The impact of nurses’organizational commitment on their perceptions of the work environment:Strong mediating effect of the psychological contract

Objective:The objective is to assess the direct and indirect effects of nurses’organizational commitment(OC)on their work environment perceptions(WEP)and the role of the psychological contr act(PC).Methods:A cross‑sectional quantitative study of 3047 registered nurses in four Chinese hospitals was conducted.The Essentials of Magnetism II(Chinese version),OC,and PC scales were used in the study,and the structural equation modeling was used to assess the connections among variables.Results:The results showed that OC was positively correlated with WEP(r=0.561,P<0.001),and PC was negatively correlated with the WEP(r=−0.717,P<0.001),and OC(r=−0.739,P<0.001).Nurses’PC played a strong mediating role between OC and WEP,accounting for 87.64%of the total effect.Besides,PC played an important role in creating a healthy work environment.Conclusions:The exploration of the relationships among WEP,PC,and OC provides new insights for hospital managers to build a better work environment for nurses,which is conducive to maintaining a stable nurse team and providing high‑quality nursing services for patients.

A Study on Organizational Commitment,Work Motivation,and Job Performance After the COVID-19 Epidemic in Taiwan-The Mediating Effects of Work Motivation and Organizational Communication

The purpose of this study is to explore the correlation between organizational commitment and job performance among employees in Taiwan Residents companies after the COVID-19 epidemic,and to use work motivation and organizational communication as intermediary variables to further understand the interaction between them.Using hierarchical multiple regression analysis and bootstrap method to analyze,the research results show that organizational commitment has a significant positive impact on work motivation and work performance,and work motivation also has a significant positive impact on work performance.In addition,organizational communication has a mediating effect on organizational commitment and work motivation,and work motivation also has a mediating effect on organizational commitment and work machine performance.The results of this study hope to understand the working conditions of organizations and employees after the COVID-19 epidemic,and provide relevant business operators with follow-up references for their operations.

The impact of work support and organizational career growth on nurse turnover intention in China

Objective:The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover.Methods:A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin,China,was conducted to test the hypothesized multilevel model.The organizational career growth scale,work support scale,and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention.Finally,SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables.Results:The score of the three scales nurse turnover,organizational career growth,and work support were 1.98±0.60,2.40±0.50,and 4.06±0.98,respectively.The total and direct effects of work support on turnover intention were
0.361(p<0.01)and
0.147(p<0.01),respectively.The indirect effect was
0.169 with a 95%bootstrap confidence interval of
0.257 to
0.102.Conclusion:The study showed a lack of work support negatively and directly associated with nurse turnover intention.Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.

Predictive roles of organizational and personal factors in work engagement among nurses

Objective:To determine the work engagement levels of hospital nurses and the predictive roles that nurses’personal and organizational characteristics play.Methods:A cross-sectional design was employed in this study,which included 549 nurses working in the Central Philippines.Nurses were selected through purposive sampling,and a self-repor t questionnaire outlining personal and organizational characteristics was employed.The Utrecht Work Engagement Scale(UWES)was applied to gather data about nurse engagement.Results:The dedication score was the highest among the three dimensions of engagement while the vigor score was the lowest.Overall,Filipino nurses experienced an average level of work engagement.We observed significant relationships between a nurse’s age,years of experience in nursing,years in their present unit,and their position at work and their levels of engagement,vigor,sense of dedication,and absorption.Hospital capacity was a negative predictor of vigor,dedication,absorption,and overall work engagement.Fur ther,the type of nursing contract was a negative predictor of vigor and dedication.The type of hospital and the nurse’s position were positive predictors of vigor,dedication,and absorption.Conclusions:Filipino nurses were satisfactorily engaged at work.A number of nurses’personal and organizational characteristics play a predictive role in their work engagement.Thus,nursing administrators must suppor t,develop,and implement activities and measures that engage nurses at work.

The Naples-Questionnaire of Work Distress (nQ-WD): Bullying at workplace, organizational dysfunctions and bio-psycho-social effects

The aim of this study is to elaborate a tool, the “Naples-Questionnaire of Work Distress” (nQ-WD), in order to evaluate the conditions of discomfort perceived in the working field. It tries to differentiate the dysfunctional phenomena more tied to the anomalies of the interpersonal relationships (bullying at work-place) from the phenomena more clearly related to organizational dysfunctions. The inventory measures the overall effects of these two areas on the subject and the spin-off in term of bio-psycho-social functioning. The questionnaire has been administered to a group of 178 workers who showed a work-related psychopathological disturbance and to a control group of 178 subjects without exposure to bullying at workplace or to organizational distress. The statistical analysis demonstrated degree of significant validity and reliability. The degree of internal coherence of the answers proposed is satisfactory. The ROC curves allow the determination of a threshold value which allows separating the workers subjected to mobbing and/or organizational stress from control-workers with an optimal reliability degree. The values of the area under the ROC curves show that the inventory has a high discriminating capacity.

