Ren Zheng, Zhou Chao, Zhang Xiumin, Yang Aoqi, Li Wenjun, Liu Hongjian
School of Politics and Public Administration, Guangxi Normal University, Guilin, Guangxi, 541006, China.
Department of Social Medicine and Health Management, School of Public Health, Jilin University, Changchun, China.
BMC Nurs. 2024 Sep 20;23(1):673. doi: 10.1186/s12912-024-02351-8.
Presenteeism has become a significant issue related to health. However, the effect of fatigue and organizational identification on the relationship between emotional labor and presenteeism among Chinese nurses remains unclear. This study aims to explore the correlation of Chinese nurses' emotional labor, fatigue and organizational identification with presenteeism, and to analyze the mediating effect of fatigue and the moderating effect of organizational identification on the relationship between emotional labor and presenteeism.
A cross-sectional study was performed from June to October 2022 in Changchun City, Jilin Province, China. In total, 1,630 nurses were asked to complete a range of self-administered questionnaires, including the Emotional Labor Scale, the Fatigue Scale, the Organizational Identification Scale and the Stanford Presenteeism Scale. Besides, the PROCESS macro and multiple linear regression were used for moderated mediation analysis.
Emotional labor (r = 0.108, P < 0.001) and fatigue (r = 0.475, P < 0.001) were positively correlated with presenteeism, while organizational identification (r = -0.261, P < 0.001) was negatively correlated with presenteeism. The effect of emotional labor on presenteeism was partially mediated by fatigue (Effect = 0.014, 95% CI = [0.007, 0.021]). Additionally, the relationship between emotional labor and fatigue was moderated by organizational identification (P = 0.018 for the interaction term).
Fatigue and organizational identification have mediating and moderating effects on the relationship between emotional labor and presenteeism, respectively. Targeted support measures should be taken to improve the presenteeism of nurses. Nursing managers can relieve the psychological pressure and fatigue of nurses by establishing emotional release channels, and improve the presenteeism of nurses through enhancing organizational identification.
出勤主义已成为一个与健康相关的重要问题。然而，在中国护士中，疲劳和组织认同对情绪劳动与出勤主义之间关系的影响尚不清楚。本研究旨在探讨中国护士的情绪劳动、疲劳和组织认同与出勤主义之间的相关性，并分析疲劳的中介作用以及组织认同对情绪劳动与出勤主义之间关系的调节作用。
2022年6月至10月在中国吉林省长春市进行了一项横断面研究。总共1630名护士被要求完成一系列自填式问卷，包括情绪劳动量表、疲劳量表、组织认同量表和斯坦福出勤主义量表。此外，使用PROCESS宏和多元线性回归进行调节中介分析。
情绪劳动（r = 0.108，P < 0.001）和疲劳（r = 0.475，P < 0.001）与出勤主义呈正相关，而组织认同（r = -0.261，P < 0.001）与出勤主义呈负相关。情绪劳动对出勤主义的影响部分由疲劳介导（效应 = 0.014，95%置信区间 = [0.007, 0.021]）。此外，组织认同调节了情绪劳动与疲劳之间的关系（交互项P = 0.018）。
疲劳和组织认同分别对情绪劳动与出勤主义之间的关系具有中介和调节作用。应采取有针对性的支持措施来改善护士的出勤主义状况。护理管理者可以通过建立情绪释放渠道来缓解护士的心理压力和疲劳，并通过增强组织认同来提高护士的出勤主义水平。
