Purpose: The purpose of this study was to identify factors related to nurses’ organizational citizenship behavior using multilevel analysis which included both nurse characteristics at individual levels and nursing unit characteristics at group levels. Methods: The sample was composed of 1,996 nurses who were selected from 182 nursing units in 28 hospitals in six metropolitan cities and seven provinces using cluster sampling. Data were collected using self-reported questionnaires from February to March 2006. Results: The results of the study indicated that individual level variables related to organizational citizenship behavior were religion, job position, clinical career, self efficacy, positive affectivity, and supervisor support. The group level variables related to organizational citizenship behavior were collective efficacy, number of nurses in a nursing unit, and the average salary level of a nursing unit. 30.9% of individual level variances of organizational citizenship behavior were explained by the nurses’ individual level variables. The explanatory power of group level variables, which is related to group level variances of organizational citizenship behavior, was 75.5%. Conclusion: This research showed that it was necessary to develop appropriate strategies related to not only individual factors, but also higher-level organizational factors such as collective efficacy, to improve individual performances in the hospital.

/pdf/identification-of-factors-related-to-hospital-nurses-4qzwfzrzfv.pdf

[Identification of factors related to hospital nurses' organizational citizenship behavior using a multilevel analysis].

ko y.k. (2011) Journal of Nursing Management19, 601–610 Group cohesion and social support of the nurses in a special unit and a general unit in Korea



Aim  To identify the degree of group cohesion and social support of nurses in special and general units in hospitals in Korea, and to compare group cohesion and social support between the two groups.



Background  The level of commitment nurses have to their organizations has been shown to correlate with work group cohesion and social support.



Methods  The participants were 1751 nurses who were working in Korean hospitals. Data were collected using a structured questionnaire and were analysed using SAS. The statistical methods included: descriptive statistics, t-test, anova and Pearson’s correlation coefficients.



Results  Group cohesion of nurses on special wards was significantly higher than for nurses on general wards. No significant difference was found between types of units in terms of social support. The degree of group cohesion was significantly different in terms of the respondents’ clinical experience, position, religion, job satisfaction, number of supportive superiors and number of supportive peers. A statistically significant correlation was found between group cohesion scores and degree of social support.



Conclusions and implications for Nursing Management  Hospital management can accomplish their goals more effectively through knowledge of the level of group cohesion, superior support and peer support for nursing staff in accordance with unit specialty.

Group cohesion and social support of the nurses in a special unit and a general unit in Korea

This study purports to investigate the daterminan5 of job satisfaction and the organizational commitment of medical insurance review nurses Working hospitals. Yhe independent variables contain three group of determinants: organizational characteristics variables(job autonomy, work unit control, role variety, role ambiguity, role conflict, workload, resource inadequacy, coworker support, supervisor support, distributive justice, promotional chances, job security, and job hazard), and psychological variables(met expectation, work involvement, positive affectivity, and negative affectivity). The sample used in this study consisted of 445 medical insurance review nurses from 89 hospitals nationwide. Data were collected with self-adminnistered questionnaires and analyzed using multiple regression analysis. The results of the study are as follows: 1) the following variables, listed in order of size, have significant effects on job satisfaction: role ambiguity(-), distributive justice(+), work involvement(+), role variety(+), met expectation(+), negative affectivity(-), job autonomy(+), and positive affectivity(+). 2) the following variables, listed in order of size, have significant effects on organizational commitment: met expectation(+), work involvement(+), distributive justice(+), job security(+), role variety(+), positive affectivity(+), negative affectivity(-), resource inadequacy(+), and tenure(-). 3) the variance of job satisfaction and organizational commitment explained by the variables used in the study are30.0% and 39.1% respectively. 4) In comparison to the results of other studies on the determinants of job satisfaction and organizational commitment of clinical nursing staff working at hospitals, the results, the results of this study indicate that three variables of distributive justice, work involvement, and role variety are especially important for improving the level of job satisfaction and organizational commitment of medical insurance review nurses.

/pdf/boheomsimsaganhosayi-jigmumanjoggwa-jigjangaecage-gwanhan-1jd21p8xxn.pdf

보험심사간호사의 직무만족과 직장애착에 관한 연구

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보험심사간호사의 직무만족과 직장애착에 관한 연구