 2003b) 不不念理理理不不不不理女更例歷兩更理理論理量利行 1 理理若臨理理臨理 10 年

4 18 隆臨理不理理理北理鹿理索理索 McNeese-Smith (2000) 2 年理不索 Donner and Wheeler (2001) 理理索領 (area of practice) 索理了 (McNeese-Smith, 2000) 索理臨不立理不更 Donner and Wheeler (2001) 練臨立理理理立理類 McNeese-Smith (2000) 精理理露臨 2 5 年了理了臨 5 15 年 Judith (1995) 臨索立理不理 (Judith, 1995) 論臨 15 年留

5 理離力 (Chen et al., 2003a, 2003b) 理力列 1 索理力了力臨了若理論索理立理臨力不更立若度行理練立理理力理領若理來離理更若離離理

6 20 隆 1 理索立離理 (1) 了力臨 (1) 了領 (2) 了理 (2) (3) (3) 論 (4) 了臨理 (5) (1) 立 (1) 度行理練 (2) 立力 (2) 勵理參 (3) (3) (1) (1) 理來 (2) 理 (2) 理 (3) 理領 (3) 理 (1) (1) (2) (2) (3) 離 (3) 2.3 (Chen et al., 2003a, 2003b) 理

7 理離 21 列 2 2 理索立離理 (1) 臨 (1) 理參練 (2) (2) 理 (3) (3) 理說 (1) 理 (1) 理練 (2) 理 (2) 理 (3) 理 (1) (1) 立 (2) 參 (2) 勵理識領識 (3) (3) 理更 (1) (1) 理 (2) 索理力 (2) 勵理參索理了索臨若理說立理理若練理

8 22 隆練理若勵理識領識離理索理若勵理參 2.4 念來來 (Chen et al., 2003a, 2003b) 理列 3 索理立力理若理理了索理來立理更利若理理了理了臨力若理女離理來若理理勵度理理理

9 理離 23 3 理索立離理 (1) 立 (1) 理練 (2) 力 (2) 理理 (3) 理了 (1) 更 (1) 行理理利了 (1) (1) 勵度力 (2) 理 (2) 理 (3) (3) 理 (4) (4) (5) (6) 理女 (1) (1) 理 (2) (2) 理 3 論 Gibson (1994) (ICU) 理離離離率 (Wowk et al., 1983; Walsh and Weeks, 1995) 離離度行理度

10 24 隆不理契度良諾 (social comparison process) (Adams, 1965) 異理契益留理若理不理度 Locke (1969) 理論不了 Chen et al. (2003a) 度度論力離離理來索理離念立理立來良來立理不見理臨理兩狀 (burnout) 離理離來

11 理離 25 離理離不索立理不樂見論理離 1 理 2 理離理索立離量理 (respondents) 1. 索不理臨臨 0 2 年 2. 立不更力臨理理露臨 2 5 年 3. 逹理

12 26 隆理理臨 5 15 年 4. 離留年金論臨 15 年 4.2 量來 2 理理行來行 5 理來行 2 理行度量度不數量數來 Cronbach 數索立離度行量不度數理量數數 Cronbach 數索立離

13 理離理數數 (1) (2) (3) Smith (1969) 量 (job description index) 行量量度度行量不度 Cronbach α 數離離 Mobly et al. (1978) 離量度不行量離量 Cronbach α 數理行理 3 20 不理理行力不 428 率 28.53% 索理 59 立理 101 理 194 離理 74 參理 106 (24.77%) 理 117 (27.34%) 理 20 (4.67%) 理 87 (20.33%) 36 (8.41%) 48 (11.21%) 9

14 28 隆 (2.10%) 5 (1.17%) 理 75 (17.52%) 117 (27.34%) 227 (53.04%) 精神 6 (1.40%) 3 (0.70%) 5 了了離行了利 (structural equation modeling) 來 (Bollen, 1989) 量料行 Anderson and Gerbing (1988) 兩 5.1 量 (confirmatory factor analysis; CFA) 來量 χ² , GFI=0.94, CFI=0.92, RMR=0.04 度良度度度離度 (composite reliability) 不度 (Hatcher, 1998) 度度度 4 量量數 t 臨 3.29 (p<0.001) 度數異 (variance extracted) 良度 (Hatcher, 1998) 度 5.2 量行

15 理離 29 數 1 來說量 (reliable statistic) (Bollen, 1989) 度例 GFICFI χ²204.67, GFI=0.9405, CFI=0.9199, RMR= 度良 4 量量數 t 度離 T T T T T T T S S S S S S T31-T37 來量離 S21-S26 來量路數來理 (=-0.39, t=-5.30) 離 (=-0.58, t=-7.60) 離不 (= , t=-1.173) 理離理

16 30 隆度離 = = 離 S 21 S 22 S 26 T 31 T 32 T 37 Statistics 2 度 GFI AGFI RMR CFI 路數列 6 論 1 不理不理離行理理離理度離療若理理降離

