A Study on Relationships among Nursing Staff Job Rotation, Job Stress, and Organizational Commitment：A Case of a Southern Regional Teaching Hospital

• Main Authors: Hsiao-Fang Chen, 陳小芳
• Other Authors: 陳金淵
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/33375126645986124686

碩士 === 長榮大學 === 醫務管理學系(所) === 100 === Objectives Nursing is a profession with high stress, which influences nurses’ willingness to practice. Therefore, job rotation has been implemented to diversify nursing staff skills and strengthen mutual support function. However, job rotation sometimes becomes alternatives to manpower shortage and results in increased workload. This study was thus aimed to examine the impact of job rotationon on job stress and the mediating effect of job stress between job rotation and organizational commitment. Methods A structured questionnaire was developed and 300 copies were distributed to nursing staff in a southern regional hospital. 267 valid questionnaires were collected with a response rate of 89.9%. With the aid of SPSS for Windows, difference analysis, correlation analysis, and regression modeling were conducted and the mediating effect of job stress was examined. Results The results show that there were significant differences in job rotation and organizational commitment for age, clinical ladder level, type of employment, working shift, amount of salary, and acceptance of job rotation. There existed significant negative associations between overall job rotation and job stress (r＝-0.144, p＜0.05) and the willingness of job rotation and job stress (r＝-0.400, p＜0.01), and a significant positive correlation between skills acquired during job rotation and job stress (r＝0.724, p＜0.01). In addition, the overall job rotation had a positive correlation with organizational commitment (r=0.569, p＜0.01). while the job stress had a negative correlation with organizational commitment (r＝-0.405, p＜0.01). The multiple regression models show that job rotation could explain 29.2% and 40.6% of variances for job stress and organizational commitment, respectively. Meanwhile, the willingness of job rotation had a negative regression coefficient in predicting work pressure (β=-0.292) but had a positive regression coefficient in predicting organizational commitment (β=0.469). Skills acquired during job rotation had a positive regression coefficient in predicting job stress (β=0.235). The administrative management dimension had a negative regression coefficient in predicting organizational commitment (β=-0.508). The job rotation and job stress each had an explanatory power for organizational commitment. A further exploration shows that job stresshad a partial mediating effect between job rotation and organizational commitment. Conclusions Hospitals should hire formal nurses to avoid different wages for the same job on the one hand, and to improve positive thoughts of job rotation and organizational commitment for nursing staff on the other hand. Job rotoation can influence job stress, which in turn will affect organizational commitment. Therefore, the manager should respect nurses’ willingness of job rotation, ensure the meaningfulness and goals of job rotation, and understand nurses’ feelings about job stress. With a fair scheme of job rotation and proper learning schedule, nurses could enhance their professional skills, recognize the organization’s goals and values, and be willing to devote more efforts to work for the hospital.