Hospital Nurse Job Attitudes and Performance: The Impact of Employment Status

Cheng-I Chu; Yao-Feng Hsu

doi:10.1097/JNR.0b013e31820beba9

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医药卫生 > 预防保健与卫生学
医药卫生 > 社会医学

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Hospital Nurse Job Attitudes and Performance: The Impact of Employment Status

检视护理人员雇用方式对其工作态度与绩效之影响

朱正一(Cheng-I Chu) ；许耀峰(Yao-Feng Hsu)

The Journal of Nursing Research ； 19 卷 1 期 (2011 / 03 / 01) ， P53 - 60

英文 DOI： 10.1097/JNR.0b013e31820beba9

约用护士；组织承诺；工作满意；组织公民行为；工作绩效； contract nurse ； organizational commitment ； job satisfaction ； organizational citizenship behavior ； job performance

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摘要 │ 参考文献 (37) │ 被引用文献 (2) │ 国际计量

摘要〈TOP〉

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Background: According to the 2007 Taiwan Labor Front Human Resources Report, as much as 47.6% of nurses at some public hospitals were contracted rather than full time. Furthermore, turnover rates for contract nurses were found to be as high as five to eight times of those for full-time nurses. Because high turnover rates are likely to induce negative impacts on the stability of care provided in the absence of staffing continuity, the association between nursing employment arrangement and nursing care quality is attracting greater attention.
Purpose: This study was designed to investigate the work status of contract versus full-time nurses at a public hospital in Taiwan and to examine the impact of such on work-related attitudes, organizational citizenship behavior, and job performance.
Methods: Samples were recruited from a public hospital in Taiwan. In addition to self-rated items, researchers used supervisor-rated structured questionnaires for job performance to attenuate the possible effect of common method bias. The study investigated the impact of hospital nurse employment status on work-related attitudes, organizational citizenship behavior, and job performance using a regression model that included the critical work-related attitudes variables of job satisfaction and organizational commitment.
Results: Study findings included the following: (a) organizational commitment, job satisfaction, organizational citizenship behavior, and job performance correlate positively with one another. (b) No significant difference between contract and full-time nurses was found in terms of organizational commitment, job satisfaction, organizational citizenship behavior, and self-rated job performance. However, when rated by supervisors, reported job performance levels for full-time nurses were significantly higher than those of contract nurses. (c) Organizational citizenship behavior exhibited a mediating effect between job satisfaction, organizational commitment, and job performance.
Conclusions: In this study, supervisors gave higher job performance ratings to full-time nurses than to contract nurses. This result deserves further investigation.

参考文献 ( 37 ) 〈TOP〉

Baron, R. M.,Kenny, D. A.(1986).The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical consideration.Journal of Applied Psychology,83,247-260.
Bateman, T. S.,Organ, D. W.(1983).Job satisfaction and the good soldier: The relationship between affect and employee citizenship.Academy of Management Journal,26,587-595.
Burke, R. J.,Greenglass, E. R.(2000).Effect of hospital restructuring on full time and part time nursing staff in Ontario.International Journal of Nursing Studies,37,163-171.
Chang, C. S.,Chang, H. C.(2010).Moderating effect of nurses' customer-oriented perception between organizational citizenship behaviors and satisfaction.Western Journal of Nursing Research,32(5),628-643.
Chen, H. C.,Chu, C. I.,Wang, Y. H.,Lin, L. C.(2008).Turnover factors revisited: A longitudinal study of Taiwan-based staff nurses.International Journal of Nursing Studies,45,277-285.

被引用文献 ( 2 ) 〈TOP〉

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