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International Journal of Nursing Sciences 2018年第4期5卷 403-408页

作者： Leodoro J.Labrague Denise M.McEnroe-Petitte Konstantinos Tsaras Jonas P.Cruz Paolo C.Colet Donna S.Gloe Sultan Qaboos University MuscatOman Kent State University Tuscarawas USA Technological Educational Institute of Thessaly LarissaGreece Shaqra University Saudi Arabia Nazarbayev University Kazakhstan Southwest Baptist University USA

Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the *** study explored the extent of nurses'organizational commitment and turnover intention in the ***,predictors of nurses'organizational commitment and turnover intention were ***:A cross-sectional research design was adopted for this *** hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded(an 83%response rate).Two standardized instruments were used:the organizational commitment Questionnaire and the Six-item Turnover Intention Inventory ***:Findings revealed that Philippine nurses were moderately committed(3.13±0.24)to and were undecided(2.42±0.67)whether or not to leave their ***'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,Porganizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover *** inverse relationship was identified between the organizational commitment and turnover intention(r=-0.22,P=0.005).Conclusion:The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.

关键词： Hospitals Rural Nurses organizational commitment Philippines Turnover intention

The mediating role of organizational commitment between calling and work engagement of nurses: A cross-sectional study

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International Journal of Nursing Sciences 2019年第3期6卷 309-314页

作者： Yudi Cao Jingying Liu Kejia Liu Mengyu Yang Yanhui Liu School of Nursing Tianjin University of Traditional Chinese MedicineChina

Objective: Nurse shortage is a critical problem for global healthcare *** impacts the quality of clinical *** engagement is the core competence of hospitals,which indicates employee's positive attitude toward organization and *** study aimed to explore the relationships among calling,organizational commitment,and work ***: 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 *** correlation was performed to test the correlations among calling,organizational commitment,and work *** regression analyses were performed to explore the mediating role of organizational *** bootstrap method was employed to confirm the mediating ***: Nurses' work engagement score was at the medium degree,whereas calling and organizational commitment were in the medium to high *** results revealed that calling,organizational commitment,work engagement,and each dimension were positively correlated with one another (r=0.145-0.922,P organizational commitment plays a partially mediating effect between calling and work engagement (β =0.603 to 0.333,P organizational commitment was verified,which provided a comprehensive understanding of how calling impacted work ***,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 *** together,increased level of work engagement is required in the current nursing field.

关键词： Nurses Calling Employee engagement organizational commitment

Relationship between quality of professional life and organizational commitment in intensive care unit nurses

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Frontiers of Nursing 2021年第4期8卷 399-406页

作者： Mahboobeh Magharei Zinat Mohebbi Soheila Jafari Department of Nursing School of Nursing and MidwiferyShiraz University of Medical SciencesShirazIran Student Research Committee Shiraz University of Medical SciencesShirazIran

Objective:The quality of professional life has attracted the attention of many managers owing to its importance,and organizational commitment differs according to work conditions in an *** the largest professional group in the healthcare system,nurses face many stressful factors that can endanger their quality of professional life and organizational *** their huge importance,these 2 variables have rarely been addressed or evaluated in the nursing *** present study was conducted to determine the relationship between quality of professional life and organizational commitment in nurses working in the intensive care units(ICUs)and critical care units(CCUs).Methods:The present descriptive-analytical study was conducted on 221 nurses working in the ICUs of hospitals affiliated to Shiraz University of Medical Sciences and selected through proportional stratified *** data collection tools comprised demographic questionnaires,the quality of work-life questionnaire by Walton with 8 dimensions,and the valid and reliable organizational commitment scale by Meyer and *** data were analyzed in SPSS,version 23(IBM Corporation,Armonk,New York,United States),using descriptive and inferential statistical techniques,including Spearman correlation,Pearson correlation,the Kruskal-Wallis test,the Mann-Whitney U test,the c2 test,and the independent t test.Porganizational commitment were 58.996±14.427 and 93.840±13.900,respectively,in the ICU *** Pearson test showed positive and significant relationships between quality of professional life and organizational commitment(r=0.392,Porganizational commitment and quality of professional life,it is recommended that organizational commitment be modified to improve the quality of profession

