Hsu Chiu-Ping, Chiang Chi-Yun, Chang Chia-Wen, Huang Heng-Chiang, Chen Chia-Chen
Department of Business Administration, Chung Hua University, HsinChu, Taiwan.
Department of Business Administration, Ming Chuan University, Taipei, Taiwan.
J Nurs Manag. 2015 Jul;23(5):567-76. doi: 10.1111/jonm.12180. Epub 2013 Dec 30.
This study examines how trust and monetary reward influence nurses' job satisfaction and strengthen organisational commitment.
Hospitals with high nurse retention rates typically have fewer medical errors and better quality care for patients. Therefore, health care administrators should provide a trustworthy workplace and a satisfactory reward system to retain experienced and skilled nurses.
This study adopts the partial least squares method for parameter estimates and hypotheses based on 797 valid questionnaires from registered nurses in a Taiwan medical centre.
All hypotheses were supported. The results show that the perceived trust of and rewards for registered nurses significantly influence their job satisfaction and organisational commitment. Although the impact of rewards is slightly stronger than that of trust among nurses on job satisfaction, the influence of trust among nurses is significantly higher than that of reward on organisational commitment.
The results show that administrators should enhance trust among nurses, establish a fair and attractive reward system, and increase nurse job satisfaction to elevate their commitment to the organisation.
To build a high level of organisational commitment, developing trust among nurses and increasing job satisfaction are more critical than compensating with monetary incentives alone.
本研究探讨信任和金钱奖励如何影响护士的工作满意度并增强组织承诺。
护士留用率高的医院通常医疗差错较少，为患者提供的护理质量更高。因此，医疗保健管理人员应提供一个值得信赖的工作场所和一个令人满意的奖励系统，以留住经验丰富和技术熟练的护士。
本研究采用偏最小二乘法进行参数估计和假设检验，数据来源于台湾一家医疗中心的797份注册护士有效问卷。
所有假设均得到支持。结果表明，注册护士所感受到的信任和奖励对其工作满意度和组织承诺有显著影响。虽然奖励对护士工作满意度的影响略强于信任，但护士之间的信任对组织承诺的影响显著高于奖励。
结果表明，管理人员应增强护士之间的信任，建立公平且有吸引力的奖励系统，并提高护士的工作满意度，以提升他们对组织的承诺。
为建立高度的组织承诺，培养护士之间的信任和提高工作满意度比单纯给予金钱激励更为关键。
