The relationship between health care providers' perceived work climate, organizational commitment, and caring efficacy at pediatric intensive care units, Cairo University

Abstract

Summary Background Healthy work environment has a significant impact on patients, health care workers, and organizations. Objectives In a trial to set up strategies to control stressors and weaknesses in the work environment, the present study took place in pediatric intensive care units (PICUs) to explore the work environment and its impact on the organization commitment and caring efficacy of health care providers. Methods This study is a descriptive cross‐sectional study, conducted over a period of 9 months starting from October 2018. A self‐administered questionnaire, based on “The American Association of Critical Care Nurses Standards for Establishing and Sustaining Healthy Work Environments” and “Brewer & Look's organizational commitment scale and theory of self‐efficacy,” was given to 63 physicians and 73 nurses of PICUs at Cairo University Children Hospital in Egypt. Results Nurses were significantly more pleased with their work climate and more committed to their organization and had higher self‐efficacy than physicians. A significant direct correlation was detected between healthy environment perception and organizational commitment and between organization commitment and perceived caring efficacy. Conclusion and Recommendations The study findings might be incorporated into practice to create a positive PICUs' environment, enhance staff satisfaction, and efficiency to promote quality of care paying attention to the junior staff especially physicians. Additional studies are required to recognize the coping strategies that health care providers use and to test the effectiveness of professional development program along with healthy environment interventions.

Model of Organizational Commitment Applied to Health Management Systems

“…Our generic model is also supported by Attia et al [43] who compared job performance in nurses and doctors, with the former having better results in terms of job outcomes and job satisfaction. Additionally, in the study by Gostautaite [190] it includes age as a moderator of work outcomes.…”

“…In the development of organizational commitment there are numerous variables that have been found to be related, including demographic variables: age [ 38 , 39 , 40 ], educational level [ 40 , 41 , 42 ], gender [ 39 ], and nationality [ 38 ]. On the other hand, personal variables that enhance organizational commitment include: self-perception of effectiveness [ 43 ] and work ethos [ 44 , 45 ].…”

“…At the organizational level, there are several aspects that management and human resources departments could modify, such as: development of an ethical and positive organizational climate [ 43 , 62 , 63 ], participative climate [ 64 ], organizational support and friendly relationships in the workplace [ 46 , 65 ], staff empowerment [ 66 , 67 , 68 , 69 , 70 , 71 ], psychological capital [ 72 ], cultural orientation [ 10 , 46 , 73 ], and organizational culture [ 41 ].…”

Continuing medical education and work commitment among rural healthcare workers: a cross-sectional study in 11 western provinces in China

“…A similar finding was reported by Attia et al that nurses had significantly higher work commitment (32±5.1) than doctors (29.8±4.6) in Egypt. 30 These results might encourage rural healthcare organisations to focus more on doctors to enhance their work commitment.…”

“…29 Attia et al identified a significant direct correlation between the work commitment of healthcare workers and perceived caring efficacy. 30 Horwitz reported that the affective commitment of physicians was positively related to improving patient safety culture. 31 Two studies in China found that work commitment was significantly and directly inversely associated with the presenteeism of healthcare workers.…”