A model of nurses’ intention to care of patients with COVID‐19: Mediating roles of job satisfaction and organisational commitment

Abstract

Aim and Objectives This study aims to test the hypothesis that job satisfaction and organisational commitment might play a mediating roles between workload, quality of supervision, extra‐role behaviour, pay satisfaction and intention to care of patients with COVID‐19. Background Given the high incidence of coronavirus and shortage of nurses in Iranian hospitals, learning about nurses’ intention to care for patients with COVID‐19 is important. Design In this cross‐sectional study, 648 Iranian nurses were surveyed during March 2020. The online questionnaire consisted of two parts. The mediating role was explored for the following: job satisfaction and commitment in the association of workload, quality of supervisor, extra‐role behaviours, and pay satisfaction with the intention to care. The study adhered to STROBE checklist for cross‐sectional studies. Results The results of this study show that job satisfaction and organisational commitment mediated the relationship of nurses’ workload, quality of supervisor, extra‐role behaviours, and pay satisfaction with the intention to care for patients with COVID‐19. Conclusion The results of the study indicate the importance of job satisfaction and organisational commitment as mechanisms that help to understand the association of nurses’ workload, quality of supervisor, extra‐role behaviours and pay satisfaction with the intention to care during the COVID‐19 pandemic. Relevance to clinical practice Hospital managers need to attend to the role of nurses’ job satisfaction and other organisational factors to ensure that they can cope with the challenges of the COVID‐19 pandemic.

Organisational support and turnover intentions: A moderated mediation approach

“…The research also confirmed a positive relationship between organisational support and job satisfaction (H2). This result is consistent with the literature which argues that employees’ satisfaction with the organisation is a function of the support they receive from the organisation (Dupre & Day, 2007 ; Sharif Nia et al., 2021 ; Stamper & Johlke, 2003 ). Nurses perceiving such organisational support, less likely would leave their job (Chen et al., 2011 ; Lambert et al., 2001 ; Rubenstein et al., 2018 ), which supports the third hypothesis proposing a negative correlation between job satisfaction and turnover intention (H3).…”

Using the theory of planned behaviour to explain junior nurses' and final‐year student nurses' intention to care for COVID‐19 patients in China: A multisite cross‐sectional study

“…Previous studies have revealed a multitude of personal, social and organisational factors underpinning nurses' and student nurses' intention to care for COVID‐19 patients (Jeong & Kim, 2022 ; Ke et al, 2021 ; Luo et al, 2021 ; Sharif Nia et al, 2021 ; Wu et al, 2020 ). The identified barriers to providing frontline care included safety concerns, family–work conflict, inadequate organisational support and social stigma (Ke et al, 2021 ; Luo et al, 2021 ; Wu et al, 2020 ).…”

Factors influencing nurses’ behavioral intention toward caring for COVID-19 patients on mechanical ventilation: A cross-sectional study

“…Earlier studies have reported the problems nurses suffered during the pandemic, including loneliness, anxiety, fear, fatigue, and sleep disorders [4,12,13]. These terrible problems generated by COVID-19 can affect nurses' careers and threaten the quality of care by affecting nurses' intention to care for COVID patients [14] because of nurses' multifactorial role in managing a patient on mechanical ventilation. Thus, it is of great importance to examine nurses' behavioral intention to care for these patients during the COVID-19 pandemic and the factors affecting their intention.…”