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Learning Objective 1: The learner will be able to understand the issue about professional commitment to improve manerger competencies.
Learning Objective 2: The learner will be able to the relationship among demographic characteristics, empowerment, satisfy of job, and professional commitment. It is helpful for manpower manerger.
Nursing shortage is a global problem. To improve nursing commitment is helpful to stay nurses. The purposes of this study were to investigate: (a) empowerment, satisfy of job, and professional commitment among hospitals in Twain south, (b) the relationship among demographic characteristics, empowerment, satisfy of job, and professional commitment, and (c) the predictors of professional commitment .
Methods: A convenience sampling method was used to choice hospitals, and random sampling method was used to choice participants. Nurses from hospitals located in southern
Results:
Results showed the age of the subjects was 28.24 (±3.57) years old. There were 35 (21.08%) nurses in surgical unites, 42 (25.30%) nurses in medical unites, 35 (21.08%) nurses in intensive care unites, and 54 (32.53%) nurses in the others. There were 149 (89.76%) staffs’ professional job title was member, and 17 (10.24) were leader. The results of this study showed that the job satisfaction questionnaire was 67.48 (±11.55) scores, the work empowerment was 45.03(±7.38) scores, and the average of commitment professional was 73.23(±13.82) scores. Majority of the respondents felt that commitment professional had an influence on their professional job title, interested in nursing, duration in the profession, job satisfaction, and work empowerment. Using multiple regressions to analysis the important predictors included: (a) being a leader, (b) being interested in the job, (c) families need to be care, and (d) job satisfaction. The r-square was 60.48%.
Conclusion: The results can be use in recruiting new staffs and stay nurses to decrease nursing shortage in practice.