組織コミットメントおよび組織市民行動―日中看護師の特徴

Organizational Commitment and Organizational Citizenship Behavior：The Characteristics of Japanese Nurses and Chinese Nurses

要旨

　目的：本研究は，日中両国において，看護師の離職行動の心理的メカニズムを「組織コミットメント」（以下OCとする）および「組織市民行動」から検討し，日中間の違いを明らかにすることである．

　方法：日本の5施設180名，中国の8施設257名の看護師を対象に，自記式質問紙調査を行い，合計368名の有効データを得，Allen ＆ Meyerモデルを参考に設定した概念枠組みに基づいて仮説の検証を行った．

　結果：OCおよび組織市民行動の尺度得点および下位次元得点のすべてにおいて，有意差が認められた．OCでは，国別および経験年数の交互作用はみられず，それぞれの主効果はみられた．日本・中国・日中全体のいずれにおいても，「離職意思なし」群の看護師のOC平均値は「離職意思有」群の看護師のOC平均値より有意に高くOCが組織市民行動に有意な影響を与えていることが示された．

　結論：OCは国別および経験年数によって異なり，現在のところ離職意思をもっていない看護師の方が，離職意思をもっている看護師よりOCが高いことが示唆された．さらにOCの高い看護師ほど，組織市民行動を行う傾向が確認された．

Abstract

　Purpose: The purpose of this study was to investigate the psychological mechanism of nurse's turnover action from “organizational commitment” (OC) and “organizational citizenship behavior” (OCB) in Japan and China as a comparative study between the two countries.

　Method: We conducted a questionnaire survey among 180 nurses at 5 facilities in Japan and 257 nurses at 8 facilities in China, with a total of 368 effective data obtained. We set up a framework based on the Allen ＆ Meyer model, and tested our hypotheses based on this framework.

　Results: Our results revealed significant differences in the average score and all lower dimension scores of OC and OCB. In OC, there was no significant interaction of country and years of experience; however, individually each had significant main effect. In Japan/China/total both, the OC mean of nurses in “no turnover intention” group was significantly higher than the “turnover intention” group. OC was observed to have significant influence on OCB.

　Conclusion: These findings suggest that OC differs according to country and years of experience. OC level of the nurse with no turnover intention was higher than with turnover intention. The tendency that the higher level of OC, the more OCB is performed by nurse was confirmed.