Research on the Lifting Path of Data Literacy Ability of Applied University Teachers under the Perspective of Organizational Learning

With the arrival of the big data era, the modern higher education model has undergone radical changes, and higher requirements have been put forward for the data literacy of college teachers. The paper first analyzes the connotation of teacher data literacy, and then combs through the status quo and dilemmas of teachers’ data literacy ability in applied universities. The paper proposes to enhance the data literacy ability of teachers from the perspective of organizational learning. Through building a digital culture, building a data-driven teaching environment, and constructing an interdisciplinary learning community to further promote the application of the theory and practice of datafication inside and outside the organization, and ultimately improve the quality of teaching.

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.

Creating the Role of Rural Teachers as New Rural Sages under the Background of Rural Revitalization Based on Organizational Change and Planned Happenstance Theories

In the context of rural revitalization,people are re-examining the issue of creating the role of teachers as“new rural sages”.However,most of previous studies ignored the school organizational change in the process of reform.The planned happenstance suggests that teachers should maintain a positive mindset about the eventualities in their careers.Based on the organizational change theory,this paper gave some advice to help teachers in playing a role of new rural sages:①rooting in local culture and enhancing teachers’sense of belonging,②providing compensation for teachers in a targeted way,and③providing a comprehensive and objective evaluation mechanism for ensuring teachers’participation in social governance.

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.

A study on the current situation and factors influencing the professional commitment of private kindergarten teachers

This study investigated the professional commitment of kindergarten teachers in a private kindergarten located in Jinan,Shandong Province,China.The research employed a questionnaire and utilized correlation analysis to examine the factors influencing the professional commitment of private kindergarten teachers.The findings revealed that the overall level of career commitment among private kindergarten teachers was moderately low.Among the three dimensions of professional commitment,namely,continuance commitment,affective commitment,and normative commitment,the affective commitment dimension exhibited a relatively high level,whereas the continuance commitment and normative commitment dimensions showed relatively low levels.Significant differences in professional commitment levels were observed based on teacher age,education level,age of children,salary,and class size.However,no significant differences were found based on teacher specialty,position,and teaching experience.

Management Practices:Shaping Employee Satisfaction and Commitment in Large German Companies

The rapid evolution of the political,economic,and social landscape has generated increased interest in understanding the contextual application of management styles and behaviours toward employees.In this context,organizations must comprehend and assess employee satisfaction to enhance productivity and realize their strategic and economic goals.Therefore,this study aims to investigate the prevailing and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.To achieve the research objective,the study will employ a qualitative method to explore management behaviours toward employees.Data were collected through interviews with randomly selected managers from different companies and departments.The study aims to uncover discrepancies or variations in employee expectations regarding management behaviour.The findings will provide a better understanding of the most prevalent and significant management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.The results will be valuable to management in adopting suitable leadership styles and improving employee satisfaction,leading to increased productivity and organizational performance.The research will contribute to the existing body of knowledge in the field of management and human resource management by providing insights into the impact of management behaviours on employees.It will also offer recommendations to management on how to enhance employee satisfaction and job commitment,leading to improved organizational performance.In conclusion,this study will investigate the prevailing management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.

The mediating roles of loneliness at work and burnout in the relationshipbetween career adaptability,organizational commitment,and job satisfactionamong teachers

This research examines the mediating roles of loneliness at work and burnout in the relationship between career adaptability,organizational commitment,andjob satisfaction among teachers.The analysis was conducted with 256 teachers.Data were collected with the Organizational Commitment Scale,CareerAdaptabilities Scale,Loneliness at Work Scale,Burnout Measure,and Job Satisfaction Scale.Data were analyzed with a two-stage structural equationmodeling technique.According to the research findings,it has been proven that the mediatory effects of loneliness at work and burnout are significant in therelationship between organizational commitment and job satisfaction.

