Employability, organizational commitment and person–organization fit among nurses in China: A correctional cross‐sectional research

Yan, Wei; Wu, Xingqu; Wang, Huan; Zhang, Yaling; Cheng, Lü; Zhou, Xinyao; Chen, Huan; Song, Caiping; Ye, Junying

doi:10.1002/nop2.1306

Cited by 3 publications

(9 citation statements)

References 65 publications

(48 reference statements)

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“…For example, a study by Yan et al found that nurses who felt a strong P-O fit were likelier to have a positive attitude toward their organization. 19 Another study by Jehanzeb and Naz et al found a positive correlation between P-O fit and organizational commitment among nurses. 13 , 14 The findings are consistent with Risman et al, who showed that a strong P-O fit can reduce role ambiguity and conflict.…”

Section: Discussionmentioning

confidence: 96%

“…Yan et al found that the P-O fit significantly influences job satisfaction. 19 The P-O fit is found to be a predictor of positive outcomes such as quality performance, service quality, creative behavior, and less absenteeism. 28 …”

Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 94%

“… 41 Yan et al indicated that P-O fit molded nurses’ turnout decisions either to stay in or quit a job. 19 A good match of the P-O fit generates a strong favorable impact on the workplace environment, leading to innovative behavior in healthcare sectors. 11 Nurses intend to remain in the healthcare sector once their personality traits parallel organizational objectives.…”

Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 99%

“…11 Nurses intend to remain in the healthcare sector once their personality traits parallel organizational objectives. 19 …”

Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 99%

“…Organizational loyalty among nurses is considered a decisive factor as it affects many aspects of healthcare care delivery (eg, high-quality care) 18 and beyond significant outcomes; 19 therefore, managers must focus on service quality among nurses to strengthen the link between job fit and organizational loyalty. 18 In the healthcare context, service quality has positively impacted organizational loyalty among nurses.…”

Section: Introductionmentioning

confidence: 99%

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How Nurses’ Person-Organization Fit Influences Organizational Loyalty

Sun,

Alam,

2023

RMHP

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Background High turnover rates among nurses are a global concern due to the shortage of skilled professionals and increasing demand for high-quality healthcare. This study aims to enhance understanding of organizational fit by examining the impact of Person-organization fit (P-O fit) on organizational loyalty through the mediating role of organizational support and service quality, and the moderating impact of role ambiguity. Methods Using a convenience sampling technique, we employed a survey methodology by developing a questionnaire. Data were collected from a sample of 614 nurses in five different healthcare sectors in China. Employing SmartPLS 3.3, we conducted a Structural Equation Modeling (SEM) analysis to examine the relationships among the specified variables. Results The findings of the structural analysis suggest that the P-O fit influences organizational loyalty in the healthcare sector. Organizational support and service quality were identified as partial mediators of the P-O fit-organizational loyalty link. Additionally, the role of ambiguity represented a negative moderating impact between service quality and organizational loyalty. Discussion Overall, the study’s findings extend the understanding of person-organization fit, organizational support, service quality, role ambiguity, and organizational loyalty in the context of healthcare sectors and offer implications for medical authorities. Discussions, limitations, practical implications, and suggestions for further research are also provided.

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Section: Discussionmentioning

confidence: 96%

Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 94%

Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 99%

“…11 Nurses intend to remain in the healthcare sector once their personality traits parallel organizational objectives. 19 …”

Section: Theoretical Framework and Hypothesis Developmentmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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How Nurses’ Person-Organization Fit Influences Organizational Loyalty

Sun,

Alam,

2023

RMHP

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Organizational Learning and Primary Care Nurses’ Work Performance and Well‐Being: A Multilevel Linear Analysis in a Developing Country

Zhao,

Wang,

Zhang

et al. 2024

Journal of Nursing Management

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Aim. This study aims to investigate the level of organizational learning within urban Chinese Community Health Centres and reveal its potential association with primary care nurses’ work performance and well‐being. Background. Globally, there is a push to establish learning healthcare systems for complex health reform challenges. Existing studies on organizational learning mainly focus on North American and European hospital settings, offering limited insights into primary care environments, particularly in developing countries. Design. Cross‐sectional study. Methods. We recruited 175 nurses from 38 community health centres in four Chinese cities (Shanghai, Shenzhen, Tianjin, and Jinan) using convenience sampling. Trained research assistants conducted face‐to‐face surveys, measuring organizational learning with the Learning Orientation Scale. Nurse‐level outcomes included self‐directed learning, quality of care, organizational commitment, and work stress. Data analysis employed multilevel linear modelling. Results. The 38 community health centres displayed a relatively high level of organizational learning, and there was a positive and significant association between organizational learning within community health centres and nurses’ self‐directed learning as well as the quality of care. However, there was no significant association between organizational learning and nurses’ organizational commitment or work stress. Conclusion. This study demonstrates a high‐level organizational learning capacity in urban community health centres in China. It provides a new perspective on the potential relationship between CHCs’ organizational learning and primary care nurses’ well‐being and work performance. Further research is needed to clarify unexpected findings and identify factors promoting organizational learning in primary care settings. Implications for Nursing Management. In China’s evolving primary care system, nurses play a vital role amidst physician shortages. Policy should prioritize internal management reform alongside structural changes. This study highlights the importance of fostering organizational learning in primary care settings. Strategic interventions should promote a learning culture in CHCs, which may enhance nurses’ self‐directed learning and improve the quality of care.

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The Relationship between Career Development and Organizational Commitment among Faculty of Nursing Teaching Staff

Touni

2023

JSS

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Career development program is one of the potential methods for organizations to invest their employees. Organization's interest in the development of employee career can be perceived as a form of organizational support that linked to increase organizational commitment. Objective: This study aims to assess the relation between career development and organizational commitment among faculty of nursing teaching staff. Design: The study uses a descriptive correlational research design to achieve the aim of the study. Subjects: The subject consists of all available faculty of nursing teaching staff (118) Who are working at the Faculty of Nursing- Minia University distributed in different scientific academic departments. Tools of data collection: The study uses two tools. I) Career Development Questionnaire. II) Teaching staff Organizational commitment questionnaire. Result: Most of the teaching staff have high level of career development, less than two third of the teaching staff have moderate organizational commitment and slightly less than one third of them had high level organizational commitment. Conclusion: There was high statistically significant positive correlation between total career development and total organizational commitment among the teaching staff. The study recommends providing educational opportunities for teaching staff to help them to develop self-confidence and positive self-image through enhancing their professional knowledge and skills.

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Employability, organizational commitment and person–organization fit among nurses in China: A correctional cross‐sectional research

Cited by 3 publications

References 65 publications

How Nurses’ Person-Organization Fit Influences Organizational Loyalty

How Nurses’ Person-Organization Fit Influences Organizational Loyalty

Organizational Learning and Primary Care Nurses’ Work Performance and Well‐Being: A Multilevel Linear Analysis in a Developing Country

The Relationship between Career Development and Organizational Commitment among Faculty of Nursing Teaching Staff

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