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‑se...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 conducted.The 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 variables.Results: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 effect.Besides,PC played an important role in creating a healthy work environment.Conclusions: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.展开更多
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 or...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 them.Using 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 performance.In 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 performance.The 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.展开更多
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 attitu...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=0.145-0.922,P < 0.01).The organizational commitment plays a partially mediating effect between calling and work engagement (β =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.展开更多
Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitmen...Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitment and turnover intention in the Philippines.Furthermore,predictors of nurses'organizational commitment and turnover intention were identified.Methods:A cross-sectional research design was adopted for this study.Two 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 Scale.Results: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 organization.Nurses'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,P<0.001),rank(t=4.38,P<0.001),and work experience(t=2.18,P=0.031)correlated significantly with organizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover intention.An 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.展开更多
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,...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,India.Materials 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 hospital.Sociodemographic datasheet,Job Satisfaction Survey scale,and Organizational Commitment scale were used to collect data.Results: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)(P<0.001).However,temporary nurses(85.2±14.4)were more committed toward organization than permanent nurses(80.0±16.0)(P<0.001).There was a significant association between nurses’job satisfaction and their gross salary(P<0.001)and their organizational commitment with the selected profession by own will(P<0.001).Conclusion:The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment.This study suggests enhancing employee satisfaction can improve organizational commitment.As well,this study’s findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.展开更多
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 organization.As the largest prof...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 organization.As the largest professional group in the healthcare system,nurses face many stressful factors that can endanger their quality of professional life and organizational commitment.Despite their huge importance,these 2 variables have rarely been addressed or evaluated in the nursing profession.The 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 sampling.The 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 Allen.The 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.P<0.050 was set as the level of statistical significance.Results:The mean scores of quality of professional life and organizational commitment were 58.996±14.427 and 93.840±13.900,respectively,in the ICU nurses.The Pearson test showed positive and significant relationships between quality of professional life and organizational commitment(r=0.392,P<0.001).Conclusions:Given the positive relationship found in the present study between organizational commitment and quality of professional life,it is recommended that organizational commitment be modified to improve the quality of professional life in nurses.展开更多
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 ques...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.展开更多
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 ...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.展开更多
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 eng...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.展开更多
With China＇s rapid economic development, corporate social responsibility （CSR） plays greater impact on its direct stakeholder employees＇ organizational commitment （EOC）. A questionnaire survey was conducted on 4...With China＇s rapid economic development, corporate social responsibility （CSR） plays greater impact on its direct stakeholder employees＇ organizational commitment （EOC）. A questionnaire survey was conducted on 426 employees of high-tech enterprises within Jiangsu Province. Multiple regression method was used to test the hypothesis based on the questionnaire reliability and validity analysis. The results show that the four dimensions of CSR including employees responsibility, products responsibility, environment responsibility and charitable responsibility have positive effect on the affective commitment;while the continuance commitment might be more influenced by the environment and charitable responsibility. The regulatory focus plays a moderate effect between CSR and EOC. Promote regulatory focus have positive impact on affective commitment and negative impact on continuance commitment. Defense regulatory focus is just on the opposite.展开更多
This research examines the mediating roles of loneliness at work and burnout in the relationship between career adaptability,organizational commitment,andjob satisfaction among teachers.The analysis was conducted with...This research examines the mediating roles of loneliness at work and burnout in the relationship between career adaptability,organizational commitment,andjob satisfaction among teachers.The analysis was conducted with 256 teachers.Data were collected with the Organizational Commitment Scale,CareerAdaptabilities Scale,Loneliness at Work Scale,Burnout Measure,and Job Satisfaction Scale.Data were analyzed with a two-stage structural equationmodeling technique.According 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.展开更多