17 理離 31 療力不論離都量離行露 (Chen et al., 2003a) 來理理行狀來行識便利來參參 Adams, J. S., (1965), Inequity in Social Exchange, in Advances in Experimental Social Psychology, L. Berkowitz (Ed.),Vol.2, New York: Academic Press., Anderson, J. C. and D. W. Gerbing, (1988), Structural Equation Modeling in Practice: A Review and Recommended Two-Step Approach, Psychological bulletin, 103, Arthur, M. B. and D. M. Rousseau, (1996), The Boundaryless Career: A New Employment Principal for New Organizational Era, Oxford: Oxford University Press. Arthur, M. B., D. T. Hall and B. S. Lawrence, (1989), Generating New Directions in Career Theory: The Case for Transdisciplinary Approach, in Handbook of Career Theory, M. B. Arthur, D. T. Hall, and B. S. Lawrence, (Eds.), Cambridge: Cambridge University Press., 7-25 Arthur, M. B., K. Inkson and J. K. Pringle, (1999), The New Careers: Individual Action and Economic Change, London: Sage. Baruch, Y. and M. Peiperl, (2000), Career Management Practices: An Empirical Survey and Implications, Human Resource Management, 39,

18 32 隆 Bollen, K. A., (1989), Structural Equations with Latent Variables, New York: Wiley. Brousseau, K. R., M. J. Driver, K. Eneroth and R. Larsson, (1996), Career Pandemonium: Realigning Organizations and Individuals, Academy of Management Executive, 10, Chen, T. Y., P. L. Chang and C. W. Yeh, (2003a), Sequare of Correspondence between Career Needs and Career Development Programs for R&D Personnel, Journal of High Technology Management Research, 14, Chen, T. Y., P. L. Chang and C. W. Yeh, (2003b), The Study of Career Needs, Career Development Programmes and Job Satisfaction Levels of R&D Personnel: The Case of Taiwan, International Journal of Human Resource Management, 14, Cron, W. L., (1984), Industrial Salesperson Development: A Career Stage Perspective, Journal of Marketing, 48, Donner, G. J. and M. M. Wheeler, (2001), Career Planning and Development for Nurses: The Time Has Come, International Nursing Review, 48, Gibson, V., (1994), Does Nurse Turnover Mean Nurse Wastage in Intensive Care Units, Intensive and Critical Care Nursing, 10, Gunz, H., and M. Jalland, (1996), Managerial Careers and Business Strategies, Academy of Management Review, 21, Hall, D. T., (1996), The Career is Dead: Long Live the Career, San Francisco: Jossey-Bass Pub. Hatcher, L., (1998), A Step-by-Step Approach to Using the SAS System for Factor Analysis and Structural Equation Modeling, SAS Institute Inc., Cary, NC, USA. Irvine, D. M. and M. G. Evans, (1995), Job Satisfaction and Turnover among Nurses: Integrating Research Findings across Studies, Nursing Research, 44, Judith, S. R., (1995), Life-Cycle Influences on Staff Nurse Career Expectations, Nursing Management, 26,

19 理離 33 Locke, E. A., (1969), The Nature and Causes of Job Satisfaction, Handbook of Industrial and Organizational Psychology, Chicago: Rand Mc Nally College. McNeese-Smith, D. and M. Crook, (2003), Nursing Values and a Changing Nurse Workforce, Journal of Nursing Administration, 33, McNeese-Smith, D., (2000), Job Stages of Entry, Mastery, and Disengagement among Nurses, Journal of Nursing Administration, 30, Meehan, V. R., (1995), Career Needs and Career Stages of Nurses in a Public Psychiatric Healthcare System, Dissertation, University of Texas at Austin. Mobley, W. H., S. O. Horner and A. T. Hollingsworth, (1978), An Evaluation of the Precursors of Hospital Employee Turnover, Journal of Applied Psychology, 63, Murrells, T. and S. Robinson, (1998), Researching Career Plans and Career Histories of Mental Health Nurse, International Journal of Nursing Studies, 35, Schein, E. H., (1978), Career Dynamics: Matching Individual and Organizational Needs. Reading, MA: Addison-Wesley. Smart, R. M., (1998), Career Stages in Australian Professional Women: A Test of Super s Model, Journal of Vocational Behavior, 52, Smith, P. C., L. M. Kendall and C. L. Hulin, (1969), The Measurement of Satisfaction in Work and Retirement, Chicage: Rand McNally. Super, D. E., (1957), The Psychology of Career, New York: Harper& Brothers. Walsh, K. and L. C. Weeks, (1995), PACE: A Unique Career Development Program, Journal of Nursing Administration, 25, Wowk, R., D. Willims and G. Halstead, (1983), Do Formal Career Development Programs Really Increase Employee Participation? Training and Development Journal, 37,

20 34 隆 The Influence of the Gap between Career Needs and Career Development Programs of Nurses on Turnover Intention: The Mediating Effect of Job Satisfaction Pao-Long Chang Department of Business Administration, Feng Chia University, Taiwan Ying-Chyi Chou Department of Business Administration, Tung Hai University, Taiwan Fei-Chun Cheng Institute of Business & Management, National Chiao Tung University, Taiwan The purpose of this research is to explore the relationship among the gap between career needs and career development programs, job satisfaction, and turnover intention. First, the nursing career is divided into four stages: exploration stage, establishment stage, maintenance stage, and disengagement stage. We then create scales measuring career needs and career development programs for nurses in each stage. We also use structural equation modeling to test the relationships among the gap between career needs and career development programs, job satisfaction, and turnover intention. The analysis shows that the gap between career needs and career development programs reduces job satisfaction, which indicates that hospitals should pay attention to the career needs of nurses. If career development programs are well planned by hospitals and satisfy the career needs of nurses, nurses will have lower turnover intention, with positive effects to the hospitals. Keywords: career needs, career development programs, gap, job satisfaction, turnover intention

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