مقاله انگلیسی رایگان در مورد نقش واسطه ای تعهد سازمانی بین فراخوانی و دلبستگی شغلی پرستاران – الزویر ۲۰۱۹

مقاله انگلیسی رایگان در مورد نقش واسطه ای تعهد سازمانی بین فراخوانی و دلبستگی شغلی پرستاران – الزویر ۲۰۱۹

 

مشخصات مقاله
ترجمه عنوان مقاله نقش واسطه ای تعهد سازمانی بین فراخوانی و دلبستگی شغلی پرستاران: یک مطالعه مقطعی
عنوان انگلیسی مقاله The mediating role of organizational commitment between calling and work engagement of nurses: A cross-sectional study
انتشار مقاله سال ۲۰۱۹
تعداد صفحات مقاله انگلیسی ۶ صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
پایگاه داده نشریه الزویر
نوع نگارش مقاله
مقاله پژوهشی (Research Article)
مقاله بیس این مقاله بیس نمیباشد
نمایه (index) Scopus – Master Journals List – DOAJ
نوع مقاله ISI
فرمت مقاله انگلیسی  PDF
ایمپکت فاکتور(IF)
۰٫۸۷۵ در سال ۲۰۱۸
شاخص H_index ۹ در سال ۲۰۱۹
شاخص SJR ۰٫۲۹۶ در سال ۲۰۱۸
شناسه ISSN ۲۳۵۲-۰۱۳۲
شاخص Quartile (چارک) Q2 در سال ۲۰۱۸
مدل مفهومی ندارد
پرسشنامه ندارد
متغیر دارد
رفرنس دارد
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت منابع انسانی، مدیریت استراتژیک
نوع ارائه مقاله
ژورنال
مجله  مجله بین المللی علوم پرستاری – International Journal of Nursing Sciences
دانشگاه School of Nursing, Tianjin University of Traditional Chinese Medicine, China
کلمات کلیدی پرستاران، فراخوانی، مشارکت کارمندان، تعهد سازمانی
کلمات کلیدی انگلیسی Nurses، Calling، Employee engagement، Organizational commitment
شناسه دیجیتال – doi
https://doi.org/10.1016/j.ijnss.2019.05.004
کد محصول E12571
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
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فهرست مطالب مقاله:
Abstract

۱- Introduction

۲- Method

۳- Results

۴- Discussion

۵- Limitations

۶- Conclusions

References

 

بخشی از متن مقاله:

Abstract 

Objective: 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.
Methods: 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.
Results: 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 (r ¼ ۰٫۱۴۵e0.922, P < 0.01). The organizational commitment plays a partially mediating effect between calling and work engagement (b ¼ ۰٫۶۰۳ to 0.333, P < 0.01).
Conclusions: 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.

Introduction

Nurse shortages have become a global critical problem for healthcare services. According to the US Department of Labor’s data, the demand for registered nurses in the United States will increase from 2.95 million in 2016 to 3.39 million in 2026 (a 15% increase) [1]. In China, the number of registered nurses per 1,000 population is 2.73, which is far below than that of developed countries [2]. The lack of nursing staff has a serious impact on the quality of clinical care. In addition, China faces the challenges of population aging and “two-child” policy, which overload nurses with work, leading to their reduced work engagement [3]. Work engagement is described as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption [4]. It is the core competence of hospitals. In professional nursing practice, a low level of work engagement could enhance adverse events and improve nurses’ turnover intention [5]. In light of this situation, factors affecting work engagement among nurses should be explored.

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