The relationship among job satisfaction,work engagement and organizational citizenship behavior of nurses / 中华行为医学与脑科学杂志

Objective To explore the relationship among job satisfaction,work engagement and organizational citizenship behavior (OCB) of nurses.MethodsA total of 497 nurses in 5 tertiary level general hospitals in Zhengzhou selected by convenience sampling,were investigated by Minnesota satisfaction questionnaire,nurses' OCB scale and the Utrecht Work Engagement Scale.ResultsThe scores of job satisfaction,work engagement,OCB were (78.63±11.34),(38.31±7.78),(106.33±10.26) respectively.Nurses' job satisfaction was positively correlated with work engagement and OCB(r=0.529,0.481,P<0.01),and work engagement was positively correlated with OCB(r=0.456,P<0.01).The job satisfaction and work engagement had a positive prediction effect on OCB(changed R2=34.8%),and work engagement played a partial moderation effect between job satisfaction and OCB,the mediating effect accounted for 30.77% of the total effect.ConclusionManagers should take measures to improve job satisfaction and work engagement to promote OCB of nurses.

Effects of Nurses' Social Capital and Job Engagement on Nursing Performance: Focused on the Mediating effects of Organizational Citizenship Behavior / 간호행정학회지

PURPOSE: The purpose of this study was to identify the casual relationship between nurses' social capital, job engagement and nursing performance and to verify the goodness of fit between a hypothetical model and actual data in order to suggest the best model. METHODS: This survey was conducted with 250 nurses working in 3 general hospitals in Seoul. Data were collected from June 20 to July 29, 2016 and analyzed using SPSS/WIN 21.0 and AMOS 21.0. RESULTS: Nurses' social capital and job engagement were found to have no direct effect on increasing nursing performance. But, it was found that social capital and job engagement had indirect effects on nursing performance through mediating organizational citizenship behavior. Social capital had direct effects on increasing job engagement and indirect effects on organizational citizenship behavior. CONCLUSION: Results of this study indicate that nurse managers should concentrate efforts on increasing nurses's job engagement and preparing organization to increase social capital in order to improve nursing performance.

The EPA Indonesian Nurse Candidate’s Organizational Citizenship Behavior at Hospitals in Japan / 国際保健医療

<p><b>Objectives</b></p><p>  The purpose of this research is to reveal the organizational citizenship behavior (OCB) of Indonesian nurse candidates at hospitals in Japan.</p><p><b>Methods</b></p><p>  Data were gathered through semi-structured interviews with 13 nurses that worked at hospitals in Japan. The results were analyzed using coded categorization.</p><p><b>Results</b></p><p>  All respondents have OCB in their work place in Japanese hospitals.The research focuses on specific OCB roles and the data was classified into the following 4 categories. (1) nursing care support for other nurses, (2) work place hygiene, (3) preparation for work duties, and (4) maintenance of medical equipment. In addition, in Indonesia the respondents have roles such as “preparation for work duties other than nursing” and “education of other nurses”.</p><p><b>Conclusions</b></p><p>  The paper concludes that Indonesian nurse candidates have the same OCB in their work place as Japanese nurses. However, the scope of their OCB in Japanese hospitals is limited because they cannot work as registered nurses in Japan. The findings suggest that in order to improve and expand the OCB of Indonesian nurses working in Japanese hospitals, it is necessary to not only allow them to work as registered nurses but also to ensure that they continue to work in the same employment conditions as Japanese nurses. </p>

The Effect of Ethical Management and Positive Psychological Capital on Organizational Effectiveness in Hospitals / 보건행정학회지

BACKGROUND: In this study, state-owned medical institutes, industrial accident hospitals, veteran hospitals, and private medical clinics including 16 university medical institutes in the Seoul metropolitan area were selected to examine the causality of ethical management, positive psychological capital, and organizational effectiveness. METHODS: The study analyzed 1,056 valid questionnaires to which a total of 1,325 nurses, medical technicians, doctors, and administrative staff in 34 healthcare organizations answered over two months from June to August 2015. The study also utilized a ‘structural equation model,’ and a ‘hierarchical linear model’ to conduct the analysis. RESULTS: It was first found that ethical leadership, ethical management systems, and organizational ethics values, which are the three factors of ethical management, had significant influence on organizational commitment, and behavior. These are the three factors of employee organizational effectiveness. Second, ethical management, ethical leadership, ethical management systems, and organizational ethics values had significant influence on positive psychological capital. Third, positive psychological capital had significant influence on organizational commitment, turnover intention, and organizational citizenship behavior. Positive psychological capital presented an indirect effect on the relationship between the ethical management and organizational effectiveness of employees. The effect of positive psychological capital consisting of self-efficacy, hope, resilience, and optimism was confirmed in the healthcare organizations. Fourth, in relations among ethical management variables, ethical leadership showed a significant impact on ethical management systems, which had significant impacts on organizational ethics values, which had significant impacts on ethical leadership.