Organizational Environment and Work Satisfaction of the Employees of Hitachi Chemical Montemorelos Nuevo Leon México

This study seeks to answer one question： The quality level of organizational environment. Is it an indicator of the workplace satisfaction level, according to the perception of Hitachi Chemical employees in Montemorelos, Nuevo León, México？ This study＇s design is both explanatory and cross-sectional. The sample size was composed of 143 Hitachi Chemical employees of Montemorelos, Nuevo León, México. For the data collection, two instruments were used： the first instrument was used to measure the quality of organizational climate and the second was focused on measuring the workplace satisfaction level. As a result, the level of organizational climate quality is in fact a predictor of workplace satisfaction of Hitachi Chemical employees. After the regression analysis, it was found that the variable, level of organizational climate, explained a 71.4% variance in the dependent variable, work satisfaction. It was determined that organizational climate is a strong predictor of work satisfaction perceived by employees of Hitachi Chemicals, Montemorelos, Nuevo León, México. It can be established that the greater the levels of organizational climate experienced by the employees, the greater the level of work satisfaction will be.

The Impact of Organizational and Extra - organizational Factors on Work Stress

There are various factors that contribute to work stress.These stem from both organisational and extra-organisational contexts.The aim of this paper is to investigate the impact of both organisational and extra-organisational factors on work stress a—mong married female teachers.The study found that the three organisational factors i.e.management and administration,pupil recalcitrance and time demands were significantly correlated with work stress.As for the extra-organisational factors,only personal problems variable was found significantly correlated with work stress.A number of studies of teacher stress have been commissioned over the past decade by the major teaching unions.

Humanizing the Culture of Technology Teams: Strategies for Creating Healthier and More Productive Work Environments

With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine their productivity and well-being. The humanization of the culture of technology teams is an approach that aims to create healthier and more productive work environments for team members, promoting balance between personal and professional life. Despite the importance of a healthy and productive work environment, many companies do not invest in strategies to humanize the culture of their technology teams. This can lead to high levels of stress, staff turnover and low productivity. The objective of this project is to identify effective strategies to humanize the culture of technology teams and create healthier and more productive work environments in digital companies. For this, factors such as management styles, psychological safety, human-centered development, individual beliefs and time and energy management will be analyzed. The project’s methodology will include a literature review on the subject and qualitative data analysis will be performed using a content analysis approach. This project will contribute to the advancement of knowledge about the humanization of the culture of technology teams in digital companies. The results can be applied to companies that want to create healthier and more productive work environments for their team members.

高绩效工作系统如何影响员工创新行为--组织认同与服务型领导的作用

积极促进员工创新行为对企业发展具有重要意义,高绩效工作系统是影响员工创新行为的重要前因变量,但现有文献对其影响机理的研究尚显不足。基于社会交换理论与社会认同理论,运用多层线性模型探究了组织认同在高绩效工作系统与员工创新行为之间的中介作用以及服务型领导的调节作用。研究结果表明,高绩效工作系统对员工创新行为具有显著正向影响,组织认同在高绩效工作系统与员工创新行为之间发挥部分中介作用,服务型领导在高绩效工作系统与员工创新行为之间发挥正向调节作用,服务型领导在高绩效工作系统与组织认同之间也发挥正向调节作用,服务型领导正向调节组织认同在高绩效工作系统与员工创新行为之间的中介效应,即服务型领导水平越高,中介效应越显著。

个人-组织匹配对员工信息安全违规行为的影响研究

频发的企业内部员工信息安全违规行为已成为组织管理中备受关注的问题。基于个人-组织匹配理论和社会交换理论,通过多案例研究方法,探究个人-组织匹配对员工信息安全违规行为的影响机理。研究发现:(1)在企业信息安全管理情境下,个人-组织匹配的类型以一致性匹配为主、互补性匹配为辅;(2)个人-组织匹配的内容包括能力匹配、道德匹配、关系匹配和情绪匹配四个维度;(3)个人-组织匹配负向影响员工的信息安全违规行为,工作投入和组织承诺在两者关系中具有部分中介作用。上述研究结论可为企业完善信息安全管理策略、减少员工信息安全违规行为提供理论参考。

