Jones Janice M
University at Buffalo, The State University of New York, 14214, USA.
J Nurs Adm. 2003 Apr;33(4):235-42. doi: 10.1097/00005110-200304000-00009.
This article addresses differences in RNs' commitment to their employing hospital versus the umbrella corporate organization, and the role of organizational culture during a tri-hospital merger. This study is the first to investigate the construct of dual commitment in healthcare organizations.
Fiscal restraints, decreasing reimbursement, and increasing competition have made organizational mergers and acquisitions prevalent. As corporate culture changes, organizational variables previously related to organizational commitment may no longer apply.
RNs employed on general nursing units at 3 hospitals involved in a merger process completed 2 versions of Mowday's Organizational Commitment Questionnaire. Commitment to hospital and corporate system were examined. Semi-structured interviews, participant observation, and analysis of company documents assessed the organizational culture changes that have occurred.
Thirty-one percent of the nurses returned completed questionnaires; 9 were interviewed. RNs from the acquiring hospital demonstrated a significantly stronger commitment to the corporate system than the nurses from the acquired hospitals. The RNs at all 3 hospitals showed significantly greater commitment to their own particular hospital than to the umbrella corporate system.
Moderate level of commitment reflected uncertainty of job status, work overload, and feelings of unappreciation. These attitudes prevent nurses from exerting efforts on behalf of the organization.
本文探讨注册护士（RNs）对其就职医院与总公司组织的忠诚度差异，以及组织文化在三所医院合并过程中的作用。本研究首次对医疗保健机构中的双重忠诚结构进行调查。
财政限制、报销减少和竞争加剧使组织并购变得普遍。随着企业文化的变化，先前与组织忠诚度相关的组织变量可能不再适用。
参与合并过程的三所医院普通护理单元的注册护士完成了两个版本的莫迪组织忠诚度问卷。对医院和公司系统的忠诚度进行了调查。通过半结构化访谈、参与观察和对公司文件的分析，评估了所发生的组织文化变化。
31%的护士返回了填好的问卷；9人接受了访谈。收购医院的注册护士对公司系统的忠诚度明显高于被收购医院的护士。所有三所医院的注册护士对各自医院的忠诚度明显高于对总公司系统的忠诚度。
中等程度的忠诚度反映了工作状态的不确定性、工作负担过重和不被赏识的感觉。这些态度阻碍了护士为组织努力。