The mediating role of organizational commitment between calling and work engagement of nurses: A cross-sectional study

Objective: Nurse shortage is a critical problem for global healthcare services.It impacts the quality of clinical care.Work engagement is the core competence of hospitals,which indicates employee's positive attitude toward organization and work.This study aimed to explore the relationships among calling,organizational commitment,and work engagement.Methods: A cross-sectional study was designed,and 320 nurses from tertiary hospitals in China completed the questionnaires that included demographic information,calling scale,employee engagement scale,and organizational commitment scale.Pearson correlation was performed to test the correlations among calling,organizational commitment,and work engagement.Stepwise regression analyses were performed to explore the mediating role of organizational commitment.The bootstrap method was employed to confirm the mediating effect.Results: Nurses' work engagement score was at the medium degree,whereas calling and organizational commitment were in the medium to high level.The results revealed that calling,organizational commitment,work engagement,and each dimension were positively correlated with one another (r=0.145-0.922,P < 0.01).The organizational commitment plays a partially mediating effect between calling and work engagement (β =0.603 to 0.333,P < 0.01).Conclusions: The mediation effect of organizational commitment was verified,which provided a comprehensive understanding of how calling impacted work engagement.Moreover,administrators should not only promote interventions to increase work engagement but also pay attention to calling and organizational commitment so as to improve their work engagement.Taken together,increased level of work engagement is required in the current nursing field.

Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management

Objectives:The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country.This study explored the extent of nurses'organizational commitment and turnover intention in the Philippines.Furthermore,predictors of nurses'organizational commitment and turnover intention were identified.Methods:A cross-sectional research design was adopted for this study.Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded(an 83%response rate).Two standardized instruments were used:the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale.Results:Findings revealed that Philippine nurses were moderately committed(3.13±0.24)to and were undecided(2.42±0.67)whether or not to leave their organization.Nurses'age(P=0.006),gender,(t=-2.25,P=0.026),education(t=2.38,P<0.001),rank(t=4.38,P<0.001),and work experience(t=2.18,P=0.031)correlated significantly with organizational commitment,while nurses'age(P=0.028)and education(t=1.99,P=0.048)correlated significantly with turnover intention.An inverse relationship was identified between the organizational commitment and turnover intention(r=-0.22,P=0.005).Conclusion:The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.

An Integrated Model of Job Involvement, Job Satisfaction and Organizational Commitment: A Structural Analysis in Jordan’s Banking Sector

The purpose of this research is to investigate the interrelationships among the three behavioural constructs of job involvement, job satisfaction and organizational commitment. Accordingly, a structural model is developed to delineate the interactions among these constructs and explore the mediating effect of job satisfaction on the relationship between job involvement and organizational commitment. A questionnaire-based survey was designed to test the aforementioned model based on a dataset of 315 employees working in twelve out of twenty six banks operating in the capital city of Jordan, Amman. The model and posited hypotheses were tested using structural equation modelling analysis. The results indicated that job involvement positively and significantly affects job satisfaction and organizational commitment. Additionally, job satisfaction proved to be positively related to organizational commitment. Furthermore, job satisfaction positively and significantly partially mediated the relationship between job involvement and organizational commitment.

Organizational Citizenship Behavior and Organizational Commitment among Clinical Nurses in Bangladesh

Organizational citizenship behavior becomes one of the significant factors that enhance the organizational efficiency. Organizational citizenship behavior has been defined as behaviors that an employee voluntarily engages in organization that promote the effectiveness of clearly rewarded by the organization. However organizational commitment is very beneficial for the organization because it reduces the absenteeism rate and turnover ratio and enhances the organization productivity. In all of the organization, organizational commitment exerts a positive effect on the nurses’ performance. The aim was to assess the relationship between organizational citizenship behavior and organizational commitment among nurses. The descriptive correlational design was used to explore the relationship between organizational citizenship behavior and organizational commitment among nurses. Simple random sampling was used and sample size was 164. Data were collected by a self-structured questionnaire during November 2019 to December 2019 at Dhaka Medical College Hospital. Data were analyzed using SPSS version 21. The result showed that average age of the participants was 34.19 years old. There were statistically positive significant relationships between organizational citizenship behavior with organizational commitment (r = 0.82, p = 0.000), organizational citizenship behavior with working ward (F = 6.31, p = 0.000) and organizational commitment with working ward (F = 4.45, p = 0.002). Based on the results of this study, it is indicated that lack of OCB & OC among nurses’ is moderate level. The findings of this study will suggest reducing organizational hazard, and developing citizenship behavior and organizational commitment that enhance high outcome in health care organizations & quality of care. So hospital should provide in-service training for nurses’ and all departments are equally. Predictive study of factors related to OCB & OC is recommended for future study.

