Relationship among affective commitment, occupational stressors, and calling of psychiatrists in Shanghai

Abstract

The aim of the study is to investigate the levels of affective commitment, occupational stressors and calling in psychiatrists in Shanghai and try to find the relationship among 3 variables in the participants. We enrolled 81 participants using a survey with a combination of demographic information, affective part of organizational commitment questionnaire, portion of the scale for occupational stressors on clinicians and the calling and vocation questionnaire. Correlation analysis and multiple linear regression analysis were applied to probe into the relationship among the three variables. t Test and nonparametric test were utilized to compare the differences between the groups of individuals who were divided according to the demographic information. The mean score of the affective commitment, occupational stressors and calling of Shanghai psychiatrists were all at a moderate level. The scores in affective commitment had a significantly negative relationship with that of the occupational stressors, especially in the respect of organization and management, occupational interest, and development of work. Whereas the scores of calling revealed a remarkably positive connection with affective commitment. In addition, demographic groups under comparison, individuals who were >35 years’ old, male, or have worked for >10 years are more likely to suffer from higher occupational development and interpersonal relationship stress. We found that the levels of affective commitment, occupational stressors and calling in psychiatrists in Shanghai were all moderate. These people who were men, >35 years’ old, and had >10 years of work experiences had suffered from higher levels of occupational stressors, especially occupational development and interpersonal relationship stress. The affective commitment was positively correlated to the calling while negatively associated to the occupational stressors in Shanghai psychiatrists. For stronger bond for the psychiatrists, strengthen the calling and lessen the occupational stressors are required. These results provide some ideas for enhancing the occupational commitment of psychiatrists and conducting psychological interventions in a timely manner henceforth more effectively.

Organizational commitment of emergency physician and its related factors: A national cross-sectional survey in China

“…There was a statistically significant difference in organizational commitment between males and females among physicians in emergency department. Male physicians were more likely to have lower levels of organizational commitment compared to female physicians, which is consistent with previous surveys of Chinese specialist physicians ( 18 ). The main reason for the result was that, in the context of traditional Chinese culture, males tend to have a stronger need for job achievement and career development expectations.…”

“…The possible explanation is that a rational promotion system increases physicians' continuous commitment to the organization, increase the well-being of doctors institutionally and meet the professional needs. And similar results have been reported in Korea and China to explain the phenomenon that Promotion system affects organizational commitment ( 17 , 18 , 36 ). As a result, organizations with a competent promotion structure and adequate human resource staffing within the department may give better growth opportunities and a more compassionate load to physicians, resulting in a positive effect on organizational commitment ( 37 , 38 ).…”

“…Organizational structure is critical to improving the level of organizational commitment. First, emergency physicians with higher monthly incomes were more likely to perceive high levels of organizational commitment, which has been described in previous studies conducted among Korean doctors and Chinese medical staff (18,35). The income level is a direct reward for the effort, and the high income makes emergency physicians feel that their support for the organization is worthy.…”

“…For example, the Finnish study reported a significant relationship between organizational commitment level and doctors' personality ( 15 ), while the Chinese study on medical staff emphasized the positive relationship between organizational commitment, work experience and managers' trust ( 16 , 17 ). The research on the staff of Iran medical center and Shanghai psychiatric department shows that there is a significant positive correlation between the ethical atmosphere and incentive system of the department and the level of organizational commitment of doctors ( 10 , 18 ). The majority of previous research on factors related to physicians' organizational commitment have been conducted among physicians in neonatology, internal medicine and other departments ( 19 ), with less empirical investigations on emergency department physicians' organizational commitment.…”

Educational Administrators’ Leadership Styles and Teachers’ Organizational Commitment: Inputs for a Work Engagement Program

“…Adnan et al (2018) found that affective commitment was positively related to employee performance in a multinational company in Pakistan, especially employees' willingness to work for the company or commit to the organization for a long period of time. Lin et al (2021) studied psychiatrists in Shanghai and found that affective commitment was positively related to sense of calling but negatively related to job stress. Strengthening callings and reducing stress were essential for psychiatrists to establish closer ties.…”