Introduction: Nurses’ job satisfaction is referring to the level to which people feel that they are able to have an influence on their workplace. Nurse leaders should use a variety of empowerment strategies that are ...Introduction: Nurses’ job satisfaction is referring to the level to which people feel that they are able to have an influence on their workplace. Nurse leaders should use a variety of empowerment strategies that are important to nurses’ job satisfaction. Meanwhile, meaningful recognition for nurses is considered a powerful tool to enhance nurses’ sense of self-efficacy especially facing an emotional challenge that may affect their wellbeing. Aim: The aim of the studies is to analyze the importance of nurses’ recognition, and empowerment towards nurses’ job satisfaction at KFSH-D. Method: This study takes the form of a quantitative research methodology, and descriptive-analytical technique. A questionnaire used to gather data from registered nurses employed at King Fahad Specialist Hospital-Dammam (KFSH-D) about the structural empowerment and nurses’ recognition program impact on their job satisfaction. Following the collection of data, the descriptive statistic used to describe the personal characteristics of the respondents, while inferential statistics used to determine the statistical relationship existing between independent variable job satisfaction and the structural empowerment and nurses’ recognition program among the registered nurses at KFSH-D as dependent variables. Recommendation: The researcher only focuses on the in-patient units, future studies, are recommended to focus on every dimension and category level of units. Apart from that, when looking into job satisfaction and empowerment, to be more specific, the researcher could investigate another dimension by comparing age, and clinical working experience which may provide a depth of understanding of the contribution perception of structural empowerment. Conclusion: The findings of the studies reveal recognition and empowerment are assets to make nurses stay and increase their level of job satisfaction and task assignments.展开更多
This descriptive phenomenological study was to explore how communication and leadership influenced retention of registered nurses. The theoretical foundation of this descriptive phenomenological study is communication...This descriptive phenomenological study was to explore how communication and leadership influenced retention of registered nurses. The theoretical foundation of this descriptive phenomenological study is communication and leadership grounded in Burns theory of transformational leadership. The purpose of this study was to expand on and fill a gap in the research of how the lived experiences of nine registered nurses add to the influence communication and leadership has on retention, and to answer the following research questions. What are the lived experiences of registered nurses in the Western United States as they relate to retention when those registered nurses perceive a lack of communication? And, what are the lived experiences of registered nurses in the Western United States as they relate to retention when those registered nurses perceive a lack of leadership? The researcher interviewed nine participants working in hospitals in the Western United States. Thematic and descriptive data analysis resulted in five primary themes, transparency, cohesive workplace, passion, collaboration, and leadership. The study used transformational leadership as the primary leadership philosophy. The results of the study showed that leadership and communication can have a positive, or a negative influence on retention of registered.展开更多
This research aims to explore the major determinants of work-life balance(WLB)for university student workers in Lebanon.The proposed relationships consist of causality between each of the variables of working hours,pr...This research aims to explore the major determinants of work-life balance(WLB)for university student workers in Lebanon.The proposed relationships consist of causality between each of the variables of working hours,proximity to employment,proximity to university,workload,study leave,leaving early,work from home,study at work,and flexible working hours on one hand,and work-life balance on the other.Employing a deductive approach,this study presents one main research question and quantitatively tests 11 hypotheses using a sample of 300 workers studying in both Lebanese University and Notre Dame University.The findings show that work-life balance significantly varies according to demographic factors.As for variables,the number of courses was found to have a significant negative causal relation with work-life balance,while the ability to obtain a study leave and leaving early have a significant positive causal relation with work-life balance.This research adds quantitative empirical proof that number of courses,study leave,leaving early significantly affect“work-life balance”of today’s private and public university student workers in Lebanon.Therefore,the findings offer a theoretical enrichment to the topic of work-life balance in general,and open way for new research to expand internationally as well as locally.展开更多
As a trait, leader confidence has been examined in major leadership theories, such as transformational/charismatic, Pygmalion, and empowering leadership. However, how confidence affects leadership effectiveness remain...As a trait, leader confidence has been examined in major leadership theories, such as transformational/charismatic, Pygmalion, and empowering leadership. However, how confidence affects leadership effectiveness remains an empirical question. Conceptualizing leadership confidence in two behavioral approaches-emonstrating self-confidence （DC-self） and demonstrating confidence in followers （DC-follower）--this study tests the independent effects of the two DC behaviors as well as their interactive effects with firm environment on followers＇ commitment. Results of Hierarchal Linear Modeling analyses suggest that both DC behaviors have significant impact on follower commitment and their effects attenuate each other. Results also reveal that DC-self interacts with firm environment to influence follower commitment. The effect of DC-self on follower commitment is stronger in a more competitive environment. Those findings and their implications for leadership research and practice are discussed.展开更多
文摘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 conducted.The 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 variables.Results: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 effect.Besides,PC played an important role in creating a healthy work environment.Conclusions: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.