使命感对民警任务绩效的影响机制

使命感对于坚守在公安战线上的广大民警具有重要意义。基于自我决定理论,通过对收集的406份相关数据,采用偏最小二乘法结构方程模型开展分析,探讨了使命感对民警任务绩效的作用机理。研究显示,使命感通过工作意义的中介作用对民警的任务绩效产生正向影响,而工作意义要通过组织认同和工作投入两条路径作用于民警的任务绩效。研究结果可以为改进公安管理工作、提高民警工作效能提供理论依据。

乡愁对员工适应性绩效的影响——基于扎根理论的探索性研究

经济发展和社会变迁在加速城镇化进程的同时,也加速了人们熟悉的故乡的消逝,乡愁成为普遍的社会现象,其对员工适应性绩效的影响已成为管理实践面临的重要问题。本研究遵循扎根理论的研究方法,深入探究乡愁对员工适应性绩效的作用机理并构建理论模型。研究发现:(1)乡愁会促使员工表现出工作过度和工作退缩的行为倾向;(2)工作退缩削弱员工的适应性绩效,而工作过度则对员工适应性绩效具有“双刃剑”效应;(3)组织积极情感基调缓解乡愁对员工工作退缩和工作过度的影响,而组织消极情感基调则强化上述影响。本研究揭示了乡愁对员工适应性绩效的影响路径,深化了乡愁的理论内核,并为组织管理实践提供了重要启示。

工作重塑对工作投入的双刃剑效应研究——基于社会认同理论的视角

工作重塑作为员工的一种主动性工作行为,关于其作用后果的研究一直以来都是学界备受关注的话题。关于工作重塑与工作投入之间关系的讨论还未达成一致,急需突破从单方面角度探讨的局限,且现有研究忽略了工作环境因素在其中的边界作用。本研究基于社会认同理论,通过一个情境实验和一个全模型问卷调研,全面考察了在不同程度的工作不安全感情境中员工工作重塑对其工作投入的双刃剑作用机制。研究结果表明:一方面,工作不安全感越弱,工作重塑对职业认同的正面影响越强,进而提高其工作投入;另一方面,工作不安全感越强,工作重塑对员工组织认同的负面影响越强,进而降低其工作投入。本文有助于辩证地理解工作重塑行为,在实践方面为组织有效进行工作重塑干预提供了有益启发。

组织氛围对大学生志愿者组织公民行为影响的链式中介效应

大学生作为新时代志愿服务的生力军,对促进社会发展建设发挥着重要作用。采用组织氛围量表、工作投入量表、工作满意度量表和组织公民行为量表对1285名大学生实施调研,探讨组织公民行为受到组织氛围的影响以及工作投入和工作满意度的链式中介作用。研究发现:工作投入(β=0.365,p<0.001)和工作满意度(β=0.413,p<0.001)在组织氛围对组织公民行为影响中的单独中介作用显著;工作投入和工作满意度的链式中介作用显著(β=0.241,p<0.001)。结合分析,从营造良好的组织氛围、提升工作投入与增强工作满意度三个方面提出对大学生志愿服务的建议,以期提升志愿服务活动的质量和效果。

非工作时间工作连通对员工沉默行为的影响

基于制造业企业员工的调查问卷,分析非工作时间工作连通对员工沉默行为的影响,并运用SPSS22.0和SPSSAU软件进行实证检验。研究结果表明:非工作时间工作连通行为正向影响员工沉默行为;员工工作倦怠起部分中介作用,进而导致其沉默行为;组织认同正向调节非工作时间工作连通对员工沉默行为的影响,员工的组织认同感愈高,非工作时间工作连通导致员工沉默行为的可能性愈高。从组织工作安排、组织建言激励措施等方面为降低员工沉默行为的负向影响提出建议。

绩效压力下的职场孤独感缓解机制研究——一个有调节的中介模型

职场孤独感是一种常见的消极情绪,其将导致员工在组织中的情感体验被剥夺,降低员工组织身份认知,负向影响个体任务绩效、团队角色绩效及关系绩效。文章基于自我损耗理论与工作要求—资源模型,探索绩效压力对职场孤独感的影响及其作用机制,并重点考察在该作用机制中未来自我清晰度与组织支持感的调节作用。研究两阶段共收集有效问卷554份,经过研究分析发现,绩效压力通过自我损耗正向影响职场孤独感,未来工作自我清晰度和组织支持感负向调节了这一过程,提高未来工作自我清晰度和高组织支持感能有效降低绩效压力通过自我损耗对职场孤独感的影响。

