Organizational Commitment Of Nurses Research Articles

Influence of Management Leadership styles on Nurses Organizational Commitment among two Private Hospitals in Jordan

The leadership styles have been discussed in labor marketing and production before academia. Notably, certain types have been found to have a detrimental impact on both organizational commitment and service quality, particularly in the healthcare industry. Aim: To investigates the leadership practices of nursing managers in hospitals and their impact on staff commitment, seeking to understand how these leaders' styles shape organizational commitment. Subjects and methods: Descriptive cross-sectional study among two private teaching hospitals. included 507 nurses aged (22-45), had at least 1 year of work experience. Results: In a study of two hospitals, it was found that most managers exhibited both transformational and transactional leadership styles from the nurses' perspective. However, transformational leadership emerged as the dominant style, with 80.27% of managers displaying this approach. Despite this, the majority of nurses reported a strong commitment to their organization. Conclusion: A comparative analysis revealed that transformational leadership style was found to be more prevalent and effective in two hospitals compared to transactional leadership style. Furthermore, both leadership styles were found to have a statistically significant positive correlation with organizational commitment, indicating a strong link between these styles and employee engagement and loyalty.

The Influence of Workplace Spirituality and Leader Member Exchange on Organizational Commitment of Nurses at Elim Rantepao Hospital, North Toraja District

The Influence of Workplace Spirituality and Leader Member Exchange on Organizational Commitment of Nurses at Elim Rantepao Hospital, North Toraja District

The Influence of Workload and Personality on Organizational Commitment and Work Fatigue (Study on Nurses in Mataram City Hospital)

This study examines the effect of workload and personality on nurses' organizational commitment and work fatigue at Hospital of Mataram City. Specifically, the purpose of this study was to determine the significance of the effect of workload, personality, and work fatigue on organizational commitment, to determine the significance of the effect of workload and personality on work fatigue, and to determine the mediating role of work fatigue variables in nurses. The population of this study were all nurses on duty at Hospital of Mataram City as many as 318 people, then the sample was taken using the Slovin formula so that a total of 77 nurses were obtained as respondents. This study uses structural equation model analysis with the smart PLS application. The results showed that workload and work fatigue had a significant negative effect on organizational commitment, while personality had a positive and insignificant effect on organizational commitment. Workload positively and significantly affects work fatigue, while personality has a significant influence on work fatigue in a negative direction. For the mediation of work fatigue in the effect of workload on organizational commitment of nurses at Hospital of Mataram, it was found that there was a partial mediating role, while in the effect of personality on organizational commitment a full mediating effect was found.

Influence Model of Job Demand and Job Resources Through Work Engagment on Organizational Commitment of Nurses in Hospital

Background: Organizational commitment is a behavior that can be used to measure individual strengths within the organization and their alignment with the organization, so it is very important to know the factors that can affect organizational commitment. Objective: This study aims to look at the direct and indirect effects of job demand and job resources on organizational commitment through the work engagement of nurses at Stella Maris Hospital Makassar. Method: This type of quantitative research and data analysis using SmartPLS software. The population in this study were all nurses at Stella Maris Hospital Makassar. The sampling technique with total sampling is the entire population used as a research sample, as many as 200 respondents. Results: The results showed that job demand had no direct effect on work engagement (β=0.131; P=0.262) and organizational commitment (β=-0.196; P=0.166). Job resources have a direct effect on work engagement (β=0.346 P=0.004) and organizational commitment (β=0.281 P=0.007). Work engagement has a direct effect on organizational commitment (β=0.269 P=0.015). Job demand has no effect on organizational commitment through work engagement (β=0.035 P=0.253). While job resources have an indirect effect on organizational commitment through work engagement β=0.093 P=0.048). Sugestions: Therefore, that nurses' assessment of job resource and work engagement variables is mostly of high value, so that it can be used as capital for hospital management to continue to maintain and increase nurses' organizational commitment. As well as being able to use this series as a process of motivating nurses to overcome high job demand for nurses in the workplace and retain nurses who have high enthusiasm at work.

