Karami Abbas, Farokhzadian Jamileh, Foroughameri Golnaz
Nursing Research Center, Kerman University of Medical Sciences, Kerman, Iran.
Department of Angiography, Ali-ibn Abi Talib Hospital, Rafsanjan University of Medical Sciences, Rafsanjan, Iran.
PLoS One. 2017 Nov 8;12(11):e0187863. doi: 10.1371/journal.pone.0187863. eCollection 2017.
Professional competency is a fundamental concept in nursing, which has a direct relationship with quality improvement of patient care and public health. Organizational commitment as a kind of affective attachment or sense of loyalty to the organization is an effective factor for professional competency.
This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts.
This descriptive-analytic study was conducted at the hospitals affiliated with a University of Medical Sciences, in the southeast of Iran in 2016. The sample included 230 nurses who were selected using stratified random sampling. Data were gathered by three questionnaires including socio-demographic information, competency inventory for registered nurse (CIRN) and Allen Meyer's organizational commitment.
Results showed that professional competency (Mean±SD: 2.82±0.53, range: 1.56-4.00) and organizational commitment (Mean±SD: 72.80±4.95, range: 58-81) of the nurses were at moderate levels. There was no statistically significant correlation between professional competency and organizational commitment (ρ = 0.02; p = 0.74). There were significant differences in professional competency based on marital status (p = 0.03) and work experience (p<0.001).
The results highlighted that the nurses needed to be more competent and committed to their organizations. Developing professional competency and organizational commitment is vital, but not easy. This study suggests that human resource managers should pursue appropriate strategies to enhance the professional competency and organizational commitment of their nursing staff. It is necessary to conduct more comprehensive studies for exploring the status and gaps in the human resource management of healthcare in different cultures and contexts.
专业能力是护理领域的一个基本概念，它与患者护理质量的提升及公共卫生有着直接关系。组织承诺作为一种对组织的情感依恋或忠诚感，是影响专业能力的一个有效因素。
本研究旨在评估护士的专业能力及其组织承诺，以及这两个概念之间的关系。
本描述性分析研究于2016年在伊朗东南部一所医科大学附属的医院进行。样本包括通过分层随机抽样选取的230名护士。数据通过三份问卷收集，包括社会人口学信息、注册护士能力量表（CIRN）和艾伦·迈耶的组织承诺问卷。
结果显示，护士的专业能力（均值±标准差：2.82±0.53，范围：1.56 - 4.00）和组织承诺（均值±标准差：72.80±4.95，范围：58 - 81）处于中等水平。专业能力与组织承诺之间无统计学显著相关性（ρ = 0.02；p = 0.74）。基于婚姻状况（p = 0.03）和工作经验（p<0.001），专业能力存在显著差异。
结果突出表明护士需要具备更强的能力并对其组织更忠诚。培养专业能力和组织承诺至关重要，但并非易事。本研究建议人力资源管理者应采取适当策略来提升其护理人员的专业能力和组织承诺。有必要开展更全面的研究，以探索不同文化和背景下医疗保健人力资源管理的现状及差距。
