An investigation of job satisfaction, organizational commitment and role conflict and ambiguity in a sample of Chinese undergraduate nursing students

Wu, Lihua; Norman, Ian

doi:10.1016/j.nedt.2005.10.011

Cited by 122 publications

(91 citation statements)

References 15 publications

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“…The results of the correlation test have indicated that there was a significant and positive relationship between job satisfaction with organizational commitment. The results are consistent with other results (Shore & Martin, 1989;Wu & Norman, 2006;Azeem, 2010;Malik et al, 2010;Gunlu et al, 2010;Lumley et al, 2011). However, the results are inconsistent with Ahmad et al (2010).…”

Section: Discussionsupporting

confidence: 93%

“…Meyer et al (2002) found that affective and normative commitment correlated positively with job satisfaction, in which high commitment was associated with high satisfaction, but continuance commitment correlated negatively. Wu and Norman (2006) found that there was a positive relationship between job satisfaction and organizational commitment (Wu & Norman, 2006). Ahmad et al (2010) found there was no significant relationship between job satisfaction and organizational commitment.…”

Section: Relationship Between Job Satisfaction and Organizational Commentioning

confidence: 98%

“…(e.g. Shore & Martin, 1989;Meyer, Stanley, Herscovitch, & Topolnytsky, 2002;Wu & Norman, 2006;Paik, Parboteeah, & Shim, 2007;Ahmad, Ahmad, & Ali Shah, 2010;Gunlu, Aksarayli, & Sahin Percin, 2010;Azeem, 2010;Lumley, Coetzee, Tladinyane, & Ferreira, 2011;Emhan, 2012). It is typically assumed that job satisfaction will lead to organizational commitment.…”

Section: Relationship Between Job Satisfaction and Organizational Commentioning

confidence: 99%

See 2 more Smart Citations

An investigation on relationship between employees’ job satisfaction and organizational commitment

Miarkolaei¹,

Miarkolaei²

2014

10.5267/j.msl

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Section: Discussionsupporting

confidence: 93%

Section: Relationship Between Job Satisfaction and Organizational Commentioning

confidence: 98%

Section: Relationship Between Job Satisfaction and Organizational Commentioning

confidence: 99%

See 1 more Smart Citation

An investigation on relationship between employees’ job satisfaction and organizational commitment

Miarkolaei¹,

Miarkolaei²

2014

10.5267/j.msl

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“…Organizational commitment is defined by Mowday et al (1979) as "the relative strength of an individual's identification with and involvement in a particular organization" and it includes several dimensions. There are many previous studies on organizational culture and organizational commitment (Gregory et al, 2009;Koh and Boo, 2004;Tzeng et al, 2002;Shirbagi, 2007;Wu and Norman, 2006). In Taiwan, the nurses with long working hours, low salaries, and heavy work pressure.…”

Section: Introductionmentioning

confidence: 99%

The influence of hospital organizational culture on organizational commitment among nursing executives

HsiChi¹,

JenChia²,

Chang³

et al. 2012

Afr. J. Bus. Manage.

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That hospital organizational culture influences organizational commitment is an assumption implicitly held by many researchers; however, relatively few empirical studies have provided detailed insight into organizational performance by hospital executives. The purpose of this study aims to examine the impact of hospital organizational culture on organizational commitment among hospital nursing executives in Taiwan. The randomly stratified sampling method is used in this study to select 106 hospital's nursing executives from 24 medical centers in Taiwan. The data is analyzed using descriptive statistics, Pearson's correlation coefficients, and hierarchy regression analysis. A positive relationship between hospital organizational culture and organizational commitment has been reported in this study. Regression analyses also reveal that the total score on hospital organizational culture is a good predictor of organizational commitment. For the three subscales of organizational commitment, only normative commitment and affective commitment were significant. The insights garnered from the study may help nursing executives to develop specific policies to create a more positive hospital organizational culture. Implications and suggestions for future research are provided in the study.

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“…Table 1 summarizes the service delivery issues that were frequently highlighted in healthcare service. Scott, 2003 Communication, attitude, waiting time, organizational of service, medical care, and nursing care Wu & Norman, 2006 Job satisfaction among nurse Carnevalli & Miguel, 2008;Scott, 2003 Professional and technical care (Doctor care, nursing care, medical care, and apparatus used), service personalization (confidentiality, information given, and personal attention), price, environment (furniture, cleanliness, and general presentation), patient amenities (comfort, privacy, and visiting hours), accessibility, and catering (menu, and food quality) Jangland et al, 2009 Encounters and communication…”

Section: Complaint Issues In Malaysia Healthcare Service Deliverymentioning

confidence: 99%

Complaints and compliments assessment in developing service delivery measurement

Nordin¹,

Radzi²,

Razak³

et al. 2018

10.5267/j.msl

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Excellent healthcare services delivered to patients would not necessarily entail an excellent patient service fulfillment, fulfill patient expectations, and attain high satisfaction levels. Hence, patient satisfaction is multifactorial and difficult to measure. Appliance of satisfaction model, service dissatisfaction and satisfaction feedback are able to translate the non-linear attributes for a more accurate service dissatisfaction and satisfaction feedback assessment. Service recipients of experienced Inpatient and Outpatient (IOPs) can be translated into levels of compliments and complaints to describe degrees of patient satisfaction and dissatisfaction, respectively. Compliments and complaints voiced by patients should be taken seriously. As a result, the translation of service satisfaction and service dissatisfaction based on compliments and complaints from patients in the form of satisfaction index SCi and dissatisfaction index SCa introduced a new theoretical concept of concurrent and balance measurement in evaluating customer (VOC) or VOPs feedback. In normal practice, the service improvement is usually based on complaints or dissatisfaction aspect, but the compliments or satisfaction aspect on the same service delivery was always neglected. In this study, the formulation which was based on a non-linear assessment, not only amplified the effectiveness in communicating patients' compliments and complaints in a more receptive manner but also corresponded with Kano model.

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An investigation of job satisfaction, organizational commitment and role conflict and ambiguity in a sample of Chinese undergraduate nursing students

Cited by 122 publications

References 15 publications

An investigation on relationship between employees’ job satisfaction and organizational commitment

An investigation on relationship between employees’ job satisfaction and organizational commitment

The influence of hospital organizational culture on organizational commitment among nursing executives

Complaints and compliments assessment in developing service delivery measurement

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