The development and validation of the hospital organizational environment scale for medical staff in China

Wang, Yu; Zhang, Jingwen; Feng, Xingmiao; Liang, Yan; Guan, Zhongjun; Meng, Kai

doi:10.3389/fpubh.2023.1118337

Cited by 2 publications

(1 citation statement)

References 50 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Among the cited indicators, Task Performance obtained the highest weighted mean of 3.12. Wang et al (2017) Task performance is the core component of employees' work and also the behavior that employees must complete. The benefits of the organization are mainly reflected by the completion of work tasks by employees.…”

Section: Resultsmentioning

confidence: 99%

Employee job satisfaction, job performance and organizational commitment: Inputs to strategic HR development plan

Luo

2023

IJRSM

View full text Add to dashboard Cite

This study aims to determine the employee job satisfaction, job performance and organizational commitment to come up with HR strategic development plan for the faculty in the universities in China. Specifically, it described the employee's compensation benefits, working condition and recognition, determined the organizational commitment in terms of affiliative, collegiality, self-determination/efficacy, affective commitment, normative commitment, and continuance commitment; described job performance in view of task performance and associated performance; tested the relationship between organizational commitment, employee job satisfaction, and job performance and proposed strategic HR Development plan to enhance employee motivation and engagement. The researcher used descriptive method using survey questionnaire in gathering data. Explore the relationship between organizational commitment, employee satisfaction and job performance. It is found that job satisfaction and job performance have a significant impact on organizational commitment. Based on the actual situation of the company, this paper puts forward suggestions with reference value on how to effectively improve employee satisfaction and organizational commitment in the management of employees, and then improve the strategic investment in the human resources development plan.

show abstract

Section: Resultsmentioning

confidence: 99%

Employee job satisfaction, job performance and organizational commitment: Inputs to strategic HR development plan

Luo

2023

IJRSM

View full text Add to dashboard Cite

show abstract

Exploring the Determinants of Humanistic Care Competency in Chinese Infectious Disease Nurses Based on the HLM Model: Role of Psychological Capital and Organizational Environment

Zhai,

Wang,

et al. 2024

Preprint

View full text Add to dashboard Cite

Background: The humanistic care competency of infectious disease nurses plays a crucial role in clinical nursing practice. However, there is a lack of research on its influencing factors in China. This study aims to explore the influencing factors of humanistic care competency among Chinese infectious disease nurses and provide a reference basis for improving their humanistic care competency. Methods: A stratified cluster sampling was conducted in 22 hospitals of the Chinese Infectious Disease Nursing Alliance. A total of 3135 infectious disease nurses were surveyed using self-designed questionnaires. Descriptive analysis was performed to examine the current level of humanistic care competency among infectious disease nurses. Pearson correlation analysis was used to explore the relationships between humanistic care competency, organizational environment, and psychological capital. A hierarchical linear model (HLM) was employed to investigate the effects of organizational-level organizational environment and individual-level psychological capital on humanistic care competency. Results:Significant differences in humanistic care competency scores were observed between male and female infectious disease nurses (P＜0.05). Pearson correlation analysis revealed significant positive correlations between humanistic care competency and both nurses' psychological capital and organizational environment (P＜0.05). The HLM analysis indicated that gender, participation in training, and psychological capital had positive effects on humanistic care competency, while organizational environment exerted a negative moderating effect. Conclusions: Nurses' psychological capital and the organizational environment of their departments influence their humanistic care competency. It is recommended that managers focus on enhancing and improving the organizational environment, strengthening psychological assessments and training. By fostering a positive psychological capital among nurses, their humanistic care competency can be stimulated.

show abstract

The development and validation of the hospital organizational environment scale for medical staff in China

Cited by 2 publications

References 50 publications

Employee job satisfaction, job performance and organizational commitment: Inputs to strategic HR development plan

Employee job satisfaction, job performance and organizational commitment: Inputs to strategic HR development plan

Exploring the Determinants of Humanistic Care Competency in Chinese Infectious Disease Nurses Based on the HLM Model: Role of Psychological Capital and Organizational Environment

Contact Info

Product

Resources

About