The impact of organizational commitment and leader-member exchange on nurses' organizational citizenship behavior / 中国实用护理杂志

Objective The study aimed to explore the relationship between organizational commit ment,leader-member exchange and nurses' organizational citizenship behavior based on an empirical study.Methods A total of 264 nurses recruited from four general hospitals were investigated with the Organizational Commitment Scale,Leader-Member Exchange Scale,and Organizational Citizenship Behavior Scale.Results Affective organizational commitment and leader-member exchange correlated with every factor of organizational citizenship behavior.Both affective organizational commitment and leader-member exchange predicted the variance of identification with organization 0.29,altruism toward colleagues 0.06,interpersonal harmony 0.09,protecting organizational resources 0.12,and conscientiousness 0.28.Conclusions Affective organizational commitment and leader-member exchange had a positive influence on nurses' organizational citizenship behavior,thus,hospital managers should strengthen nurses' affective organizational commitment and leader-member exchange to promote their organizational citizenship behaviors.

The relationship between work engagement and organizational citizenship behavior among nurses in tertiary hospitals / 中国实用护理杂志

Objective We tried to explore the relationship between work engagement and organizational citizenship behavior among nurses in tertiary hospitals in order to provide evidence for implementing targeted interventions to promote nurses' organizational citizenship behavior and job performance from a perspective of positive psychology.Methods Totally 511 nurses from four tertiary hospitals of Jinan city were enrolled using multistage sampling.Data were collected with Utrecht Work Engagement Scale (UWES-9) and Chinese Organizational Citizenship Behavior Scale.Data analysis included descriptive analysis,Pearson correlation analysis and stepwise multiple regression analysis.Results The average scores of work engagement and organizational citizenship behavior were (3.82 ± 1.08) and (5.89 ± 0.66),respectively.Work engagement accounted for 25.4％ of the variance in identification with the company,14.6％ of the variance in altruism and 18.7％ of the variance in conscientiousness.Conclusions Work engagement is a significant predictor of organizational citizenship behavior.Nurse managers are suggested to take actions in aspects of professional practice environment,resources allocation and staff training so as to enhance nurses' work engagement and subsequent their organizational citizenship behavior.

Comparative Study of Emotional Intelligence, Organizational Citizenship Behavior, Organizational Commitment and Organizational Performance of Clinical Nurses in Korea / 간호행정학회지

PURPOSE: The purpose of this study was to identify the relationships between emotional intelligence, organizational citizenship behavior, organizational commitment and organizational performance of clinical nurses in Korea. METHODS: The participants were 453 nurses, working in three general hospitals in Seoul, and data were collected from December 15, 2012 to February 2, 2013. Data were analyzed using PASW (SPSS ver. 20.0) and SPSS/WIN 19.0 (SPSS INC, Chicago, IL, USA), and AMOS ver. 20.0. RESULTS: The results were as follows: organizational performance is positively influenced by emotional intelligence. Organizational citizenship behavior is positively influenced by emotional intelligence, organizational commitment is positively influenced by organizational citizenship behavior, and organizational performance is positively influenced by organizational commitment. CONCLUSION: The results of this study demonstrate and help in understanding the relationship between the research concepts and the direction of nursing organizations. We recommend that various educational programs should be developed to improve clinical nurses' emotional intelligence.

Work Engagement as Mediator between Perceived Participation, Supervisor Support and Altruistic Behaviors: Empirical Results from the Italian Social Enterprise Sector / Compromiso con el trabajo como mediador entre participación percibida, aporte de supervisor y comportamientos altruistas: resultados empíricos desde el sector italiano de empresas sociales

This research note presents an empirical study conducted in a number of social cooperatives (SCoops). Democratic governance has been identified as a defining aspect of this kind of social enterprise. Using the work and organizational psychology approach, the authors studied the effects of democratic governance and supervisor support on workers' engagement and organizational citizenship behaviors. The convenience sample technique was used for gathering the data. Data was collected with a self-administered questionnaire. The sample consisted of258 participants from three different Scoops situated in northern Italy. Statistical analysis results suggest that worker's perceived participation and supervisor support enhance work engagement, and subsequently, altruistic behaviors. Finally, the authors comment on the limitations of the study giving methodological suggestions for future empirical research.