Job satisfaction and organizational commitment among nurses working on temporary versus permanent jobs at a tertiary care teaching hospital,Uttarakhand,India

Objective:The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital,Uttarakhand,India.Materials and Methods:A total of 250 nurses(125 temporary and 125 permanent)were selected using stratified disproportionate random sampling techniques from a tertiary care teaching hospital.Sociodemographic datasheet,Job Satisfaction Survey scale,and Organizational Commitment scale were used to collect data.Results:The study results revealed that the job satisfaction score was significantly higher in permanent nurses(139.1±15.4)than in temporary nurses(131.3±12.2)(P<0.001).However,temporary nurses(85.2±14.4)were more committed toward organization than permanent nurses(80.0±16.0)(P<0.001).There was a significant association between nurses’job satisfaction and their gross salary(P<0.001)and their organizational commitment with the selected profession by own will(P<0.001).Conclusion:The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment.This study suggests enhancing employee satisfaction can improve organizational commitment.As well,this study’s findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.

Relationship between quality of professional life and organizational commitment in intensive care unit nurses

Objective:The quality of professional life has attracted the attention of many managers owing to its importance,and organizational commitment differs according to work conditions in an organization.As the largest professional group in the healthcare system,nurses face many stressful factors that can endanger their quality of professional life and organizational commitment.Despite their huge importance,these 2 variables have rarely been addressed or evaluated in the nursing profession.The present study was conducted to determine the relationship between quality of professional life and organizational commitment in nurses working in the intensive care units(ICUs)and critical care units(CCUs).Methods:The present descriptive-analytical study was conducted on 221 nurses working in the ICUs of hospitals affiliated to Shiraz University of Medical Sciences and selected through proportional stratified sampling.The data collection tools comprised demographic questionnaires,the quality of work-life questionnaire by Walton with 8 dimensions,and the valid and reliable organizational commitment scale by Meyer and Allen.The data were analyzed in SPSS,version 23(IBM Corporation,Armonk,New York,United States),using descriptive and inferential statistical techniques,including Spearman correlation,Pearson correlation,the Kruskal-Wallis test,the Mann-Whitney U test,the c2 test,and the independent t test.P<0.050 was set as the level of statistical significance.Results:The mean scores of quality of professional life and organizational commitment were 58.996±14.427 and 93.840±13.900,respectively,in the ICU nurses.The Pearson test showed positive and significant relationships between quality of professional life and organizational commitment(r=0.392,P<0.001).Conclusions:Given the positive relationship found in the present study between organizational commitment and quality of professional life,it is recommended that organizational commitment be modified to improve the quality of professional life in nurses.

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。

裂变创业者组织承诺跨越双路径对比——基于社会交换理论的案例研究

基于社会交换理论视角,以双案例研究方法,选取“独立发展型”和“母体支持型”两类裂变企业的创业者为研究对象,归纳出“母体交换关系情境”“交换关系风险认知”“信任助推承诺波动”“重建新创交换平衡”4个核心构念。在此基础上,识别出“顺序式”和“交错式”两条不同的裂变创业者组织承诺跨越路径,旨在延伸现有社会交换理论和创业理论,为裂变情境下的组织承诺跨越提供有效指导。

组织政治知觉对护士职业承诺的影响:有调节的中介效应

目的探讨工作不安全感在护士组织政治知觉和职业承诺之间的中介效应,并分析主动型人格的调节作用。方法采用便利抽样法,于2022年6月-7月选取四川省2所三级医院的404名护士为研究对象,采用组织政治知觉量表、职业承诺量表、工作不安全感量表及主动型人格量表对其进行调查。结果护士组织政治知觉的得分为(59.92±17.47)分,工作不安全感的得分为(19.59±5.37)分,职业承诺得分为(21.99±4.89),主动型人格得为(48.96±10.26)分。组织政治知觉对职业承诺有负向影响(β=-0.132,P<0.001),工作不安全感在组织政治知觉和职业承诺之间起中介作用,中介效应值为-0.095,占总效应的71.97%。护士主动型人格对中介效应的前半段起正向调节作用(β=0.094,P<0.001)。结论护士对组织政治的感知会使其产生工作不安全感,进而导致其职业承诺降低;而护士主动型人格强化了护士组织政治知觉与工作不安全感之间的正相关关系。