Quality of Work Life with Nurse Organizational Commitment During the Covid-19 Pandemic Period

Health workers, especially nurses, play an important role in health services, especially during the covid-19 pandemic, both in the form of providing health care and treatment, so they are considered the main foundation. The research objective was to determine the relationship between quality of work life (QWL) and nurse organizational commitment during the covid-19 pandemic at Makassar City Hospital. This type of research was quantitative research with a cross sectional study approach. The sample in this study were nurses who served at the Makassar City Hospital Inpatient Installation. The data collection method was carried out by interviewing using a questionnaire. The results of the study in this study were that nurses who had a good level of QWL at most were with high organizational commitment, namely as many as 32 people (80,0%) while nurses who had an adequate level of QWL, the most were with low organizational commitment, namely as many as 24 people (72,7%). The results of the analysis using the Chi-Square Test obtained a value of p=0,000, which means that there was a relationship between the quality of work life and the organizational commitment of nurses during the Covid-19 pandemic at the Makassar City Hospital. From the results of the study, it was concluded that there was a relationship between QWL and the organizational commitment of nurses during the covid-19 pandemic at Makassar City Hospital.

Relationship Between Empowering Behaviors of Nursing Managers and Nurses’ Job Burnout

Background & Aims Job burnout can reduce the quality of life, performance, and organizational commitment of nurses and increase the intention to leave the job. Various studies have shown that empowerment of employees and involving them in decision-making can reduce their job burnout. Effective empowering behaviors of supervisors and nursing managers play an important role in empowering nurses. This study aims to determine the relationship between nursing manager’s empowering behaviors and nurses’ job burnout. Materials & Methods This descriptive-correlational study was conducted in 2020. The study population includes all nurses working in the special care units (CCU and ICU) of Shahid Rajaee Heart Hospital. Participants were 165 nurses who were selected by a convenience sampling method. The empowering leadership questionnaire (ELQ) and the Maslach burnout inventory (MBI) were used to collect data. Data analysis was performed using Pearson’s correlation test and multiple linear regression analysis in SPSS software, version 24. Results The mean age of participants was 36.73±7.20 years (ranged 24-53 years). One-hundred four nurses (63%) were female and 61(37%) were male. Most of the nurses (59.4%) were married. Pearson’s correlation coefficients showed a negative significant relationship between the scores of the ELQ dimensions and the scores of the MBI dimensions of emotional exhaustion and depersonalization (P<0.001). There was a positive significant relationship between the scores of the ELQ dimensions and the MBI dimension of personal accomplishment (P<0.001). Conclusion The empowering behaviors of nursing managers in the study hospital were at a moderate level. The increase in the use of empowering behaviors by nursing managers can lead to a more decrease in the job burnout of nurses in different dimensions.

Turnover Intention and Organizational Commitment of Primary Healthcare Nurses.

Turnover intention is a predictor of the decision to leave an organization, which, if carried out, affects the quality of care provided. There is an association between turnover intention and organizational commitment. The more committed nurses are to the unit in which they work, the more committed they become to the unit's organizational goals; thus, they tend to continue working for the organization. Aiming to assess the turnover intention and the organizational commitment of nurses in primary healthcare, we conducted a quantitative, observational, descriptive, and cross-sectional study. The Intention of Turnover Scale and the Organizational Commitment Scale were applied in a sample of 297 nurses. Data were analyzed based on descriptive statistics. About 92.8% of the nurses intend to stay at their current workplace and only 7.3% plan to leave soon, suggesting low turnover intention; 84.5% of the nurses are willing to make an effort beyond what is normal to help their organization succeed, and 88.7% feel really interested in the destiny of the organization, which shows high organizational commitment. Pearson's Coefficient revealed the existence of a significant negative correlation between the factors "Intention to leave" and "Committed to the organization" (r = -0.51, p < 0.01). These findings suggest that, when nurses are more committed to their work and to the organization, they display less intention to leave, keeping the teams committed and motivated towards the organizational goals Our findings may guide nurse managers and policy-makers to develop strategies that retain nurses in organizations, keeping them motivated and engaged, and focusing on higher organizational commitment due to the influence it may have on the turnover intention.

Investigation of the Perceived Corporate Image and Organizational Commitment of Nurses and Midwives

This study aimed to examine the relationship between the perceived corporate image and organizational commitment levels of nurses and midwives working in a public hospital. A descriptive information form, the Perceived Corporate Image Scale (based on the Model of Organizational Identification), and the Organizational Commitment Questionnaire were used to collect data from a sample of 225 nurses and midwives. Data were analyzed using numbers, percentages, means, internal consistency coefficients of scales, t-test, analysis of variance, Kruskal Wallis-H test, Mann-Whitney U test, and Spearman’s correlation test. The results were evaluated at the 0.05 significance level. The study group had a high mean score in perceived corporate image (3.32 ± 0.78), moderate mean scores in organization commitment (3.77 ± 0.97), affective commitment (3.97 ± 1.34), and continuance commitment (3.86 ± 1.13), and a low mean score in normative commitment (3.49 ± 1.34). There was a moderately significant positive correlation between perceived corporate image and organizational commitment (r = 0.435), affective commitment (r = 0.423), and normative commitment (r = 0.418). In today’s competitive environment, it is recommended to focus on studies aimed at increasing the organizational commitment of employees and improving their perceived corporate image to maintain the continuity of healthcare services and gain organizational benefits.