关键词： quality of professional life organizational commitment nurses ICU CCU

Job satisfaction and organizational commitment among nurses working on temporary versus permanent jobs at a tertiary care teaching hospital,Uttarakhand,India

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Journal of Integrative Nursing 2022年第4期4卷 224-230页

作者： Neha PANCHAL Suresh Kumar SHARMA Rakesh SHARMA Ritu RANI Department of Neurosurgery Vardhman Mahavir Medical College and Safdarjung HospitalNew DehliIndia College of Nursing All India Institute of Medical SciencesJodhpurRajasthanIndia College of Nursing All India Institute of Medical SciencesRishikeshUttarakhandIndia

Objective:The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital,Uttarakhand,*** and Methods:A total of 250 nurses(125 temporary and 125 permanent)were selected using stratified disproportionate random sampling techniques from a tertiary care teaching *** datasheet,Job Satisfaction Survey scale,and organizational commitment scale were used to collect ***:The study results revealed that the job satisfaction score was significantly higher in permanent nurses(139.1±15.4)than in temporary nurses(131.3±12.2)(Porganizational commitment with the selected profession by own will(Porganizational *** study suggests enhancing employee satisfaction can improve organizational *** well,this study’s findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.

关键词： Health-care services job satisfaction organizational commitment permanent nurses temporary nurses

The impact of nurses’organizational commitment on their perceptions of the work environment:Strong mediating effect of the psychological contract

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Journal of Integrative Nursing 2023年第2期5卷 115-121页

作者： Pengxiang ZUO Cengceng LU Jing ZHOU Ming HOU Xiaohui JIAO Department of Nursing Shihezi University School of MedicineShiheziXinjiangChina Department of Oncology First Affiliated Hospital of Shihezi University School of MedicineShiheziXinjiangChina Department of Nursing First Affiliated Hospital of Shihezi University School of MedicineShiheziXinjiangChina Department of Nursing People’s Hospital of Xinjiang Uygur Autonomous RegionUrumqiChina Department of Nursing Xinjiang Production and Construction Corps HospitalUrumqiChina

Objective:The objective is to assess the direct and indirect effects of nurses’organizational commitment(OC)on their work environment perceptions(WEP)and the role of the psychological contr act(PC).Methods:A cross‑sectional quantitative study of 3047 registered nurses in four Chinese hospitals was *** Essentials of Magnetism II(Chinese version),OC,and PC scales were used in the study,and the structural equation modeling was used to assess the connections among ***:The results showed that OC was positively correlated with WEP(r=0.561,P<0.001),and PC was negatively correlated with the WEP(r=−0.717,P<0.001),and OC(r=−0.739,P<0.001).Nurses’PC played a strong mediating role between OC and WEP,accounting for 87.64%of the total ***,PC played an important role in creating a healthy work ***:The exploration of the relationships among WEP,PC,and OC provides new insights for hospital managers to build a better work environment for nurses,which is conducive to maintaining a stable nurse team and providing high‑quality nursing services for patients.

关键词： Mediating effect organizational commitment perception psychological contract work environment

The Relationship Among Ethical Climate, Job Satisfaction, organizational commitment, and External Auditor＇s Turnover Intention

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Journal of Modern Accounting and Auditing 2014年第2期10卷 164-181页

作者： Norliana Omar Zaini Ahmad Universiti Teknologi MARA Perak Malaysia Universiti Teknologi MARA Shah Alam Malaysia

This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.

关键词： external auditing ethical climate job satisfaction organizational commitment turnover intention

organizational Citizenship Behavior and organizational commitment among Clinical Nurses in Bangladesh

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Open Journal of Nursing 2020年第7期10卷 693-704页

