Tang Ping, Zhang Xiangeng, Feng Fen, Li Junwen, Zeng Li, Xie Wanqing, Jin Man, Wang Jialin
Anyue County People's Hospital, Ziyang, China.
Chengdu University of Traditional Chinese Medicine, Chengdu, China.
J Nurs Manag. 2022 Nov;30(8):4354-4363. doi: 10.1111/jonm.13847. Epub 2022 Oct 28.
This study aims to investigate the levels of organizational commitment and work engagement among clinical nurses in tertiary hospitals and explore the relationship between them.
The nursing literature supports the idea that organizational commitment plays an important role in positively influencing job performance. However, the relationship between organizational commitment and work engagement among clinical nurses remains unclear.
This was a cross-sectional study. A convenience sample of clinical nurses (n = 621) was selected from five tertiary hospitals in Sichuan Province of China. Survey instruments included a general information questionnaire about organizational commitment and work engagement. Univariate analysis, correlation analyses and linear regression analysis were used to examine the association between organizational commitment and work engagement.
The mean scores for organizational commitment and work engagement were 3.85 ± 0.59 and 4.58 ± 1.46, respectively. A moderate degree of positive correlation was found between them. Gender, monthly income and retention commitment were significantly associated with work engagement, and they accounted for 39.0% of the total variance.
Clinical nurses had a moderate level of organizational commitment and a high level of work engagement. Organizational commitment positively influenced work engagement; that is, organizational commitment is a significant determinant of nurses' work engagement.
Hospital organizations should focus on assessing and strengthening nurses' organizational commitment to promote increased work engagement and, ultimately, improved quality of care. This may include, but is not limited to, increasing rest time for nurses, implementing a performance appraisal system and focusing on nurses' psychological state.
本研究旨在调查三级医院临床护士的组织承诺水平和工作投入程度，并探讨二者之间的关系。
护理文献支持组织承诺在积极影响工作绩效方面发挥重要作用这一观点。然而，临床护士的组织承诺与工作投入之间的关系仍不明确。
这是一项横断面研究。从中国四川省的五家三级医院中选取了621名临床护士作为便利样本。调查工具包括关于组织承诺和工作投入的一般信息问卷。采用单因素分析、相关性分析和线性回归分析来检验组织承诺与工作投入之间的关联。
组织承诺和工作投入的平均得分分别为3.85±0.59和4.58±1.46。二者之间存在中度正相关。性别、月收入和留任意愿与工作投入显著相关，它们占总方差的39.0%。
临床护士的组织承诺水平中等，工作投入程度较高。组织承诺对工作投入有积极影响；也就是说，组织承诺是护士工作投入的重要决定因素。
医院组织应注重评估和加强护士的组织承诺，以促进工作投入的增加，最终提高护理质量。这可能包括但不限于增加护士的休息时间、实施绩效考核制度以及关注护士的心理状态。
