Relationship Between Job Characteristics and Organizational Commitment: A Descriptive Analytical Study

Organizational commitment of emergency physician and its related factors: A national cross-sectional survey in China

Background

Organizational commitment is important for job performance and employee retention. However, studies on the level of organizational commitment and its related factors among emergency physicians in China are scarce. Therefore, this study aimed to identify the factors associated with organizational commitment among emergency physicians in China.

Methods

A national cross-sectional study was conducted in 2018 among emergency physicians in China. Data were collected from 10,457 emergency physicians using a standard structured anonymous questionnaire, including demographic characteristics, organizational structure factors and work environment factors. A generalized linear model was used to explore the correlation between the independent variables and organizational commitment.

Results

In this study, 55.3% of emergency physicians reported a moderate level of organizational commitment. The physicians who were male, younger than 40 years old, had a mid-level title and had a lower average monthly income were more likely to show lower organizational commitment levels. Conversely, the organizational commitment was higher among physicians who perceived that promotion is easy and the number of emergency physicians meet their daily work or had not experienced workplace violence in the last year.

Conclusions

The study showed that organizational commitment among Chinese emergency physicians was moderate and related to gender, age, monthly income, frequency of daily visits, departmental promotion mechanism and workplace violent. Targeted interventions are needed to improve the organizational commitment of emergency physicians in a comprehensive way.

Occupational stress and associated factors among health care professionals in Ethiopia: a systematic review and meta-analysis

Background

Occupational stress is a global health problem which affects employed personals especially health professionals. The burden of stress is not limited at individual level, but also affects the organizations productivity, the quality of care and country in large. In Ethiopia, little concern is given to this problem and individual studies conducted among health care professionals also showed inconsistent result. Therefore, the aim of this study was to assess the pooled prevalence of occupational stress and its associated factors among health care professionals in Ethiopia.

Methods

Articles were searched from PubMed, Hinari, PsychInfo, Science direct databases, Google and Google scholar. A total of 10 studies were included in this review and meta-analysis. We used a standardized format for data extraction and STATA software version 13 for analysis. A random effect meta-analysis model was used to determine the pooled prevalence of occupational stress and I² was used to check heterogeneity. Begg’s and Egger’s tests were conducted to detect publication bias. Furthermore, sensitivity and subgroup analysis was also conducted. Association was expressed by pooled odd ratio with corresponding 95% CI.

Results

The pooled prevalence of occupational stress was 52.5 [95% CI: (47.03, 57.96)]. The heterogeneity test was I² = 89.1% & P < 0.001. The result of the publication bias detection (Begg’s and Egger’s) tests were p = 0.283 and p = 0.369 respectively. Female sex was identified as a significant predictor for occupational stress with a pooled effect of 3.75 [95% CI: (2.58, 5.45)].

Conclusions

Above half of health care professionals had occupational stress. Being female was significantly associated factor in this review and meta-analysis. Therefore, introduction of policies supporting health care professionals well-being at work in Ethiopia are advisable.

Continuing medical education and work commitment among rural healthcare workers: a cross-sectional study in 11 western provinces in China

OBJECTIVES

Continuing medical education (CME) and work commitment are important for rural healthcare workers (RHWs) and rural medical work. The significant association between continuing education and work commitment has been reported in many studies from several different industries. However, very few studies have analysed the association of CME with work commitment among healthcare workers, let alone among RHWs. This study aimed to identify the significance of CME for the work commitment of RHWs (doctors and nurses) in China.

DESIGN AND SETTING

The cross-sectional study interviewed RHWs from 11 western provinces in China.

PARTICIPANTS

In total, 4118 RHWs, consisting of 2490 doctors and 1628 nurses who were working clinically, were included in the study.

PRIMARY OUTCOME MEASURES

Work commitment (ie, the relative importance of work to one's sense of self) focussing on the affective component was the dependent variable, and it included four subdomains: pride, concern, and dedication, extracted by exploratory factor analysis of a 5-point Likert scale, and turnover intent, measured by a dichotomous question. CME (ie, a variety of educational and training activities to maintain, develop or increase knowledge, skills and professional performance and relationships) was the independent variable, including three subdomains: opportunity, participation and expectation, measured by three dichotomous questions.