文摘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 them.Using 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 performance.In 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 performance.The 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.
基金Financial support for this research was received from the National Natural Science Foundation of China (71704132)
文摘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=0.145-0.922,P < 0.01).The organizational commitment plays a partially mediating effect between calling and work engagement (β =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.
文摘Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitment and turnover intention in the Philippines.Furthermore,predictors of nurses'organizational commitment and turnover intention were identified.Methods:A cross-sectional research design was adopted for this study.Two 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 Scale.Results: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 organization.Nurses'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,P<0.001),rank(t=4.38,P<0.001),and work experience(t=2.18,P=0.031)correlated significantly with organizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover intention.An 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.
文摘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,India.Materials 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 hospital.Sociodemographic datasheet,Job Satisfaction Survey scale,and Organizational Commitment scale were used to collect data.Results: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)(P<0.001).However,temporary nurses(85.2±14.4)were more committed toward organization than permanent nurses(80.0±16.0)(P<0.001).There was a significant association between nurses’job satisfaction and their gross salary(P<0.001)and their organizational commitment with the selected profession by own will(P<0.001).Conclusion:The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment.This study suggests enhancing employee satisfaction can improve organizational commitment.As well,this study’s findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.
文摘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 organization.As the largest professional group in the healthcare system,nurses face many stressful factors that can endanger their quality of professional life and organizational commitment.Despite their huge importance,these 2 variables have rarely been addressed or evaluated in the nursing profession.The 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 sampling.The 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 Allen.The 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.P<0.050 was set as the level of statistical significance.Results:The mean scores of quality of professional life and organizational commitment were 58.996±14.427 and 93.840±13.900,respectively,in the ICU nurses.The Pearson test showed positive and significant relationships between quality of professional life and organizational commitment(r=0.392,P<0.001).Conclusions:Given the positive relationship found in the present study between organizational commitment and quality of professional life,it is recommended that organizational commitment be modified to improve the quality of professional life in nurses.
文摘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.
文摘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.
文摘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.
文摘With China＇s rapid economic development, corporate social responsibility （CSR） plays greater impact on its direct stakeholder employees＇ organizational commitment （EOC）. A questionnaire survey was conducted on 426 employees of high-tech enterprises within Jiangsu Province. Multiple regression method was used to test the hypothesis based on the questionnaire reliability and validity analysis. The results show that the four dimensions of CSR including employees responsibility, products responsibility, environment responsibility and charitable responsibility have positive effect on the affective commitment;while the continuance commitment might be more influenced by the environment and charitable responsibility. The regulatory focus plays a moderate effect between CSR and EOC. Promote regulatory focus have positive impact on affective commitment and negative impact on continuance commitment. Defense regulatory focus is just on the opposite.
文摘This research examines the mediating roles of loneliness at work and burnout in the relationship between career adaptability,organizational commitment,andjob satisfaction among teachers.The analysis was conducted with 256 teachers.Data were collected with the Organizational Commitment Scale,CareerAdaptabilities Scale,Loneliness at Work Scale,Burnout Measure,and Job Satisfaction Scale.Data were analyzed with a two-stage structural equationmodeling technique.According 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.
