Chang Wen Ying, Hsu Chin-Tien, Yu Pei Yun
Department of Counseling and Industrial-Organizational Psychology, Ming Chuan University, Taoyuan District, Taiwan.
Taipei Veterans General Hospital, Taoyuan Branch Registered Nurse, Taoyuan District, Taiwan.
Psychol Res Behav Manag. 2019 Aug 5;12:609-617. doi: 10.2147/PRBM.S209931. eCollection 2019.
According to the social identity theory and Chinese cultural influences, power distance orientation may play an important role in this relationship, and thus the examined model investigates the mediating role of team-based self-esteem relations between voice behavior and team trust.
This study explores how voice behavior in the nursing workplace correlates to changes in team-based self-esteem and trust. We also examine the power distance orientation level in this process to test for any moderated mediation in these linkages.
Employing convenient sampling of 247 registered nurses from a medical center in northern Taiwan. Nurses received envelopes including self-report questionnaires from the researchers, which were immediately sealed after interviews.
Structural equation modeling indicates all model fits are acceptable, suggesting that team-based self-esteem has partial mediation between team trust and voice behavior. Power distance orientation also moderates the indirect effect of team trust upon self-esteem, such that the relationship is stronger among those who have a high power distance orientation.
This study highlights the usefulness of continued research into how nurses display promoting behavior through team-based self-esteem with a distinct level of power distance orientation under differing sources of team trust from peers, managers, and organizations, as well as how nurses, especially fresh graduates and those who underwent a job transfer, shape their social identity through psychological factors in the sense-making process.
根据社会认同理论和中国文化影响，权力距离取向可能在这种关系中发挥重要作用，因此所考察的模型探究了基于团队的自尊关系在建言行为与团队信任之间的中介作用。
本研究探讨护理工作场所中的建言行为如何与基于团队的自尊及信任的变化相关联。我们还考察了此过程中的权力距离取向水平，以检验这些联系中是否存在调节中介效应。
采用便利抽样法，从台湾北部一家医疗中心选取了247名注册护士。护士们收到了研究人员提供的装有自陈问卷的信封，访谈后立即密封。
结构方程模型表明所有模型拟合度均可接受，这表明基于团队的自尊在团队信任和建言行为之间具有部分中介作用。权力距离取向也调节了团队信任对自尊的间接效应，使得在权力距离取向较高的人群中这种关系更强。
本研究凸显了持续研究的重要性，即护士如何在来自同事、管理者和组织的不同团队信任来源下，通过具有不同权力距离取向水平的基于团队的自尊来展现促进行为，以及护士，尤其是应届毕业生和经历工作调动的护士，如何在意义建构过程中通过心理因素塑造其社会身份。