El presente artículo presenta una investigación realizada con la colaboración de varias cooperativas sociales (SCoops). El gobierno democrático es una de las principales características de este tipo de empresa social. A partir de la perspectiva de la psicología del trabajo y de las organizaciones (WOP), se estudiaron los efectos del gobierno democrático y del apoyo del superior sobre el compromiso hacia el trabajo y los comportamientos organizacionales de ciudadanía de los empleados. Se realizó un muestreo por conveniencia. Los datos fueron recogidos a través de un cuestionario autoadministrado. La muestra comprendió 258 empleados de tres SCoops situadas en el norte de Italia. Los análisis estadísticos realizados indican que la participación en la toma de decisiones y el apoyo del superior percibidos por los empleados, tienen una influencia positiva sobre su compromiso hacia el trabajo y sobre sus comportamientos altruistas. Por último, se presentan algunas sugerencias de carácter metodológico para la futura investigación.

Effects of Hospital Nurses' Perceived Organizational Support on Job Involvement and Organizational Citizenship Behavior / 간호행정학회지

PURPOSE: This descriptive study was done to identify effects of perceived organizational support (POS) on job involvement and organizational citizenship behavior (OCB) in hospital nurses. METHODS: Data were collected from Oct. 1 to Nov. 15, 2011. Participants in this study were 324 nurses working in 6 general hospitals in S, K, and C cities. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffe test, Pearson correlation coefficients, and multiple regression. RESULTS: POS was positively correlated with job involvement, and OCB (altruism, conscientiousness, courtesy, sportsmanship and civic virtue). Factors influencing job involvement were POS and marital status, which accounted for 15.7% of the variance, marital status influenced altruism, which accounted for 4% of the variance, POS influenced conscientiousness, which accounted for 10% of the variance, religion and marital status influenced courtesy, which accounted for 6.5% of the variance, age influenced sportsmanship, which accounted for 7.9% of the variance, and POS and clinical career influenced civic virtue, which accounted for 23.1% of the variance. Job involvement mediated on the relation between perceived organizational support and organizational citizenship behavior. CONCLUSION: The results of the study indicate that hospital administrators should explore ways of improve POS for better job involvement, conscientiousness, and civic virtue.

Study for Professionalism, Organizational Citizenship Behavior, Psychological Ownership of Nurse Officers / 간호행정학회지

PURPOSE: The purpose of this study was to investigate differences in professionalism, organizational citizenship behavior and psychological ownership between nurses and nurse officers. METHODS: A cross-sectional survey was conducted with 1017 hospital nurses and military nurse officers. The instruments used were the Korean Version of Hall's Professionalism Inventory' modified by Baek (2007), Organizational Citizenship Behavior Qquestionnaire(OCBQ) modified by Lee (2006), and the Psychological Ownership Inventory' developed by Van Dyne and Pierce (2004). RESULTS: The average score for military nurse officers professionalism was 3.15, for organizational citizenship behavior, was 3.43 and for psychological ownership, 3.64. These scores were higher than the scores for hospital nurses. There were significant positive correlations between the variables(r=.47~.581, p<.001). CONCLUSION: The results of this study indicate an affirmable outcome and that the significant variables affected levels of Professionalism, Organizational citizenship behavior, and Psychological ownership. So in order to improve the level of variables, there is a need to consider strategies related to organization, work environment and conceptualization as related to the variables.

Identificaciones múltiples y ciudadanía en el trabajo: mediación de las fuentes de apoyo social / Multiple identifications and citizenship at work: mediation of social support

Este estudio examina las relaciones entre la identificación con la organización, el grupo y la carrera con las conductas de ciudadanía orientadas a la organización, al grupo y a la profesión. Además, este trabajo analiza el papel mediador del apoyo social percibido desde diferentes fuentes -organizacional y grupal- en las relaciones entre la identificación y las conductas de ciudadanía. Los modelos de ecuaciones estructurales, realizados sobre una muestra de 435 trabajadores españoles que pertenecían a 87 grupos de trabajo, muestran que la identificación con la organización, con el grupo y con la carrera son dimensiones diferentes, aunque positivamente relacionadas, y que predicen las conductas de ciudadanía orientadas a los tres focos. Asimismo, los resultados indican que el apoyo organizacional percibido media parcialmente las relaciones entre la identificación organizacional y las conductas de ciudadanía orientadas a la organización, mientras que el apoyo grupal percibido media parcialmente las relaciones entre la identificación grupal y las conductas de ciudadanía orientadas al grupo. Estos resultados confirman y expanden los hallazgos previos sobre identificación y conductas de ciudadanía.