RESULTS

Of the 4118 respondents, 91.2% reported insufficient opportunities for CME, 21.3% had never participated in CME and 83.3% had a high expectation of CME. The mean scores of pride in, concern for and dedication to work were 3.54, 3.81 and 3.61 (out of a maximum of 5), respectively, and 30.6% presented turnover intent. After adjusting for gender, age, marriage, education, technical title, income and type of rural healthcare organisation, the multivariate analyses suggested that there was a significant positive association between CME and work commitment among RHWs. RHWs who had a significant high-level work commitment were those who reported a sufficient opportunity for CME (β and 95% CI for pride in, concern for and dedication to work: 0.33, 0.23 to 0.43; 0.19, 0.09 to 0.28; and 0.25, 0.15 to 0.35), had participated in CME (β and 95% CI for pride in, concern for and dedication to work: 0.11, 0.04 to 0.19; 0.09, 0.02 to 0.15; and 0.10, 0.03 to 0.17) and had a high expectation of CME (β and 95% CI for pride in, concern for and dedication to work: 0.22, 0.15 to 0.30; 0.21, 0.13 to 0.28; and 0.28, 0.20 to 0.36), and having sufficient opportunities for CME significantly increased the odds of having no turnover intent (OR and 95% CI: 1.70, 1.26 to 2.28). Age, marriage, education, technical title, income and type of rural healthcare organisation were significantly associated with the work commitment of RHWs. Differences were observed between rural doctors and nurses in the association of CME with work commitment.

CONCLUSIONS

CME has a significant positive association with the work commitment of RHWs in China. RHWs' work commitment should be further improved in future rural health workforce management. In addition, governments, healthcare organisations and professional associations should establish a professional and complete CME system in China to provide sufficient opportunities for CME for RHWs, encourage them to participate and meet their expectations.

Quality of work among part-time nurses and its relationship to job satisfaction and work values: A cross-sectional study

This study compared the quality of work between part-time and full-time nurses and investigated the relationship between quality of work and satisfaction with the work itself among part-time nurses. Quality of work was measured by specific work content and job characteristics. It was hypothesized that work content would affect satisfaction mediated by job characteristics. Furthermore, the moderating effects of intrinsic work values on the relationship between job characteristics and satisfaction were examined. A cross-sectional survey was conducted with 444 part-time and 795 full-time nurses working in Japanese hospital wards in 2017. The Mann-Whitney U test, χ² test, and hierarchical multiple regressions were used. Work content differed between part-time and full-time nurses; however, job characteristics and satisfaction showed little difference. Work content was not associated with satisfaction mediated by job characteristics. Within the job characteristics, autonomy and feedback had positive effects on the satisfaction of part-time nurses, whereas interaction with work values was insignificant. When assigning work, it is important to allow part-time nurses to experience higher levels of autonomy and feedback regardless of their intrinsic work values.

The relationship between health care providers' perceived work climate, organizational commitment, and caring efficacy at pediatric intensive care units, Cairo University

BACKGROUND

Healthy work environment has a significant impact on patients, health care workers, and organizations.

OBJECTIVES

In a trial to set up strategies to control stressors and weaknesses in the work environment, the present study took place in pediatric intensive care units (PICUs) to explore the work environment and its impact on the organization commitment and caring efficacy of health care providers.

METHODS

This study is a descriptive cross-sectional study, conducted over a period of 9 months starting from October 2018. A self-administered questionnaire, based on "The American Association of Critical Care Nurses Standards for Establishing and Sustaining Healthy Work Environments" and "Brewer & Look's organizational commitment scale and theory of self-efficacy," was given to 63 physicians and 73 nurses of PICUs at Cairo University Children Hospital in Egypt.