Correlation between Organizational Culture and Organizational Commitment of Nurses at Hamadan University of Medical Sciences, Iran

Background and Objective: Organizational commitment of employees is one of the important variables in the effectiveness of organizations. One of the effective factors of nurses' organizational commitment is the organizational culture of health centers. The present study aimed to investigate the correlation between the organizational culture and organizational commitment of nurses at Hamadan University of Medical Sciences. Materials and Methods: This descriptive correlational study was conducted based on an analytical design. The statistical population included all nursing staff working in the educational and medical centers of Hamadan. The sample size was calculated at 257 nurses. Data were collected using the Denison Organizational Culture Standard Questionnaire and the Meyer and Allen Standard Organizational Commitment Questionnaire. In this study, SPSS software (version 16) was used for data analysis, and a p-value less than 0.05 was considered statistically significant. Results: Based on the results, the organizational culture showed a significant correlation with organizational commitment (P &lt;0.001,r = 0.56) and its dimensions, including emotional commitment (P&lt;0.001, r =0.5), continuous commitment (P &lt;0.001, r =0.4), and normative commitment (P &lt;0.001, r =0.38). Moreover, the organizational commitment had a significant relationship with the dimensions of organizational culture, including involvement in work (P &lt;0.001, r =0.48), adaptability (P &lt;0.001, r =0.52), compatibility (P &lt;0.001, r =0.5), and mission (P = 0.001, r =0.5). Conclusion: As evidenced by the obtained results, there was a correlation between organizational culture and dimensions of organizational commitment of nurses. Therefore, it is suggested that managers make wise decisions to promote organizational culture and organizational commitment in medical centers.

The effect of talent management on the job satisfaction and organizational commitment of nurses.

To determine the effect of talent management on job satisfaction and organizational commitment of nurses and the mediating role of job satisfaction. Talent management plays a critical role in attracting, developing, and retaining nurses and is effective in the formation of job satisfaction and organizational commitment. This correlational study sample consisted of 482 volunteering nurses who were selected through a convenience sampling method. Data were collected using an information form, the Talent Management Scale, the Minnesota Satisfaction Questionnaire, and the Organizational Commitment Scale. The data were analyzed using descriptive statistics, Pearson correlation analysis, single linear regression, and hierarchical regression analysis. The Baron and Kenny model was used to determine the mediation effect. Talent management affected the intrinsic, extrinsic subdimensions of job satisfaction and the total score and the affective commitment, normative commitment, and continuance commitment significantly and positively. Job satisfaction had a full mediating role in the effect of talent management on affective commitment and continuance commitment and a partial mediating role in affecting normative commitment. Talent management in organizations can increase nurses' job satisfaction and organizational commitment and nurses' job satisfaction can play a mediating role in the effect of talent management on organizational commitment. This study demonstrates that nurse managers and decision-makers should adopt talent management practices in nursing. Desired results such as nurses' job satisfaction and organizational commitment can be achieved by focusing on the development of nurses' talents.

Job Satisfaction, Job Involvement, and Organizational Commitment in Nurses

This study aims to examine the effects of independent variables, which are job satisfaction and job involvement on the dependent variable, which is organizational commitment of nurses. The lack of human resources or medical personnel in hospitals causes delays in treating patients. In carrying out their duties, nurses must work effectively in order achieve the expected goals of hospital management. Apart from that, the hospital plays a role so that every hospital policy can be followed by the nurses by facilitating these nurses in the form of compensation, work environment, and other facilities. The benefits of meeting these needs will lead to the behavior of providing professional services in treating patients. Satisfaction can occur because it is based on the size of the organization that affects job satisfaction. Apart from that, the presence of satisfaction leads to positive engagement so that it reflects the general cognitive state of a person who identifies themself with their work with the main goal of determining their self-image at work so that later they will be committed to their workplace. The participants of this study amounted to 100 nurses with the details of female nurses as many as 65 people and male nurses as many as 35 people working in hospitals and health centers in the Jabodetabek area and several other cities. The main analysis technique used is the multiple regression analysis. The results of this study found that there was an effect of job involvement and job satisfaction on the organizational commitment of nurses "with a significance value of 0.000 (p?0.050) with an F value of 88,589 and an R Square value of 0.637, which means that job satisfaction and work involvement jointly affect to the organizational commitment of nurses.

