The relationship between organizational commitment and nursing care behavior

Naghneh, Mohammad Hossein Khalilzadeh; Tafreshi, Mansoureh Zagheri; Naderi, Manijeh; Shakeri, Nezhat; Bolourchifard, Fariba; Goyaghaj, Naser Sedghi

doi:10.19082/4835

Cited by 34 publications

(20 citation statements)

References 10 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…When nurses have access to resources and are included in the decision-making process, they report more job satisfaction (Blayer, Shaiman, Levi, Kagan, & Melnikov, 2018). Propagating commitment should be a goal of nursing managers because it has been shown to prevent burnout, increase leadership and improve patient care (Greco, Laschinger, & Wong, 2006;Matthews, Spence Laschinger, & Johnstone, 2006;Naghneh et al, 2017). Incorporating strategies with an aim to improve these domains will not only reduce mental health distress and prevent burnout among the nurses, but it will also improve patient safety downstream.…”

Section: Limitationsmentioning

confidence: 99%

Association of cumulative job dissatisfaction with depression, anxiety and stress among expatriate nurses in Saudi Arabia

et al. 2019

View full text Add to dashboard Cite

Aims We aimed to (a) determine the prevalence of depression, anxiety and stress among expatriate nurses in Saudi Arabia, and (b) assess how dissatisfaction with salary, workload and teamwork, individually and in combination, was associated with those conditions. Background Prevalence estimates for depression, anxiety and stress among nurses are higher than those in the general population. Available data on the mental health of expatriate nurses are limited. Methods Expatriate nurses (n = 977) from governmental hospitals completed an electronic survey on demography, lifestyle, job factors, depression, anxiety and stress (assessed with DASS‐21 scale). Multinomial logistic regressions were used for analyses. Results Dissatisfaction with workload and teamwork was significantly associated with both mild/moderate and severe depression in adjusted models. Dissatisfaction with workload was significantly associated with both anxiety and stress, but teamwork was not. There was a significant dose–response relationship between the number of domains of dissatisfaction and depression, anxiety and stress (p for trend was < 0.001). Conclusions Dissatisfaction with salary, workload and teamwork is associated with depression, anxiety and stress in expatriate nurses. Implications for Nursing Management Hospital and nursing administrators should identify specific aspects related to workload and teamwork and offer solutions to reduce mental health distress among nurses.

show abstract

Section: Limitationsmentioning

confidence: 99%

Association of cumulative job dissatisfaction with depression, anxiety and stress among expatriate nurses in Saudi Arabia

et al. 2019

View full text Add to dashboard Cite

show abstract

“…Indeed, organizational commitment is an allinclusive concept in organizational efficiency, efficacy, and effectiveness of the organizational outcome and output forming the sine qua none of the organizational success 14,[20][21] . The level of organizational commitment may predispose to numerous consequences affecting positively the fulfillment of organizational goals and objectives 1,3,22 . Hence, the identification and categorization of these factors enjoy specific impetus.…”

Section: Introductionmentioning

confidence: 99%

Factors Affecting Nurses’ Perceived Organizational Commitment: A Qualitative Study

Sepahvand¹,

Atashzadeh‐Shoorideh²,

Parvizy³

et al. 2019

Bangladesh J Med Sci

View full text Add to dashboard Cite

Objective: Nurses' organizational commitment is one of the most important factors that facilitates their professional evolution and influences the method of care provision, quality of care, and patients' satisfaction. The aim of this study was identified the factors that affect nurses' perceived organizational commitment. Material and Methods: This qualitative study, conducted on 16 clinical nurses employed in Social Security Hospital of Khorramabad, Iran, during five months from May to September 2015, used deep semi-structured interviews. Purposive sampling method was used for the selection of nurses and the data were analyzed using conventional qualitative content analysis. Lincoln & Guba's criteria were used to secure data accuracy and stability. Results: Sixteen subcategories, five categories, and three themes were distilled during content analysis process. The abstracted themes included "organizational factors", "occupational challenges", and "contributory management". Conclusion: Our findings showed that numerous factors present in nurses' profession and work environment may influence the rate of nurses' interest and commitment in the hospital and the related organization. Hence, nurse managers can foster the promotion of nurses' organizational commitment through creating the required suitable conditions.

show abstract

“…Positive experiences drive them to actively participate in PFCC and motivate them to be more accepting when providing care (Jakimowicz et al, 2018). The improved job satisfaction due to this change in nursing behaviour in turn increases organisational commitment and job performance (Jakimowicz & Perry, 2015) and thereby improves organisational performance (Naghneh et al, 2017). That is, job satisfaction as perceived by nurses is linked to a high level of nursing care (Dilig-Ruiz et al, 2018), and for this, among other reasons, nurse managers and nurse leaders should take care to increase nurse performance and organisational commitment.…”

Section: Discussionmentioning

confidence: 99%

Effects of a person‐centred care intervention in an intensive care unit: Using mixed methods to examine nurses’ perspectives

Yoo

Shim

2020

J Nurs Manag

View full text Add to dashboard Cite

Aim We identified nurses’ experiences and changes in person‐ and family‐centred care (PFCC) after applying a family‐visiting programme in an intensive care unit (ICU). Background Critical care provision is shifting to include communication among patients, families and health care providers. Methods We used mixed methodology and a group pre‐ and post‐test design. In 2019, 30 ICU nurses completed an 8‐week programme, including keeping a diary and completing fundamental care activities. A survey of PFCC nursing performance was completed pre‐ and post‐programme, and 15 nurses were interviewed post‐programme. Performance differences were examined through paired t tests; qualitative data were analysed by thematic analysis. Results The pre‐ and post‐scores were 3.06 ± 0.34 and 4.00 ± 0.29, respectively (t = 17.38, p =.000), and five main themes and 13 subtopics were revealed. Most nurses ‘discovered the importance of nursing through a truthful relationship with ICU patients’ families’. Conclusion For effective PFCC, changes in nurses’ perceptions and hospital organisation are required, such as improving the ICU working environment, assigning suitable health care personnel to provide care and implementing open‐visit programmes. Implications for Nursing Management Hospital policymakers and nurse managers should take care to provide staff support and high‐quality patient care to realize effective PFCC.

show abstract

The relationship between organizational commitment and nursing care behavior

Cited by 34 publications

References 10 publications

Association of cumulative job dissatisfaction with depression, anxiety and stress among expatriate nurses in Saudi Arabia

Association of cumulative job dissatisfaction with depression, anxiety and stress among expatriate nurses in Saudi Arabia

Factors Affecting Nurses’ Perceived Organizational Commitment: A Qualitative Study

Effects of a person‐centred care intervention in an intensive care unit: Using mixed methods to examine nurses’ perspectives

Contact Info

Product

Resources

About