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Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment
Wen-Hsien Ho, Ching Chang, Ying-Ling Shih, Rong-Da Liang
BMC Health Services Research , 2009, DOI: 10.1186/1472-6963-9-8
Abstract: With top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. 650 copies of the questionnaire in two large and influential hospitals in southern Taiwan were distributed, among which 532 valid copies were retrieved with a response rate of 81.8%. Finally, the SPSS 11.0 and LISREL 8.54 (Linear Structural Relationship Model) statistical software packages were used for data analysis and processing.According to the nurses' views, the findings are as follows: (1) job rotation among nurses could have an effect on their job satisfaction; (2) job rotation could have an effect on organizational commitment; (3) job satisfaction could have a positive effect on organizational commitment; (4) role stress among nurses could have a negative effect on their job satisfaction; and (5) role stress could have a negative effect on their organizational commitment.As a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly. And when a medical organization attempts to enhance nurses' commitment to the organization, the findings suggest that reduction of role ambiguity in role stress has the best effect on enhancing nurses' organizational commitment. The ultimate goal is to increase nurses' job satisfaction and encourage them to stay in their career. This would avoid the vicious circle of high turnover, which is wasteful of the organization's valuable human resources.Job rotation inspires nurses to achieve higher performance, allowing continuous growth at work, extended knowledge and skill, and increasing clinic patient care-taking quality. Scholars have all proposed that job rotation may help employees to acquire multiple capabilities and expand vision, and that it can be an approach to reduce job burnout [1-3]. But emotional pressure often occurs in the work en
Exploring the impact of mentoring functions on job satisfaction and organizational commitment of new staff nurses
Rhay-Hung Weng, Ching-Yuan Huang, Wen-Chen Tsai, Li-Yu Chang, Syr-En Lin, Mei-Ying Lee
BMC Health Services Research , 2010, DOI: 10.1186/1472-6963-10-240
Abstract: We employed self-administered questionnaires to collect research data and select new nurses from three regional hospitals as samples in Taiwan. In all, 306 nurse samples were obtained. We adopted a multiple regression analysis to test the impact of the mentoring functions.Results revealed that career development and role modeling functions have positive effects on the job satisfaction and organizational commitment of new nurses; however, the psychosocial support function was incapable of providing adequate explanation for these work outcomes.It is suggested in this study that nurse managers should improve the career development and role modeling functions of mentoring in order to enhance the job satisfaction and organizational commitment of new nurses.Nurse turnover and turnover intent have received considerable worldwide attention because of their influence on patient safety and health outcomes. The turnover intent among new nurses is often higher than that among senior nurses[1]. Nurse turnover in the first year of practice ranges between 35% and 60%[2]. With the high turnover incidence among new nurses, it is imperative that retention strategies be effective and that these strategies be examined closely. When new nurses perform their duties in hospitals, they often have little or no experience in clinical nursing but they are required to bear full responsibility of patient care. Owing to limited clinical skills, experience, and full responsibility of patient care, new nurses would often bear heavy work pressure. Work pressure and nurse attitudes toward jobs have significant impact on job satisfaction and organizational commitment among hospital nurses [3-5]. Researches from various countries have confirmed that job satisfaction and organizational commitment are statistically significant predictors of nurse absenteeism or turnover, or their intent to quit[1,6,7]. Thus, in order to reduce the nurses' intent to leave, nurse managers should urgently address the issue
Work Values, Job Involvement, and Organizational Commitment in Taiwanese Nurses
International Journal of Psychology and Behavioral Sciences , 2012, DOI: 10.5923/j.ijpbs.20120203.02
Abstract: Employees’ belief in the traditional work ethics of hard work and diligence as virtues in their own right has significantly declined in recent times in Taiwan. Job involvement as a mediator of the influence of work values on organizational commitment remains unclear, and needs to be explored in a non-western work context. In addition, the degree of organizational commitment has not been shown to be related to the actual amount of nursing work or labor intensity required in any nursing care environment. This study investigates the relationship between work values, job involvement and organizational commitment in a sample of 1047 Taiwanese nurses from Taiwan. The study utilizes a cross-sectional survey design. The sample consisted of Registered Nurses (RNs) (N=1,047) recruited from a convenience sample in nine regional and teaching hospitals in Taiwan. Results showed that work values were positively related to job involvement and organizational commitment, and job involvement is positively related to organizational commitment. Subsequent analyses revealed that job involvement could play an important role in mediation, and that establishing a higher level of job involvement may be more important than focusing only on organizational commitment. This study has implications for organizations attempting to enhance organizational commitment through increased job involvement. It is anticipated that by improving these various factors, the turnover and absenteeism will be reduced and the organizations become more effective and productive.The macro-economic environment in the Taiwanese healthcare system has changed over time to address issues such as cost containment, the over-supply of nurses and an inflexible career system. As a result, average turnover rate of new staff nurses in Taiwan’s hospitals has varied between 22–40 per cent in recent years (8). Employees’ belief in the traditional work ethics of hard work and diligence as virtues in their own right has significantly declined in recent times in Taiwan (32). It is likely employees’ perceptions of work and work organizations have changed. Unless organizations are able to meet a range of employee’s needs, employees cannot be expected to be highly involved in their jobs or organizations (18).