간호사의 코칭역량과 직무스트레스가 조직몰입에 미치는 영향: 대인관계의 매개효과

The present study intended to examine the effect of coaching competency and job stress of nurses on organizational commitment exerted through the mediating effect of interpersonal relations. The nurses, who have been working in general hospitals A total of 545 questionnaires, excluding 55 questionnaires of insufficient or incomplete responses, were selected for the final statistical analyses. The statistical packages of SPSS 25 and AMOS 25 were analyzed in terms of percentage of frequency are as in the following. First, in respect of the relationship between coaching competency and organizational commitment of nurses, the significant positive correlation between all measurement variables was found. Second, with respect of the relationship between job stress and organizational commitment of nurses, the significant negative correlation between all measurement variables appeared. Third, in regard to the relationship between interpersonal relations of nurses and organizational commitment, all measurement variables accompanied the presence of significant positive correlations. Finally, the presence of significant mediating effect of interpersonal relations of nurses was identified from the relationships between coaching skill and organizational commitment and between the job stress and organizational commitment of nurses. Based on the results of this study, it is expected that a follow-up study affecting organizational commitment due to coaching competency and job stress in the nursing field and influencing interpersonal mediating effects will be conducted.

Change Fatigue, Resilience and Organizational Commitment of Nurses: the Mediating Effect of Leader Embowering Behavior

Change Fatigue, Resilience and Organizational Commitment of Nurses: the Mediating Effect of Leader Embowering Behavior

Nursing Work Team Effectiveness and Organizational Commitment among Intensive Care Units Staff Nurses: The Pathway for Enhancement

Background: Nursing teamwork effectiveness is a vital aspect of the functioning of any hospital and a basic structural component of hospitals’ design. Effective nursing teamwork can be predicted as one of the effectively adopted of the health services and associated with organizational commitment. Aim of the study: Determine the relation between nursing work team effectiveness and organizational commitment among intensive care units staff nurses. Subjects and Method: Research design: A descriptive correlational research design was utilized in this study. Setting: Tanta University Main Hospital in all intensive care units. Subjects: A convenience sample including all staff nurses no (332) working in previous setting. Tools of data collection: Two tools were used. Tool I: Nursing Work Team Effectiveness Structured Questionnaire that included two parts. Part 1 concerned with socio demographic data, part2 included eight dimensions of team effectiveness. Tool II: Organizational Commitment Scale that used to assess staff nurses organizational commitment. Results: Slightly less than half 45.36% of staff nurses have moderate level of total team effectiveness. More than half 62.58% of staff nurses had moderate level of organizational commitment. There is positive significant correlation between total team effectiveness and total organizational commitment between staff nurses p < 0.001.Conclusion:Staff nurses had moderate level of work team effectiveness and also organizational commitment. Nursing teamwork effectiveness has a positive influence on organizational commitment. Recommendation: Adjust hospital policies to focus hospital systems and structures on team–based rather than hierarchical. Creating continuous assessment and evaluation of team effectiveness to determine which dimensions of team effectiveness need to be improved.

Decentralization and its Impact on Nurses’ Autonomy, Job Satisfaction, and Organizational Commitment at Assiut University Hospitals

This research was launched to determine to what extent decentralization influences nurse’s autonomy, job satisfaction, and organizational commitment. There are studies which show that decentralization decision making increase productivity, improves moral, increases favorable attitudes, and decreases absenteeism. Decentralization of decision making is often facilitated by participatire management strategies whereby individuals throughout the organization are given more information, knowledge, and power. This research was conducted in inpatients units at Assiut University Hospital and number of head nurses participated in the study. Data were collected through a questionnaire form and three different tools for measuring various scales. The results of the present study revealed that mean score of head nurses organizational commitment and job satisfaction was high and low as regarding to decentralization. There was a direct effect of decentralization on organizational commitment. Decentralization was the only significant predictor of autonomy. Managers should diagnose the organizational situation and select the decision making level that will best meet the organization’s needs. When determining the optimal degree of decentralization for an organization, top management needs a positive attitude toward decentralization, they need competent personnel to whom they can delegate authority and access information necessary for decision making.