作者： Md. Mahmud Hossain Dhaka Medical College Hospital Dhaka Bangladesh

organizational citizenship behavior becomes one of the significant factors that enhance the organizational efficiency. organizational citizenship behavior has been defined as behaviors that an employee voluntarily engages in organization that promote the effectiveness of clearly rewarded by the organization. However organizational commitment is very beneficial for the organization because it reduces the absenteeism rate and turnover ratio and enhances the organization productivity. In all of the organization, organizational commitment exerts a positive effect on the nurses’ performance. The aim was to assess the relationship between organizational citizenship behavior and organizational commitment among nurses. The descriptive correlational design was used to explore the relationship between organizational citizenship behavior and organizational commitment among nurses. Simple random sampling was used and sample size was 164. Data were collected by a self-structured questionnaire during November 2019 to December 2019 at Dhaka Medical College Hospital. Data were analyzed using SPSS version 21. The result showed that average age of the participants was 34.19 years old. There were statistically positive significant relationships between organizational citizenship behavior with organizational commitment (r = 0.82, p = 0.000), organizational citizenship behavior with working ward (F = 6.31, p = 0.000) and organizational commitment with working ward (F = 4.45, p = 0.002). Based on the results of this study, it is indicated that lack of OCB & OC among nurses’ is moderate level. The findings of this study will suggest reducing organizational hazard, and developing citizenship behavior and organizational commitment that enhance high outcome in health care organizations & quality of care. So hospital should provide in-service training for nurses’ and all departments are equally. Predictive study of factors related to OCB & OC is recommended for future study.

关键词： Clinical Nurses organizational Citizenship Behavior organizational commitment

Empowerment, organizational commitment, Organization Citizenship Behavior and Firm Performance

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Management Studies 2017年第4期5卷 290-300页

作者： Anne Kariuki Kellen Kiambati Karatina University Karatina Kenya

The broad objective of this study was to establish the mediating and moderating effect of employee commitment and organizational citizenship behaviour on the relationship between empowerment and firm performance. The review of literature provided conceptual and empirical gaps that formed the basis of the conceptual hypotheses. The study adopted a quantitative approach and a survey that targeted a manufacturing firm in Kenya was utilized. A survey questionnaire was the tool of data collection and was distributed to the 96 non-managerial employees of a manufacturing firm. Out of the 96 questionnaires issued randomly, 86 were returned, indicating a 91.6% response rate. The reliability test showed that study dimensions were reliable. Inferential gtatisties was used to analyse data. Results showed that employee empowerment had a positive and significant influence on organizational performance; organizational commitment mediated the relationship between employee empowerment and organization performance; and OCB did not have a moderating effect.

关键词： employee empowerment organizational commitment organizational citizen behaviour (OCB) jobsatisfaction productivity and organizational performance

A Study on organizational commitment,Work Motivation,and Job Performance After the COVID-19 Epidemic in Taiwan-The Mediating Effects of Work Motivation and organizational Communication

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Management Studies 2023年第2期11卷 65-74页

作者： Kao-Shan Chen Vanung University Taoyuan CityTaiwanChina

The purpose of this study is to explore the correlation between organizational commitment and job performance among employees in Taiwan Residents companies after the COVID-19 epidemic,and to use work motivation and organizational communication as intermediary variables to further understand the interaction between *** hierarchical multiple regression analysis and bootstrap method to analyze,the research results show that organizational commitment has a significant positive impact on work motivation and work performance,and work motivation also has a significant positive impact on work *** addition,organizational communication has a mediating effect on organizational commitment and work motivation,and work motivation also has a mediating effect on organizational commitment and work machine *** results of this study hope to understand the working conditions of organizations and employees after the COVID-19 epidemic,and provide relevant business operators with follow-up references for their operations.

关键词： organizational commitment work motivation job performance work motivation organizational communication COVID-19

The mediating roles of loneliness at work and burnout in the relationshipbetween career adaptability,organizational commitment,and job satisfactionamong teachers

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Journal of Social Science Development Research

Journal of Social Science Development Research 2024年第1期2卷 87-102页

作者： Ahmet Karal Erman Kayisdag Hafiz Bek Kastamonu University KastamonuTürkiye Eskisehir Osmangazi University EskisehirTürkiye Usak University UsakTürkiye.

This research examines the mediating roles of loneliness at work and burnout in the relationship between career adaptability,organizational commitment,andjob satisfaction among *** analysis was conducted with 256 *** were collected with the organizational commitment Scale,CareerAdaptabilities Scale,Loneliness at Work Scale,Burnout Measure,and Job Satisfaction *** were analyzed with a two-stage structural equationmodeling *** to the research findings,it has been proven that the mediatory effects of loneliness at work and burnout are significant in therelationship between organizational commitment and job satisfaction.

关键词： Loneliness at work Career adaptability organizational commitment