This paper examines the relationships between organizational, group, and career identification with organizational, group, and career citizenship behavior. In addition, this study analyzes the mediator role of perceived social support from different sources -organizational and group- on identification and citizenship behavior. Using a sample of 435 Spanish workers, nested into 87 work groups, we found full support for our hypotheses. Structural Equation Modeling (SEM) showed that organizational, group, and career identification are different but related dimensions, and predictors of the three citizenship behavior foci. Results also showed that the effect of organizational identification on organizational citizenship behavior is partially mediated by perceived organizational support partially, while perceived group support partially mediates the relationship between group identification and group citizenship behavior. These results confirm and extend previous research on identification and citizenship behavior.

The Effect of the Perception of Self-efficacy and Social Support on Organizational Citizenship Behavior among Nurses in Hospital / 성인간호학회지

PURPOSE: The purpose of this study was to identify the predictors of Organizational Citizenship Behavior (OCB) among hospital nurses. METHODS: Participants in this study were 231 nurses from two hospitals. The self-reported questionnaire was used to assess the level of self-efficacy, social support and OCB. The data were analyzed using descriptive statistics, Pearson's correlation coefficient, t-test, ANOVA and multiple regression. RESULTS: The mean score of OCB was 4.82, self-efficacy was 4.65, and social support was 4.56. The OCB was statistically significant according to position (t=-1.97, p=.049). The OCB was positively correlated with self-efficacy (r=.558, p<.001) and social support (r=.245, p<.001). The self-efficacy and social support explained 33.0% of the variance for OCB. CONCLUSION: The findings suggest that developing programs to improve self-efficacy and social support might be useful. Furthermore, more studies are needed to explore variables that influence nurses' Organizational Citizenship Behavior.

The Mediating Role of Organizational Citizenship Behavior between Organizational Justice and Organizational Effectiveness in Nursing Organizations

PURPOSE: This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. METHODS: The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. RESULTS: The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. CONCLUSION: OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

Factors influencing Nurses' Organizational Citizenship Behavior

PURPOSE: This study was conducted to identify the factors that influence nurses' organizational citizenship behavior. METHODS: A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational.transactional leadership (14 items). Cronbach's alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis. RESULTS: The factors influencing nurses' organizational citizenship behavior were identified as self-leadership (beta=.247), empowerment (beta=.233), job satisfaction (beta=.209), organizational commitment (beta=.158), and transactional leadership (beta=.142). Five factors explained 42.0% of nurses' organizational citizenship behavior. CONCLUSION: The results of this study can be used to develop further management strategies for enhancement of nurses' organizational citizenship behavior.

The moderate effect of work control on the work stress-job satisfaction relationship and work stress-organizational citizenship behavior relationship / 中华行为医学与脑科学杂志

Objective To explore the moderate effect of work control on the work stress-organizational citizenship behavior relationship and work stress-job satisfaction relationship.Methods 200 employees of five corporations in Shandong province were surveyed by questionnaires using work control scale,work stress scale,organizational citizenship behavior scale and job satisfaction scale.Results Work stress was negatively correlated with job satisfaction(r=-0.28,P＜0.01)and organizational citizenship behavior(r=-0.25,P＜0.01).Job satisfaction was significantly higher for employees who perceived high work control under certain work stress(β=0.16,P＜0.05).The relationship between work stress and organizational citizenship behavior was significantly stronger for employees who perceived high work control under certain work stress(β=0.19,P＜0.05).Conclusion The final results showed that work stress Was negatively correlated with organizational citizenship behavior.Work control had a positively moderate effect on the relationship between work stress and organizational citizenship behavior and the relationship between work stress and job satisfaction.

Identification of Factors related to Hospital Nurses' Organizational Citizenship Behavior using a Multilevel Analysis / 간호학회지

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.

Discussion on the Relationship between Doctors' Organizational Citizenship Behavior and Medical Professionalism / 中国医学伦理学

This article introduces the concept of organizational citizenship behavior(OCB) as well as the idea of medical professionalism,and analyzes the mutual relationship between OCB and medical professionalism.On the basis of introduction and comparison,medical professionalism obtains the enlightenment from previous studies on OCB.

Relationships between Similarities/Differences of Individual Characteristics and Organizational Citizenship Behavior (OCB) Appraisal / 中国临床心理学杂志

Objective: To investigate the relationship between rater-ratee similarities/differences in some individual characteristics and organizational citizenship behavior(OCB) appraisal. Methods: 103 vertical dyads were assessed by Personality Scale for Enterprise Managers and Chinese OCB Scale. Results: There existed significantly positive correlations between similarities in seven demographic indices and other-oriented OCB dimensions; differences in personality traits correlated significantly negatively with some dimensions of OCB appraisal; age difference had non-liner regression relationship with other-oriented OCB dimensions.Conclusion: Similarities/differences of individual characteristics related closely with OCB appraisal.