如果你的研究中有“理论框架”，那么，你的“理论意义”应该很好写！（护理SCI文献解读）
之前，讲“课题申请”的时候我们提到过“理论意义”怎么思考？其中关键的一点就是：可以拓展或延伸理论模型的应用。
这个思路不仅是应用在“课题申请”上，其实在很多研究类型中都会用到这个思路，毕竟理论的应用是有条件的。但是，问题是不断变化的。所以，我们也要学会灵活去应用。今天就是给大家分享这样一个案例~
文献来自《Journal of Advanced Nursing》（IF=2.561）：Zahednezhad, H, Hoseini, MA, Ebadi, A, arokhnezhad Afshar, P, Ghanei Gheshlagh, R. Investigating the relationship between organizational justice, job satisfaction, and intention to leave the nursing profession: A cross‐sectional study. J Adv Nurs. 2021; 77: 1741– 1750.
https://doi.org/10.1111/jan.14717
组织公平感、工作满意度和离职意向的关系研究：一项横断面研究
首先，我们的问题是：护士离职的问题（现状问题）。<护士的离职问题大都是通过“离职意向”这个变量作为替代。>
Alexander的离职理论认为：个体的离职行为是其离职意向和决定的结果。其中，离职意向源于对工作的态度，并且工作满意度是塑造或预测工作态度的一个关键因素。在本研究中，作者的研究模型是基于Alexander的离职理论构建，试图将“组织公平”做为工作满意度的预测变量之一来扩展和验证这一模型。（见下图）
图：本研究的假设模型
所以，通过图中我们就可以看出：组织公平感、工作满意度与离职意向三者之间的关系（假设）。随附文献摘要：
Abstract
Aims This study aims to test a hypothetical model linking various dimensions of organizational justice to the job satisfaction and nurses' intention to leave the profession based on the theoretical assumptions of the Alexander model of voluntary turnover.
研究目的：基于Alexander离职理论，探讨组织公平感、工作满意度与离职意向之间的关系。
Design cross‐sectional survey.
研究设计：横断面研究设计
Methods This study was conducted on 317 inpatient ward nurses of six teaching hospitals in Tehran, Iran during 1 September 2017–14 November 2018. Clinical nurses were recruited by a multistage random sampling. Data were collected using structured questionnaires of organizational justice, job satisfaction, and nurses' intention to leave. Data were analysed by structural equation modelling using Amos 22 statistical program.
研究方法：2017年09月-2018年11月期间，共纳入317名护士。采用组织公平感量表、工作满意度量表、护士离职意向问卷等进行调查。应用Amos22.0软件对数据进行结构方程建模分析。
Results The structural equation model demonstrated adequate fit and the hypothesized correlations were partially supported. The findings suggested that the distributive justice (p<0.001; β=0.24) and interactional justice (p<0.001; β=0.44) could indirectly affect the nurses' intention to leave the nursing profession via the direct impact on job satisfaction, while job satisfaction had a significant, negative effect on the nurses' intention to leave (p<0.001; β=−0.71).
研究结果：①结构方程模型的拟合度较好，相关性假设得到部分支持。②分配公平和互动公平等通过对工作满意度产生直接影响，进而间接影响护士的离职意向。③工作满意度对护士的离职意向产生负向影响。
Conclusions According to the results, the model fit was acceptable, suggesting the validity of the final model. Furthermore, distributive and interactional justice could reduce the intention to leave the nursing profession by influencing the job satisfaction of the clinical nurses.
研究结论：结果表明，模型拟合良好，验证了最终模型的有效性。此外，分配公平和互动公平通过影响临床护士的工作满意度来降低护士的离职意愿。
Impact This was one of the first studies to determine the aspects of justice that must be further emphasized by healthcare managers to increase the job satisfaction of nurses and their retention in healthcare systems. The findings indicated that fair interactions have a greater impact on job satisfaction and retention of nurses than procedural and distributive justice. The results of this study provide valuable references for nursing managers to increase the job satisfaction of nurses and their retention in healthcare settings.
意义：提示应该提高护士的工作满意度来影响他们的离职意向，同时注意到互动公平对护士工作满意度和离职意向的影响要大于程序公平和分配公平的影响。护理管理者应该基于此研究结果和结论，以提高护士的工作满意度和留职率。
参考文献：
Alexander, J. et al. “A causal model of voluntary turnover among nursing personnel in long-term psychiatric settings.” Research in nursing & health 21 5 (1998): 415-27 .
Zahednezhad, H, Hoseini, MA, Ebadi, A, arokhnezhad Afshar, P, Ghanei Gheshlagh, R. Investigating the relationship between organizational justice, job satisfaction, and intention to leave the nursing profession: A cross‐sectional study. J Adv Nurs. 2021; 77: 1741– 1750.