Cao Yudi, Liu Jingying, Liu Kejia, Yang Mengyu, Liu Yanhui
School of Nursing, Tianjin University of Traditional Chinese Medicine, China.
Int J Nurs Sci. 2019 May 24;6(3):309-314. doi: 10.1016/j.ijnss.2019.05.004. eCollection 2019 Jul 10.
Nurse shortage is a critical problem for global healthcare services. It impacts the quality of clinical care. Work engagement is the core competence of hospitals, which indicates employee's positive attitude toward organization and work. This study aimed to explore the relationships among calling, organizational commitment, and work engagement.
A cross-sectional study was designed, and 320 nurses from tertiary hospitals in China completed the questionnaires that included demographic information, calling scale, employee engagement scale, and organizational commitment scale. Pearson correlation was performed to test the correlations among calling, organizational commitment, and work engagement. Stepwise regression analyses were performed to explore the mediating role of organizational commitment. The bootstrap method was employed to confirm the mediating effect.
Nurses' work engagement score was at the medium degree, whereas calling and organizational commitment were in the medium to high level. The results revealed that calling, organizational commitment, work engagement, and each dimension were positively correlated with one another ( = 0.145-0.922, < 0.01). The organizational commitment plays a partially mediating effect between calling and work engagement ( = 0.603 to 0.333, < 0.01).
The mediation effect of organizational commitment was verified, which provided a comprehensive understanding of how calling impacted work engagement. Moreover, administrators should not only promote interventions to increase work engagement but also pay attention to calling and organizational commitment so as to improve their work engagement. Taken together, increased level of work engagement is required in the current nursing field.
护士短缺是全球医疗服务面临的一个关键问题。它影响临床护理质量。工作投入是医院的核心竞争力，体现了员工对组织和工作的积极态度。本研究旨在探讨使命感、组织承诺和工作投入之间的关系。
设计一项横断面研究，来自中国三级医院的320名护士完成了包括人口统计学信息、使命感量表、员工敬业度量表和组织承诺量表在内的问卷。采用Pearson相关性分析来检验使命感、组织承诺和工作投入之间的相关性。进行逐步回归分析以探讨组织承诺的中介作用。采用自举法来确认中介效应。
护士的工作投入得分处于中等水平，而使命感和组织承诺处于中高水平。结果显示，使命感、组织承诺、工作投入及其各维度之间均呈正相关（r = 0.145 - 0.922，P < 0.01）。组织承诺在使命感和工作投入之间起部分中介作用（β = 0.603至0.333，P < 0.01）。
验证了组织承诺的中介效应，这为理解使命感如何影响工作投入提供了全面认识。此外，管理人员不仅应推动提高工作投入的干预措施，还应关注使命感和组织承诺，以提高护士的工作投入。综上所述，当前护理领域需要提高工作投入水平。
