Fehr Lucas, Koob Clemens
Faculty of Healthcare and Nursing, Catholic University of Applied Sciences Munich, Preysingstraße 95, 81667, Munich, Germany.
BMC Nurs. 2025 Apr 22;24(1):442. doi: 10.1186/s12912-025-03033-9.
Hospitals in industrialized countries like Germany face persistent shortages of nursing professionals, making staff retention through affective organizational commitment essential. However, factors associated with this commitment among nursing professionals in German hospitals remain understudied. Guided by affective events theory and the job demands-resources model, this study examines the associations between key job resources, job demands, and nursing professionals' affective organizational commitment in general wards.
To investigate the relationships between job resources and demands and affective organizational commitment of nursing professionals, this study employed a cross-sectional survey. The dataset for analyses comprised 312 nursing professionals working in general wards in Germany and was analyzed using multiple linear regression.
The investigated variables explained 44% of the variance in nursing professionals' affective organizational commitment. Fair and authentic management was positively associated with affective commitment, while work overload and inadequate remuneration showed negative associations. No significant relationships emerged for other examined job resources, such as supervisor support or job autonomy, or for job demands like work-life interference.
These findings align with theoretical perspectives suggesting that specific job resources and demands may play a role in nursing professionals' affective organizational commitment. Based on the observed associations between job resources and demands and affective organizational commitment, this study offers considerations for hospital management. Three areas might warrant management attention: cultivating fair, authentic, and moral leadership practices among nurse managers; systematically mitigating work overload; and ensuring attractive remuneration packages. Future research, particularly longitudinal or experimental studies, is needed to further investigate the causal relationships underlying the observed associations.
在德国等工业化国家，医院面临护理专业人员持续短缺的问题，因此通过情感组织承诺来留住员工至关重要。然而，德国医院护理专业人员中与这种承诺相关的因素仍未得到充分研究。本研究以情感事件理论和工作需求-资源模型为指导，考察了一般病房中关键工作资源、工作需求与护理专业人员情感组织承诺之间的关联。
为了调查工作资源与需求以及护理专业人员情感组织承诺之间的关系，本研究采用了横断面调查。分析数据集包括312名在德国一般病房工作的护理专业人员，并使用多元线性回归进行分析。
所调查的变量解释了护理专业人员情感组织承诺中44%的变异。公平且真实可信的管理与情感承诺呈正相关，而工作负荷过重和薪酬不足则呈负相关。对于其他所考察的工作资源，如上级支持或工作自主性，以及工作-生活干扰等工作需求，未发现显著关系。
这些发现与理论观点一致，表明特定的工作资源和需求可能在护理专业人员的情感组织承诺中发挥作用。基于所观察到的工作资源与需求和情感组织承诺之间的关联，本研究为医院管理提供了思考。有三个方面可能值得管理层关注：在护士长中培养公平、真实可信和道德的领导行为；系统地减轻工作负荷过重的问题；确保有吸引力的薪酬待遇。未来的研究，特别是纵向或实验研究，需要进一步调查所观察到的关联背后的因果关系。
