The Congruence of Nurses in a Czech Hospital with Organizational Work Setting as Related to Organizational Engagement and Perceived Chances to Fulfill One’s Own Professional Aspirations
Bibliographic Data
| ID | 12968342 |
|---|---|
| Authors | Zuzana Havrdová (0000-0001-6107-0959, Charles University, corresponding author), Simona Krupková (Charles University) |
| Year | 2013 |
| Volume | 5 |
| Issue | 5 |
| Publication date | 2013-10-11 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Review of European Studies (JOURNAL) |
| Journal identifiers | ISSN: 1918-7173 • E-ISSN: 1918-7181 |
| Publisher | Canadian Center of Science and Education (PUBLISHER) |
| DOI | 10.5539/res.v5n5p73 |
| OpenAlex | W2127868646 |
| Language | EN |
| References cited | 5 |
The aim of this study was to study how organizational engagement (OE) of nurses is related to the congruence with the work settings as described by the Worklife Model (Leiter ? Maslach 2004) and how the perceived lack of support in the relational aspect of the nurses’ professional role (PRF) is related to the value-fit with the organization. Our concept of OE is concerned more with the employees’ involvement in organizational goals than with their psychological state of mind. A non-experimental survey design was used to test the hypothetical relationships. From the population of 836 nurses at a Czech district hospital, 411 nurses were chosen by stratified selection. A response rate 83% was achieved with respect to the administered questionnaires.There is a strong relationship between OE and total AWS score (0.373, p < 0.01), which supports our hypothesis. The level of autonomy of nurses, expressed by feeling of control over their job activities, has a very strong relationship with OE (0.418, p < 0.01). The regression model proved the strong predictive power of value-fit and autonomy in the worklife for OE of nurses. The perceived lack of support in the relational aspect of the nurses’ professional role has the highest correlation with workload, followed by value-fit and fairness. The model did not prove that PRF is significantly contributing to the value-fit between nurse and the organization. Furthermore, there is no association between PRF and OE. The implications for the management of quality process are discussed
Autonomy · Congruence (geometry · Feeling · Management · Organizational commitment · Population · Predictive power · Work (physics · Work engagement · Workload · Applied Psychology · Job Satisfaction and Organizational Behavior · Medicine · Nursing · Organizational Strategy and Culture · Patient-Provider Communication in Healthcare · Psychology · Social Psychology
| Citation velocity | historical |
|---|---|
| Highly cited | No |