论加强新就业群体党组织覆盖的价值意蕴

当前,以外卖配送员、网约车司机、网络主播为主要代表的新就业群体日益壮大,成为社会发展的重要组成部分,如何实现新就业群体党组织覆盖,将这一群体组织起来,是当前党的建设面临的新课题。深刻认识新就业群体党组织覆盖的价值意蕴,应从因应经济社会发展新形势的主动选择、坚持和加强党的全面领导的必然要求、贯彻全面从严治党战略的内在需要、推进城市基层治理现代化的重要抓手等视角来把握。

护士组织支持、工作旺盛感与建言行为的关系研究

目的探讨护士组织支持感、工作旺盛感对建言行为的影响。方法于2022年11-12月采用一般资料调查表、组织支持感量表、护士工作旺盛感问卷和建言行为量表对南通市1所三级甲等医院的488名护士进行问卷调查。结果护士组织支持感总均分为(3.45±0.39)分,工作旺盛感总均分为(4.64±0.33)分,建言行为总均分为(3.86±0.39)分。护士组织支持、工作旺盛感与建言行为呈显著正相关(P<0.05)。多元线性回归结果显示:活力、学习和工具性支持是建言行为的重要影响因素(P<0.01)。结构方程模型分析显示:组织支持感通过工作旺盛感的部分中介作用于建言行为,总效应为0.4,中介效应为0.237,中介效应占总效应的44.1%。结论工作旺盛感是护士组织支持感和建言行为的中介变量,护理管理者应创造良好的组织支持环境,采取有效措施提高护士的工作旺盛感,提高护士的建言积极性。

基于群组分析的组织信任在护士信任患者与工作投入间的中介效应

目的 基于多群组分析,探讨不同级别医院间组织信任在护士信任患者与工作投入之间的中介效应。方法 采取便利抽样法,于2022年6月-10月选取福建省三明市共35所三级、二级、一级医院的1 141名临床护士作为研究对象。采用一般资料问卷、工作投入量表、护士信任患者量表、组织信任量表进行调查。采用SPSS 26.0分析护士信任患者、组织信任、工作投入的相关性,采用AMOS 26.0构建结构方程模型,分析组织信任在护士信任患者与工作投入间的中介效应,采用多群组分析不同级别医院间模型的差异。结果 本研究护士总体的工作投入、护士信任患者、组织信任总分分别为41.00(27.00,48.00)分、48.00(38.00,53.00)分、52.00(52.00,64.00)分。组织信任在护士信任患者与工作投入间存在部分中介作用(β=0.318,P<0.001),中介效应占总效应的56.28%。多群组分析结果显示,二级医院的护士信任患者对组织信任的路径影响(B=0.771,P<0.001)及护士信任患者对工作投入(B=0.289,P<0.001)的路径影响作用最高,三级医院的组织信任对护士工作投入的路径影响作用最高(B=0.454,P<0.001)。结论 护士信任患者、组织信任及工作投入总分均处于中等偏上水平,护士对患者的信任可以通过组织信任间接影响工作投入。不同级别医院间护士信任患者、组织信任及工作投入的路径关系存在差异。建议不同级别医院的护理管理者应针对性地制订不同的措施,塑造积极的工作氛围,以提升护理团队的工作投入水平。

韧性领导力对员工行为的双刃剑效应研究

基于自我决定理论,通过3个阶段收集的490份问卷数据,探究韧性领导力对员工行为的双刃剑效应。研究结果表明:韧性领导力与主动担责行为、亲组织非伦理行为正相关;和谐型激情在韧性领导力与主动担责行为、强迫型激情在韧性领导力与亲组织非伦理行为之间分别起到中介作用;环境不确定性在韧性领导力与和谐型激情、韧性领导力与强迫型激情之间起到调节作用;环境不确定性程度越高,韧性领导力与和谐型激情之间的关系越强;环境不确定性越低,韧性领导力与强迫型激情关系越强;同时调节了韧性领导力通过和谐型激情对主动担责行为、韧性领导力通过强迫型激情对亲组织非伦理行为的中介作用。