RESULTS

Nurses were significantly more pleased with their work climate and more committed to their organization and had higher self-efficacy than physicians. A significant direct correlation was detected between healthy environment perception and organizational commitment and between organization commitment and perceived caring efficacy.

CONCLUSION AND RECOMMENDATIONS

The study findings might be incorporated into practice to create a positive PICUs' environment, enhance staff satisfaction, and efficiency to promote quality of care paying attention to the junior staff especially physicians. Additional studies are required to recognize the coping strategies that health care providers use and to test the effectiveness of professional development program along with healthy environment interventions.

An analysis of the relationship between occupational stress and employee job performance in public health care institutions: A case study of public hospitals in Harare

Orientation: Occupational stress has become a major challenge for employers with potentially damaging physiological and psychological effects on employees as it negatively affects their health and contribution to the effectiveness of organisations.Research purpose: The primary purpose of the study was to investigate the relationship between occupational stress and employee job performance.Motivation for the study: Public health care employees such as doctors, nurses, midwives and laboratory technicians had become more likely to have higher workload and inflexible working hours as they keep up with the increasing demand. Owing to shortages of staff, most of the health care employees had become stress ridden as they had to work for long working hours, face incompatible demands and find lack of support from superiors.Research approach/design and method: A quantitative research design was adopted for the study. A structured questionnaire was developed, validated and distributed to 260 employees and management personnel working in five selected government departments.Main findings: The study concluded that there is a negative relationship between increase in inflexibility in work hours and job performance. The findings also noted a negative relationship between work overload and job performance.Practical/managerial implications: The data collected from this study might form part of policy-making for both the government and the management of public health care institutions. Moreover, the findings on the stress factors affecting the performance of health care workers may be used to develop strategies and provide an environment that ensures improved employee performance.Contribution/value-add: The study is expected to enrich the empirical evidence on the stressors in public health care institutions and also provide recommendations for practitioners in investigating the relationship between occupational stress and employee job performance in the public sector.

Magnitude of Turnover Intention and Associated Factors among Health Professionals Working in Public Health Institutions of North Shoa Zone, Amhara Region, Ethiopia

BACKGROUND

Health workers are one of the most important building blocks of the health system. High turnover rate contribute to the shortfalls and unbalanced distribution of health personnel in the health workforce. Turnover intention is the strongest predictor of actual turnover.

OBJECTIVE

To assess the magnitude of turnover intention and associated factors among health professionals working in public health institutions of North Shoa Zone, Amhara region, Ethiopia.

METHODS

A health facility based cross-sectional study was conducted from March to April 2016, on 612 health professionals working in public health institutions of North Shoa Zone, Amhara region, Ethiopia, using a multistage stratified sampling technique. Data were collected using a pretested self-administered structured questionnaire. The data were entered using Epidata version 3.1 and analyzed using SPSS version 22 software. Descriptive statistics were conducted to summarize the sample characteristics. Backward stepwise logistic regression model was fitted and AOR with 95% CI was calculated to identify the associated factors. P-value <0.05 was taken as a cut-off point for statistical significance. Ethical issues were addressed.

RESULTS

Among the 568 health professionals who responded to the questionnaire, 348 (61.3%) of them reported to have the intention to leave their current workplaces. The results showed that being a male [AOR = 1.496 (95% CI: 1.016, 2.204)], medical doctor [AOR = 0.318 (95% CI: 0.122, 0.824)], unsatisfied with the work nature [AOR = 1.822 (95% CI: 1.206, 2.753)], unsatisfied with the incentives [AOR = 1.668 (95% CI: 1.105, 2.517)], and unsatisfied with the supervision [AOR = 1.916 (95% CI: 1.274, 2.881)] and having low normative commitment [AOR = 2.176 (95% CI: 1.482, 3.196)] were significantly associated with turnover intention of the health professionals.

CONCLUSIONS

The magnitude of turnover intention was high among health professionals working in public health institutions of North Shoa Zone. Health service managers and policymakers should develop evidence based retention strategies considering the determinants of health professionals' intention to leave.