The Influence of Job Insecurity and Organizational Commitment on Nurses Performance in Installations in Public Hospitals in Makassar City

Performance is critical for the current and future organizational environment, and performance appraisal methods that have focused exclusively on financial performance have limitations; therefore, effective performance measurement should be capable of translating an organization's mission, vision, and strategy into operational objectives and performance measures. financial as well as non-financial success indicators. The purpose of this research is to examine the influence of job insecurity and organizational commitment on the performance of nurses at Makassar City Hospital's inpatient unit. This is a quantitative study that combines an observational design with a cross sectional study design. The sample for this research consisted of 84 nurses working in the inpatient unit of Makassar City Hospital. The findings indicated that job insecurity characteristics and organizational commitment had an influence on the performance of nurses at the Makassar City Hospital's Inpatient Installation. The bivariate analysis results indicate that the job insecurity variable has an effect on the performance of nurses in Makassar City Hospital with a value of p = 0.000 0.05, that the job insecurity variable has an effect on the organizational commitment of nurses in Makassar City Hospital with a value of p = 0.000 0.05, and that the variable organizational commitment has an effect on the performance of nurses in Makassar City Hospital with a value of p = 0.000 0.05. It is recommended that the hospital management pay attention to employees, better facilities and benefits, adequate working hours and rest.

Identification and Evaluation of Effective Factors on Organizational Commitment of Nurses with Mixed Method

Identification and Evaluation of Effective Factors on Organizational Commitment of Nurses with Mixed Method

The relationship between moral intelligence and organizational commitment of nurses

BackgroundOrganizational commitment is one of the most important elements in improving the quality of services provided by individuals and is more important in the nursing profession. Moral intelligence as the basis of ethics plays an important role related to the quality of provided care and also achieving to the community health goals.Research objectivesThis study was performed with aim to determine the relationship between nurse’s moral intelligence and their organizational commitment.MethodsIn this cross-sectional study, 176 nurses working in Arak, Iran were entered to the study by two-stage quota sampling. All of the hospitals were governmental. Data were collected by questionnaire that included three parts: demographic, Lennick and Kiel moral intelligence questionnaire, and Allen and Meyer organizational commitment questionnaire. Data were analyzed by Pearson correlation coefficient and Fisher’s exact test using SPSS17.ResultThere was positive correlation between moral intelligence and organizational commitment of nurses (P &lt; 0.001, r = 0.33). Among 120 cases (86% of total) with high organizational commitment, 90 (84.2% of them) had well to high moral intelligence.ConclusionAccording to the positive correlation between nurses’ moral intelligence and organizational commitment, we can propose that trying to promote nurses’ moral intelligence will lead to increase the nurses’ organizational commitment and this will improve the quality of care.

The Relationship between Empowerment and Organizational Commitment of Nurses in commitment in medical education Center martyr Sayyad Shirazi (2018)

The Relationship between Empowerment and Organizational Commitment of Nurses in commitment in medical education Center martyr Sayyad Shirazi (2018)

A Meta-Analytic Path Analysis on the Outcome Variables of Nursing Unit Managers' Transformational Leadership: Systemic Review and Meta-Analysis

The purpose of this study was to identify the outcome variables of nursing unit managers' transformational leadership and to test a hypothetical model using meta-analytic path analysis. A systematic review and meta-analysis were conducted in accordance with PRISMA guidelines. Data analysis, conducted using R version 3.6.2 software, included 49 studies for the meta-analysis and 119 studies for meta-analytic path analysis. In the meta-analysis, four out of 32 outcome variables were selected. These four variables were empowerment, nursing performance, job satisfaction, and organizational commitment, which showed larger effect sizes than the median and more than five k. The hypothetical model for the meta-analytic path analysis was established by using these four variables and transformational leadership. A total of 22 hypothetical paths including nine direct effects and 13 indirect effects were set and tested. The meta-analytic path analysis showed that transformational leadership had direct effects on the four variables. Finally, eight direct effects, 12 indirect effects, and six mediating effects were statistically significant, and the hypothetical model was verified. Nursing unit managers can use the transformational leadership to improve empowerment, nursing performance, job satisfaction, and organizational commitment of nurses. This study empirically showed the importance of transformational leadership of nursing managers. This finding will be used as evidence to develop strategies for enhancing transformational leadership, empowerment, nursing performance, job satisfaction, and organizational commitment in nursing science and practice.