Commitment and the emigration intentions of South African professional nurses
Jeffrey J. Bagraim
Health SA Gesondheid , 2013,
Abstract: The emigration of skilled nurses from South Africa exacerbates the crisis in the provision of public health services. A descriptive, quantitative design was applied to investigate the relationship between intention to emigrate and employee commitment. Over 400 registered nurses (N= 419), working within public sector tertiary hospitals in the Western Cape, responded to a cross-sectional survey questionnaire. Three foci of employee commitment (organisational, professional and national) were examined but only national commitment significantly helped predict intention to emigrate from South Africa in the regression model (beta = -0.0525, p < 0.0001). The implications of the results obtained in this study are discussed. Die emigrasie van verpleegkundiges uit Suid-Afrika vererger die krisis in die verskaffing van gesondheidsorgdienste in die land. ’n Beskrywende, kwantitatiewe ontwerp is gebruik om die verwantskap tussen werknemertoewyding en die voorneme om te emigreer te ondersoek. Meer as 400 verpleegsters (N = 419) wat in openbare tersiêre hospitale in die Wes-Kaap werk, het op die vraelys gereageer. Drie fokusareas van toewyding (organisatories, professioneel en nasionaal) is gemeet, maar net nasionale toewyding het daartoe bygedra om emigrasievoorneme te voorspel (beta = -0.0525, p< 0.0001). Die implikasies van hierdie resultate word bespreek.
Effects of Core Self-Evaluations on the Job Burnout of Nurses: The Mediator of Organizational Commitment  [PDF]
Yangen Zhou, Jiamei Lu, Xianmin Liu, Pengcheng Zhang, Wuying Chen
PLOS ONE , 2014, DOI: 10.1371/journal.pone.0095975
Abstract: Objective To explore the impact of Core self-evaluations on job burnout of nurses, and especially to test and verify the mediator role of organizational commitment between the two variables. Method Random cluster sampling was used to pick up participants sample, which consisted of 445 nurses of a hospital in Shanghai. Core self-evaluations questionnaire, job burnout scale and organizational commitment scale were administrated to the study participants. Results There are significant relationships between Core self-evaluations and dimensions of job burnout and organizational commitment. There is a significant mediation effect of organizational commitment between Core self-evaluations and job burnout. Conclusions To enhance nurses’ Core self-evaluations can reduce the incidence of job burnout.
Job satisfaction trends during nurses' early career
Trevor Murrells, Sarah Robinson, Peter Griffiths
BMC Nursing , 2008, DOI: 10.1186/1472-6955-7-7
Abstract: Nurses were sampled using a combined census and multi-stage approach (n = 3962). Data were collected by questionnaire at 6 months, 18 months and 3 years after qualification between 1998 and 2001. Scores were calculated for seven job satisfaction components and a single item that measured satisfaction with pay. Scores were compared longitudinally and between nursing speciality (general, children's, mental health) using a mixed model approach.No single pattern across time emerged. Trends varied by branch and job satisfaction component. Rank order of job satisfaction components, from high to low scores, was very similar for adult and child branch nurses and different for mental health. Nurses were least satisfied with pay and most satisfied with relationships at 6 and 18 months and with resources (adult and child) and relationships (mental health) at 3 years. Trends were typically upwards for adult branch nurses, varied for children's nurses and downwards for mental health nurses.The impact of time on job satisfaction in early career is highly dependent on specialism. Different contexts, settings and organisational settings lead to varying experiences. Future research should focus on understanding the relationships between job characteristics and the components of job satisfaction rather than job satisfaction as a unitary construct. Research that further investigates the benefits of a formal one year preceptorship or probationary period is needed.Job satisfaction is an important component of nurses' lives that can impact on patient safety, staff morale, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession with additional replacement costs (e.g. agency staff) and further attempts to hire and orientate new staff [1]. Turnover rates of 35% to 55% in first year of employment have been reported in the US [2]. In the UK nursing employment fell to 82% 3 years after qualification in a longitudinal study of ear
The Impact of Psychological Capital on Job Burnout of Chinese Nurses: The Mediator Role of Organizational Commitment  [PDF]
Jiaxi Peng, Xihua Jiang, Jiaxi Zhang, Runxuan Xiao, Yunyun Song, Xi Feng, Yan Zhang, Danmin Miao
PLOS ONE , 2013, DOI: 10.1371/journal.pone.0084193
Abstract: Background Nursing has a high risk of job burnout, but only a few studies have explored its influencing factors from an organizational perspective. Objective The present study explores the impact of psychological capital on job burnout by investigating the mediating effect of organizational commitment on this relationship. Methods A total of 473 female nurses from four large general hospitals in Xi’an City of China were selected as participants. Data were collected via the Psychological Capital Questionnaire, the Maslach Burnout Inventory-General Survey, and the Organizational Commitment Scale. Results Both psychological capital and organizational commitment were significantly correlated to job burnout. Structural equation modelling indicated that organizational commitment partially mediated the relationship between psychological capital and job burnout. Conclusion The final model revealed a significant path from psychological capital to job burnout through organizational commitment. These findings extended prior reports and shed some light on the influence of psychological capital on job burnout.
