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

۱- Introduction

۲- Method

۳- Results

۴- Discussion

۵- Limitations

۶- Conclusions

References

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.