Baek Hyang, Han Kihye
University of Maryland Baltimore School of Nursing, MD, 21201, USA.
Chung-Ang University College of Nursing, Seoul, 06974, South Korea.
Heliyon. 2024 Jul 14;10(14):e34450. doi: 10.1016/j.heliyon.2024.e34450. eCollection 2024 Jul 30.
This study examined the relationship between occupational stress and organizational adaptation among nurses and analyzed the moderating effects of interpersonal competence on this association.
In the rapidly changing medical industry, nurses must adapt to their healthcare organizations and competently provide care. Higher levels of stress in nurses, which have been reported recently, can decrease their organizational adaption levels. This highlights the need for more research examining ways to address the impacts of nurses' occupational stress on organizational adaptation. Since interpersonal competence has been shown to mitigate the negative consequences of job stress, we hypothesized that improved interpersonal competence would moderate the relationship between occupational stress and organizational adaptation.
We employed a cross-sectional study design using online survey data from 500 nurses in Korea, recruiting participants through a recruitment advertisement on a mobile application widely used by nurses. We used descriptive statistics and multiple linear regression to conduct our data analysis, testing eight models to fit occupational stress (7 subdomains and overall), interpersonal competence, organizational adaptation, and the interaction term (stress*interpersonal competence) while controlling for demographic variables.
Of the 500 sampled nurses, most were female with a mean age of 27 and four years of nursing work experience. All models tested were significant, explaining 52-61 % of the variance in organizational adaptation. As hypothesized, our analysis revealed negative relationships between occupational stress (overall and subdomain scores) and organizational adaptation. Nurses' interpersonal competence had significant moderating effects on the negative relationships between all subdomains of occupational stress and organizational adaptation, except job insecurity and interpersonal conflict.
To raise nurses' organizational adaptation levels, stakeholders should address occupational stressors. Cultivating interpersonal competence will alleviate the negative impacts of stress in nurses. Stakeholders should acknowledge the importance of interpersonal competence for nurses and prioritize providing continuing education in schools and hospitals to foster interpersonal competence.
本研究探讨护士职业压力与组织适应之间的关系，并分析人际能力对这种关联的调节作用。
在快速变化的医疗行业中，护士必须适应其医疗保健组织并胜任护理工作。最近报道的护士较高压力水平会降低其组织适应水平。这凸显了需要更多研究来探讨应对护士职业压力对组织适应影响的方法。由于人际能力已被证明可减轻工作压力的负面影响，我们假设提高人际能力将调节职业压力与组织适应之间的关系。
我们采用横断面研究设计，使用来自韩国500名护士的在线调查数据，通过在护士广泛使用的移动应用程序上的招聘广告招募参与者。我们使用描述性统计和多元线性回归进行数据分析，在控制人口统计学变量的同时，测试八个模型以拟合职业压力（7个子领域和总体）、人际能力、组织适应以及交互项（压力*人际能力）。
在500名抽样护士中，大多数为女性，平均年龄27岁，有四年护理工作经验。所有测试模型均具有显著性，解释了组织适应中52 - 61%的方差。如假设所示，我们的分析揭示了职业压力（总体和子领域得分）与组织适应之间的负相关关系。护士的人际能力对职业压力所有子领域与组织适应之间的负相关关系具有显著调节作用，但工作不安全感和人际冲突除外。
为提高护士的组织适应水平，利益相关者应解决职业压力源。培养人际能力将减轻护士压力的负面影响。利益相关者应认识到人际能力对护士的重要性，并优先在学校和医院提供继续教育以培养人际能力。
