Faculty of Business Administration, Simon Fraser University, Burnaby, Canada.
J Health Organ Manag. 2011;25(1):7-33. doi: 10.1108/14777261111116806.
The purpose of this paper is to develop a causal model that explains the antecedents and mediating factors predicting the organizational commitment of healthcare employees in different work roles.
DESIGN/METHODOLOGY/APPROACH: This study tests an integrative causal model that consists of a number of direct and indirect relationships for antecedents of organizational commitment. It is proposed that the relationship between job satisfaction and organizational commitment is best understood by focusing on the three interrelated facets of job satisfaction, i.e. satisfaction with career advancement, satisfaction with supervisor, and satisfaction with co-workers. However, the model also advances that these job satisfaction facets have different mediating effects for other antecedents of organizational commitment.
The Structural Equation Modeling (SEM) path analysis showed that the job satisfaction facets of career advancement and satisfaction with supervisor had a direct impact on organizational commitment. Employee empowerment, job-motivating potential, effective leadership, acceptance by co-workers, role ambiguity and role conflict were also important determinants of organizational commitment. Interestingly, post hoc analyses showed that satisfaction with co-workers only had an indirect impact on organizational commitment.
ORIGINALITY/VALUE: While there has been extensive research on organizational commitment and its antecedents in healthcare organizations, most previous studies have been limited either to a single employee group or to a single time frame. This study proposes a practical causal model of antecedents of organizational commitment that tests relationships across time and across different healthcare employee groups.
本文旨在建立一个因果模型，解释不同工作角色的医疗保健员工组织承诺的前因和中介因素。
设计/方法/途径：本研究检验了一个综合因果模型，该模型包含了组织承诺的前因的许多直接和间接关系。研究提出，通过关注工作满意度的三个相互关联的方面，即职业发展满意度、主管满意度和同事满意度，来理解工作满意度与组织承诺之间的关系最为有效。然而，该模型还认为，这些工作满意度方面对组织承诺的其他前因有不同的中介效应。
结构方程建模（SEM）路径分析表明，职业发展满意度和主管满意度这两个工作满意度方面对组织承诺有直接影响。员工授权、工作激励潜力、有效领导、同事的接纳、角色模糊和角色冲突也是组织承诺的重要决定因素。有趣的是，事后分析表明，同事满意度仅对组织承诺有间接影响。
创新性/价值：虽然已经有大量关于医疗保健组织中的组织承诺及其前因的研究，但大多数先前的研究要么仅限于单个员工群体，要么仅限于单一的时间框架。本研究提出了一个实用的组织承诺前因因果模型，该模型测试了跨时间和跨不同医疗保健员工群体的关系。
