یک مطالعه مقطعی در مورد نقش واسطه ای تعهد سازمانی
ترجمه نشده

یک مطالعه مقطعی در مورد نقش واسطه ای تعهد سازمانی

عنوان فارسی مقاله: نقش واسطه ای تعهد سازمانی بین فراخوانی و دلبستگی شغلی پرستاران: یک مطالعه مقطعی
عنوان انگلیسی مقاله: The mediating role of organizational commitment between calling and work engagement of nurses: A cross-sectional study
مجله/کنفرانس: مجله بین المللی علوم پرستاری - International Journal of Nursing Sciences
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت منابع انسانی، مدیریت استراتژیک
کلمات کلیدی فارسی: پرستاران، فراخوانی، مشارکت کارمندان، تعهد سازمانی
کلمات کلیدی انگلیسی: Nurses، Calling، Employee engagement، Organizational commitment
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
شناسه دیجیتال (DOI): https://doi.org/10.1016/j.ijnss.2019.05.004
دانشگاه: School of Nursing, Tianjin University of Traditional Chinese Medicine, China
صفحات مقاله انگلیسی: 6
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2019
ایمپکت فاکتور: 0/875 در سال 2018
شاخص H_index: 9 در سال 2019
شاخص SJR: 0/296 در سال 2018
شناسه ISSN: 2352-0132
شاخص Quartile (چارک): Q2 در سال 2018
فرمت مقاله انگلیسی: PDF
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: خیر
آیا این مقاله مدل مفهومی دارد: ندارد
آیا این مقاله پرسشنامه دارد: ندارد
آیا این مقاله متغیر دارد: دارد
کد محصول: E12571
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست مطالب (انگلیسی)

Abstract

1- Introduction

2- Method

3- Results

4- Discussion

5- Limitations

6- Conclusions

References

بخشی از مقاله (انگلیسی)

Abstract 

Objective: Nurse shortage is a critical problem for global healthcare services. It impacts the quality of clinical care. Work engagement is the core competence of hospitals, which indicates employee's positive attitude toward organization and work. This study aimed to explore the relationships among calling, organizational commitment, and work engagement.

Methods: A cross-sectional study was designed, and 320 nurses from tertiary hospitals in China completed the questionnaires that included demographic information, calling scale, employee engagement scale, and organizational commitment scale. Pearson correlation was performed to test the correlations among calling, organizational commitment, and work engagement. Stepwise regression analyses were performed to explore the mediating role of organizational commitment. The bootstrap method was employed to confirm the mediating effect.

Results: Nurses’ work engagement score was at the medium degree, whereas calling and organizational commitment were in the medium to high level. The results revealed that calling, organizational commitment, work engagement, and each dimension were positively correlated with one another (r ¼ 0.145e0.922, P < 0.01). The organizational commitment plays a partially mediating effect between calling and work engagement (b ¼ 0.603 to 0.333, P < 0.01).

Conclusions: The mediation effect of organizational commitment was verified, which provided a comprehensive understanding of how calling impacted work engagement. Moreover, administrators should not only promote interventions to increase work engagement but also pay attention to calling and organizational commitment so as to improve their work engagement. Taken together, increased level of work engagement is required in the current nursing field.

Introduction

Nurse shortages have become a global critical problem for healthcare services. According to the US Department of Labor's data, the demand for registered nurses in the United States will increase from 2.95 million in 2016 to 3.39 million in 2026 (a 15% increase) [1]. In China, the number of registered nurses per 1,000 population is 2.73, which is far below than that of developed countries [2]. The lack of nursing staff has a serious impact on the quality of clinical care. In addition, China faces the challenges of population aging and “two-child” policy, which overload nurses with work, leading to their reduced work engagement [3]. Work engagement is described as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption [4]. It is the core competence of hospitals. In professional nursing practice, a low level of work engagement could enhance adverse events and improve nurses' turnover intention [5]. In light of this situation, factors affecting work engagement among nurses should be explored.