文摘Introduction: Nurses’ job satisfaction is referring to the level to which people feel that they are able to have an influence on their workplace. Nurse leaders should use a variety of empowerment strategies that are important to nurses’ job satisfaction. Meanwhile, meaningful recognition for nurses is considered a powerful tool to enhance nurses’ sense of self-efficacy especially facing an emotional challenge that may affect their wellbeing. Aim: The aim of the studies is to analyze the importance of nurses’ recognition, and empowerment towards nurses’ job satisfaction at KFSH-D. Method: This study takes the form of a quantitative research methodology, and descriptive-analytical technique. A questionnaire used to gather data from registered nurses employed at King Fahad Specialist Hospital-Dammam (KFSH-D) about the structural empowerment and nurses’ recognition program impact on their job satisfaction. Following the collection of data, the descriptive statistic used to describe the personal characteristics of the respondents, while inferential statistics used to determine the statistical relationship existing between independent variable job satisfaction and the structural empowerment and nurses’ recognition program among the registered nurses at KFSH-D as dependent variables. Recommendation: The researcher only focuses on the in-patient units, future studies, are recommended to focus on every dimension and category level of units. Apart from that, when looking into job satisfaction and empowerment, to be more specific, the researcher could investigate another dimension by comparing age, and clinical working experience which may provide a depth of understanding of the contribution perception of structural empowerment. Conclusion: The findings of the studies reveal recognition and empowerment are assets to make nurses stay and increase their level of job satisfaction and task assignments.
文摘This descriptive phenomenological study was to explore how communication and leadership influenced retention of registered nurses. The theoretical foundation of this descriptive phenomenological study is communication and leadership grounded in Burns theory of transformational leadership. The purpose of this study was to expand on and fill a gap in the research of how the lived experiences of nine registered nurses add to the influence communication and leadership has on retention, and to answer the following research questions. What are the lived experiences of registered nurses in the Western United States as they relate to retention when those registered nurses perceive a lack of communication? And, what are the lived experiences of registered nurses in the Western United States as they relate to retention when those registered nurses perceive a lack of leadership? The researcher interviewed nine participants working in hospitals in the Western United States. Thematic and descriptive data analysis resulted in five primary themes, transparency, cohesive workplace, passion, collaboration, and leadership. The study used transformational leadership as the primary leadership philosophy. The results of the study showed that leadership and communication can have a positive, or a negative influence on retention of registered.
文摘This research aims to explore the major determinants of work-life balance(WLB)for university student workers in Lebanon.The proposed relationships consist of causality between each of the variables of working hours,proximity to employment,proximity to university,workload,study leave,leaving early,work from home,study at work,and flexible working hours on one hand,and work-life balance on the other.Employing a deductive approach,this study presents one main research question and quantitatively tests 11 hypotheses using a sample of 300 workers studying in both Lebanese University and Notre Dame University.The findings show that work-life balance significantly varies according to demographic factors.As for variables,the number of courses was found to have a significant negative causal relation with work-life balance,while the ability to obtain a study leave and leaving early have a significant positive causal relation with work-life balance.This research adds quantitative empirical proof that number of courses,study leave,leaving early significantly affect“work-life balance”of today’s private and public university student workers in Lebanon.Therefore,the findings offer a theoretical enrichment to the topic of work-life balance in general,and open way for new research to expand internationally as well as locally.
基金Acknowledgements We thank the Chinese University of Hong Kong （2070239/MR99/003/ 2070220） and the National Natural Science Foundation of China （71372160） for the grant that made this study possible. We thank Wei-ku Wu of Tsinghua University, Yong-gang Fu of Dalian Polytech University and Yong-kang Yang of Fudan University for helping collect the data.
文摘As a trait, leader confidence has been examined in major leadership theories, such as transformational/charismatic, Pygmalion, and empowering leadership. However, how confidence affects leadership effectiveness remains an empirical question. Conceptualizing leadership confidence in two behavioral approaches-emonstrating self-confidence （DC-self） and demonstrating confidence in followers （DC-follower）--this study tests the independent effects of the two DC behaviors as well as their interactive effects with firm environment on followers＇ commitment. Results of Hierarchal Linear Modeling analyses suggest that both DC behaviors have significant impact on follower commitment and their effects attenuate each other. Results also reveal that DC-self interacts with firm environment to influence follower commitment. The effect of DC-self on follower commitment is stronger in a more competitive environment. Those findings and their implications for leadership research and practice are discussed.
