The Relationship of Organizational Commitment to Personal and Organizational Antecedent Variables and Intent to Stay in Hospital-employed Registered Nurses PDF Download
Are you looking for read ebook online? Search for your book and save it on your Kindle device, PC, phones or tablets. Download The Relationship of Organizational Commitment to Personal and Organizational Antecedent Variables and Intent to Stay in Hospital-employed Registered Nurses PDF full book. Access full book title The Relationship of Organizational Commitment to Personal and Organizational Antecedent Variables and Intent to Stay in Hospital-employed Registered Nurses by Monica H. Baker. Download full books in PDF and EPUB format.
Author: Monica H. Baker
Publisher:
ISBN:
Category :
Languages : en
Pages : 210
Get Book Here
Book Description
Author: Monica H. Baker
Publisher:
ISBN:
Category :
Languages : en
Pages : 210
Get Book Here
Book Description
Author: Linda Diann Urden
Publisher:
ISBN:
Category : Children
Languages : en
Pages : 150
Get Book Here
Book Description
The purpose of this study was to examine the interrelationships of professional image, organizational climate or domains thereof, professional commitment, organizational commitment, position satisfaction, and the influence of these variables on intent to stay employed. The path analytic model of intent to stay was temporally ordered and proposed that professional image and organizational climate affect intent to stay through professional commitment, organizational commitment, and position satisfaction. Subjects (n = 232) were both male and female registered nurses who worked per diem, part-time, or full-time on all shifts. They held clinical positions, delivered direct care, and had been employed in one of three Southern California Childrens' Hospitals for a minimum of 6 months. Professional image had inadequate predictive validity with the outcome variable, intent to stay, and was deleted from the model. The predictor variables explained 16% of the variance in intent to stay. Position satisfaction had 57% explained variance, with 34% variance explained for organizational commitment and less than 1% for professional commitment. Organizational commitment was the strongest predictor of intent to stay. Post hoc analysis for hospital differences revealed that predictor variables accounted for 16% of explained variance in intent to stay for Hospital 1, 23% for Hospital 2, and 21% for Hospital 3. Content analysis of qualitative data regarding reasons to stay validated findings from quantitative measures.
Author: Joseph James Gaw
Publisher:
ISBN:
Category : Nursing
Languages : en
Pages : 253
Get Book Here
Book Description
This study used a quantitative, correlational research design with convenience sampling of new graduate registered nurses (RNs) in the Tucson metropolitan area to identify relationships between intent to leave their entry employment, social capital, and organizational commitment. It was not known to what extent intent to leave correlated with social capital and organizational commitment among new graduate RNs within the first year of entry employment. New graduate RN turnover influences organizational cost, patient safety/satisfaction, and employee morale. Using the Theory of Reasoned Action as a foundation, this study sought to identify relationships in new graduate RN intent to leave their entry employment within the first year of hire post-licensure and social capital (networking and social relationships) and organizational commitment (affective, normative, accumulated costs, and limited alternatives). Pearson correlation and regression analysis were used to determine variable relationships and predictability of new graduate RN intent to leave, social capital, and organizational commitment. Findings suggest that intent to leave among new graduate RNs are not strongly influenced by social networks, but the personal organizational commitment is minimal among new graduate RNs.
Author: Donna Burgener Adams
Publisher:
ISBN:
Category : Nurses
Languages : en
Pages : 162
Get Book Here
Book Description
The purpose of this study was to describe and explain the impact of work stress, sex role organization, and organizational tenure on self-esteem and work satisfaction, and ultimately, on the organizational commitment of registered nurses. An eclectic framework was utilized which incorporated organizational and personal variables. The correlational design resulted in a temporally ordered causal recursive model with linkages supported by a literature review. Past research has demonstrated less organizationally committed nurses more prone to leave their positions, and high turnover is detrimental to patient care as well as costly to the health care system. The sample consisted of 143 female staff nurses working full time in a southwestern hospital. Volunteers were asked to complete a questionnaire including the Nursing Stress Scale, Bem Sex Role Inventory, Rosenberg Self-Esteem Scale, Social Desirability Scale, Index of Work Satisfaction, Organizational Commitment Questionnaire, and a question on organizational tenure. Utilizing path analytic statistical techniques, findings indicated predictors of organizational commitment were comprised of tenure and the work satisfaction dimensions of organizational policies and pay. Results demonstrate the need to include organizational and personal variables in studies of nurses in their work environments.
