Work Values, Job Involvement, and Organizational Commitment in Taiwanese Nurses

Abstract

Employees' belief in the traditional work ethics of hard work and diligence as virtues in their own right has significantly declined in recent times in Taiwan. Job involvement as a mediator of the influence of work values on organizational commitment remains unclear, and needs to be explored in a non-western work context. In addition, the degree of organizational commitment has not been shown to be related to the actual amount of nursing work or labor intensity required in any nursing care environment. This study investigates the relationship between work values, job involvement and organizational commitment in a sample of 1047 Taiwanese nurses from Taiwan. The study utilizes a cross-sectional survey design. The sample consisted of Registered Nurses (RNs) (N=1,047) recruited from a convenience sample in nine regional and teaching hospitals in Taiwan. Results showed that work values were positively related to job involvement and organizational commitment, and job involvement is positively related to organizational commitment. Subsequent analyses revealed that job involvement could play an important role in mediation, and that establishing a higher level of job involvement may be more important than focusing only on organizational commitment. This study has implications for organizations attempting to enhance organizational commitment through increased job involvement. It is anticipated that by improving these various factors, the turnover and absenteeism will be reduced and the organizations become more effective and productive.

The Relationship between Work Value and Organizational Commitment on Student of Sekolah Polisi Negara Mojokerto

“…Furthermore, work attachment also positively correlated with organizational commitment (Ho, Oldenburg, Day, & Sun, 2012;Dabare & Sajeevanie, 2014;Geldenhuys, Łaba, &Venter, 2014). There are many literatures indicate there was a positive correlation between work value and organizational commitment (Putti, Aryee, & Liang, 2014;Shas, Kaur, & Haque, 1992;Maiyanto & Santhoso, 1999).…”

Role of Work Values in Predicting Career Adaptability: A Study of University Students of the State of Himachal Pradesh

“…The study conducted by Ho (2006) has it simply divided into intrinsic and extrinsic work values. For the purpose of this study we have taken Ho (2006) perspective of work values: intrinsic and extrinsic.…”

“…For the purpose of this study we have taken Ho (2006) perspective of work values: intrinsic and extrinsic. Intrinsic work values refer to the individual internal factor or self-actualization gained from working, contributing to society and having meaningful work (Parboteeah, Paik, & Cullen, 2009).…”

A Validity Study of the mwep Scale in Hong Kong

“…Employees possessing strong work ethic would demonstrate good values not only through hard work but also autonomy, fairness, wisdom, time management, refrainment from immediate gratification and an appreciation of the intrinsic value of work (Cherrington 1980;Dubin 1963;Furnham 1984;Ho and Lloyd 1984;Weber 1958;Wollack et al 1971). In contrast, the dwindling of work ethic would lead to decreased organizational commitment (Brief and Aldag 1980;Chusmir and Koberg 1988;Morrow and Goetz 1988;Morrow and McElory management 12 (3): 217-234 1987; Randall and Cote 1991), lower job involvement (Bass and Barrett 1972;Ho et al 2012;Lodahl and Kejner 1965), reduced job satisfaction (Abboushi 1990;Aldag and Brief 1975;Ali 1987;Blood 1969;Bokemeir and Lacy 1987;Cherrington 1980;Chusmir and Koberg 1988;Fisher and Gitelson 1983;Jones 1984;Stone 1975;Meglino, Ravlin, and Adkins 1989;Morrow and McElory 1987;Saks, Mudrack, and Ashforth 1996), poorer job performance (Yandle 1992), and higher levels of absenteeism and turnover (Klebnikov 1993;Shimko 1992). A proper measurement tool for work ethic is necessary if organizations would like to assess the ethical levels of their employees.…”