Greek Registered Nurses’ Job Satisfaction in Relation to Work-Related Stress. A Study on Army and Civilian Rns.
Maria Malliarou,Pavlos Sarafis,Eleni Moustaka,Thamme Kouvela
Global Journal of Health Science , 2010, DOI: 10.5539/gjhs.v2n1p44
Abstract: Background: Job satisfaction and work-related stress effect, job turnover, and patient satisfaction in nursing. Aim: To present the views of Greek Army Registered Nurses and Civilian Registered Nurses on job satisfaction and job stress and why they are lead to seeking employment elsewhere. Methods: A descriptive, cross-sectional study was undertaken by questionnaire on a random sample of 117 Registered Nurses (77 Army RNs – 40 Civilian RNs), (Response rate 42%). The Warr-Cook-Wall job satisfaction scale was used to measure overall job satisfaction. Job related tension index was used to measure nurses’ levels of stress. The association between relationship factors and organizational outcomes such as job satisfaction, turnover intentions and organizational commitment were assessed. The analysis was made with the use of SPSS (version 15). Results: Mean score of stress was for Army Registered Nurses (RNs) m=31.61 (SD 9.041 min=21 max=75) while for Civilian Registered Nurses was m=29.38 (SD 7.117 min=12 max=46) The most frequently mentioned source of job stress for civilian RNs is not having a say on the appearance and structure of their work environment (p=0.017). Not being appreciated and not treated as equal to other health professionals. (p<0.0001). Civilian RNs’ occupational stress leads to their leaving the workplace (p=0.004). Results of the regression analysis when performing Pearson correlation coefficients (correlation significance at the level 0.05 two-tailed) showed that the increase in job satisfaction of Army RNs was predicted by older nurses p= 0.001, r= 0.363, by more experienced ones with more years at work p= 0.004, r= 0.326. Conclusions: A nursing career is fulfilling when the nurse is given the opportunity to provide input on decisions in the workplace, is treated as an equal to other health professionals and is given recognition for accomplishments. The current shortage of nurses highlights the importance of understanding the impact of low moral and stress in the workplace and the need to implement innovative programs that respect the nursing profession.
Nurses Perception towards Determinants of Turnover in Psychiatric and General Hospital, Makkah Province  [PDF]
Mansour Al-Manea, Abd Alhadi Hasan
Open Journal of Psychiatry (OJPsych) , 2019, DOI: 10.4236/ojpsych.2019.92005
Abstract: Background: Nurses leaving the profession are of concern to the government. This turnover can take the form of leakage and waste of both human and financial resources for governments that spend money on training nurses. Little is known about the intention to stay or determinants of job satisfaction among nurses in the Makkah region of Saudi Arabia. Aims: The study explores the determinants of intention to stay, job satisfaction, organizational commitment and self-efficacy among nurses. Methods: A cross-sectional study was designed, with a total of 175 nurses in the period between March 2017-July 2017. Results: No statistically significant differences were identified in intention to stay, job satisfaction, organizational commitment and self-efficacy between the psychiatric and the general nurses. A significant correlation was found between nationality, education and income, and intention to stay, job satisfaction, organization commitment and self-efficacy (p < 0.05). Conclusions: The study added various determinants of nurse turnover to the existing body of knowledge, relating to the factors concerning intention to stay, job satisfaction, organizational commitment and self-efficacy amongst general and psychiatric nurses.
A Study of Occupational Stress and Job-Satisfaction in relation to Professional Commitment and Background Factors of Secondary School Teachers  [PDF]
J D Singh
Golden Research Thoughts , 2012, DOI: 10.9780/22315063
Abstract: Stress is omnipresent in our society. It is a condition of strain that has a direct bearing on emotions, thought process and physical conditions of a person. Due to the competitive nature of the job environment, many people are spending their time for job related work purposes resulting ignore the stressor those are influencing their work and life. Usually people are more worry about their outcome of their work that can even affect the way they treat other people and how they communicate with their peers and customers. The skill and expertise of the teacher as a professional who has the vision and wisdom to perceive the future and help the learners prepare for it. Occupational stress is the interaction of the worker and the conditions of work. The quality or effectiveness of teachers is considered to be associated with his satisfaction towards his profession, his satisfaction with his values. Thus, it is clear that an effective and competent teacher will achieve the desired learning outcomes, provided if he satisfied in his profession. This study was conducted to measure the effect of occupational stress and job-satisfaction of secondary school teachers in relation to their professional commitment and certain background factors.
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