Author: Diane Postler Fredericks
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 250
Get Book Here
Book Description
Author: Kendall Hays Cortelyou-Ward
Publisher:
ISBN:
Category : Employee retention
Languages : en
Pages : 158
Get Book Here
Book Description
The purpose of this research was to determine the effect work environment has on occupational commitment and intent to leave the profession for bedside registered nurses. Subscales of autonomy, control over the practice setting, nurse-physician relationship, and organizational support were incorporated into the analysis to determine which aspect of work environment most directly effects occupational commitment and intent to leave the profession. The research was undertaken in order to help administrators determine the ways in which work environment can be improved upon in order to retain bedside registered nurses in the profession. An explanatory cross sectional survey was distributed to 259 direct care bedside registered nurses employed at a rural, system affiliated hospital in Central Florida. Human subject protection was assured through the University of Central Florida Institutional Review Board. A 77 item questionnaire containing 9 demographic questions, 57 questions from the Nursing Work Index- Revised (NWI-R), 8 questions from Blau's occupational commitment scale, and 3 questions from Blau's intent to leave scale was distributed to all direct care nurses. Subjects were also given the opportunity to complete 3 short answer questions. A 32.8 percent response rate was achieved for a total of 85 complete and usable surveys. Data analysis showed that the work environment is positively related to occupational commitment and negatively related to intent to leave. In addition each of the four subscales (autonomy, control over the practice setting, relationship with physicians, and organizational support) were also positively related to occupational commitment and negatively related to intent to leave the profession. Implications for organizations, public policy and future research are discussed.
Author: Kathryn M. Salmen
Publisher:
ISBN:
Category :
Languages : en
Pages : 184
Get Book Here
Book Description
Author: Alex Newman
Publisher:
ISBN:
Category :
Languages : en
Pages : 0
Get Book Here
Book Description
Demands on nurses in China are increasing following the introduction of China's 'New Healthcare Reform Program', leading to more stressful working conditions and increased burnout and turnover. Employing a social exchange framework, this study investigates emotional exhaustion and positive organizational support (POS) as individual level psychological mechanisms though which organizational level flexible work practices and staffing adequacy influence employee affective organizational commitment among 393 nurses from two hospitals in Zhejiang Province, China. We tested full and partial mediation models. POS partially mediated the relationship between employee perceptions of staffing adequacy and affective organizational commitment. POS also fully mediated the relationship between employee perceptions of flexible work schedules and affective organizational commitment; however emotional exhaustion did not mediate the flexibility of work schedules -- affective commitment relationship or the flexibility of work schedules -- affective commitment relationship. Our results highlight links between organization practice and employee outcomes, informing future practice.
Author: Molly C. Burgess
Publisher:
ISBN:
Category : Nurses
Languages : en
Pages : 112
Get Book Here
Book Description
Author: Laurie N. Gottlieb, PhD, RN
Publisher: Springer Publishing Company
ISBN: 0826195873
Category : Medical
Languages : en
Pages : 450
Get Book Here
Book Description
This is the first practical guide for nurses on how to incorporate the knowledge, skills, and tools of Strength-Based Nursing Care (SBC) into everyday practice. The text, based on a model developed by the McGill University Nursing Program, signifies a paradigm shift from a deficit-based model to one that focuses on individual, family, and community strengths as a cornerstone of effective nursing care. The book develops the theoretical foundations underlying SBC, promotes the acquisition of fundamental skills needed for SBC practice, and offers specific strategies, techniques, and tools for identifying strengths and harnessing them to facilitate healing and health. The testimony of 46 nurses demonstrates how SBC can be effectively used in multiple settings across the lifespan.
