Moderating Effects of Career Commitment in the Relationship between Work Engagement and Organizational Citizenship Behaviors of the Clinical Nurses / 간호행정학회지

PURPOSE: The purpose of the study was to investigate the effect of work engagement (WE) on organizational citizenship behaviors (OCB) and ability to control career commitment (CC) in the relationship between work engagement and OCB. METHODS: Data were collected using structured self-report questionnaires from 205 nurses currently working at three national hospitals. Data were analyzed using descriptive statistics, ANOVA, Scheffé test, Pearson correlation coefficient, and hierarchical multiple regression analysis using the SPSS 21.0 program. RESULTS: Mean scores for each variable were: WE 3.77 (on a 7-point scale), OCB 3.41 (on a 5-point scale), and CC 3.05 (on a 5-point scale). As a result, comparison showed that all research variables were higher with age, OCB was higher with total clinical career, and CC was higher with higher education level. Total clinical career, WE and CC had a significant effect on OCB, and CC had a moderate effect on work engagement and OCB. These variables had a total explanatory power of 38% for OCB. CONCLUSION: The nurses' WE had a positive effect on OCB, and the CC showed a moderating effect on the relationship between WE and OCB. Therefore, we suggest that CC is an important factor in improving nurses' OCB.

Relationship between Expectations of Clinical Ladder System, Career Commitment and Turnover Intention of Nurses in Small and MediumSized Hospitals / 임상간호연구

PURPOSE: This study was done to explore the relationship between expectations of the clinical ladder system (CLS), career commitment and turnover intention in nurses employed in small-medium sized hospitals. METHODS: Participants were 154 nurses from 3 small-medium sized hospitals in Gyeonggi Province and Gwangju City. From February, 8 to April, 14, 2017, self-report questionnaires were collected and analyzed using frequency, t-test, ANOVA, Scheffé test, and Person correlation coefficients. RESULTS: Of the participant nurses, 61% perceived the CLS as needed. The mean score for expectation of CLS, career commitment, and turnover intention on 5-point scale were 3.38, 3.17, 3.21, respectively. There were no significant differences in expectation of CLS according to general characteristics, but career commitment and turnover intention did show significant differences depending on age, position, type of work shift. Expectation of CLS correlated positively with career commitment (r=.23, p=.005), and career commitment correlated negatively with turnover intention (r=−.49, p < .001). CONCLUSION: The results of this study show that there is a need to adopt the clinical ladder system to improve career commitment.

Technostress, Career Commitment, Satisfaction with Life, and Work-Family Interaction among Workers in Information and Communication Technologies

Technostress occurs when individuals experience negative psychosocial effects of technology usage and also demonstrate negative valence associated with ICT use. It is composed of four dimensions (Disbelief, Fatigue, Anxiety, and Ineffectiveness), which describe two aspects of technostress (Technoanxiety and Technofatigue). This study aimed to investigate the relation between technostress dimensions, career commitment, life satisfaction, and work-family interactions among ICT professionals. Variables including gender, age and length of employment were also considered. The sample was composed of 234 Brazilian individuals. It was found that work-family and family-work conflicts were associated with increased technofatigue and technoanxiety, and decreased career resilience. Age and gender differences were also identified. These differences emphasize the role of organizations and society in what refers to reduce inequalities in workplace and to support better preventive actions.

El Tecno-estrés se produce cuando las personas experimentan efectos psicosociales negativos por el uso de la tecnología y también demuestran valencia negativa asociada con el uso de las TIC. Se compone de cuatro dimensiones (incredulidad, fatiga, ansiedad, e ineficacia) que describen dos aspectos del tecno-estrés (tecno-ansiedad y tecno-cansancio). El objetivo de este estudio fue investigar la relación entre las dimensiones del tecno-estrés, compromiso con la carrera, satisfacción con la vida y la interacción trabajo-familia entre los profesionales de las TIC. También se consideraron variables como el sexo, la edad y la antigüedad en el empleo. La muestra se compuso de 234 individuos brasileños. Se encontró que el conflicto trabajo-familia y familia-trabajo se asociaron con una mayor tecno-fatiga y tecno-ansiedad, y una menor resiliencia en la carrera. También se detectaron diferencias de edad y género, lo que enfatiza en el papel de las organizaciones y la sociedad en reducir las desigualdades en el lugar de trabajo y apoyar mejores acciones preventivas.

The relationship between role stress and turnover among dental hygienists: mediating effects of commitment / 대한구강보건학회지

OBJECTIVES: This study analyzes the effect of role stress on turnover and examines the mediating effects of organizational, career, and job commitment. METHODS: This study involved a questionnaire survey on socio-demographic characteristics, working environment, role stress, commitment, and turnover. This was administered to 272 clinical dental hygienists from February 1, 2014, to February 28, 2014, and data were analyzed using t-test, one-way ANOVA, Pearson correlation analysis, and hierarchical multiple regression. RESULTS: Turnover among dental hygienists increased when their role stress was high and the latter was significantly correlated with organizational, career, and job commitment. In the relationship between role stress and turnover, organizational and career commitment worked as the mediating factors with organizational commitment showing the biggest effect. CONCLUSIONS: In order to reduce role stress, the causes of role conflict and role overload should be systematically monitored. Improvement of the wage and working system along with expansion of specific tasks of dental hygienists to enhance their organizational and career commitment is required.

Relations between Perceiving a Calling and Job Satisfaction in Probation Officers: Testing a Mediated Effect of Work Meaning and Career Commitment / 한국직업건강간호학회지

PURPOSE: This study examined relations between perceiving a calling and job satisfaction in probation officers. Additionally, multiple mediator model was run to examine the mediating effect of work meaning and career commitment in the relations of perceiving a calling and job satisfaction. METHODS: Four factors (job satisfaction, perceiving a calling, work meaning, career commitment) were measured with Likert scales. Data collection was conducted from Aug. 1 to Sept. 20, 2014 using self-report questionnaires. Participants (211 probation officers) were selected from 7 probation offices and 1 Juvenile Training School in Seoul of South Korea. Collected data were analyzed using SPSS/WIN 21, AMOS 21, and Sobel test. RESULTS: The study result was as followings. 1) Job satisfaction was influenced by perceiving a calling, work meaning and career commitment. 2) Results indicated that work meaning and career commitment fully mediated the relation between perceiving a calling and job satisfaction. CONCLUSION: The results of this study indicate that improving job satisfaction and mental health in probation officers is necessary to implement concerning work meaning and career commitment program at the organizational level.

A qualidade da experiência de estágio e o desenvolvimento vocacional de estudantes dos cursos tecnológicos / Work experience quality and vocational development of students from technological courses

A aprendizagem em contexto real de trabalho constitui uma importante componente da formação dos alunos dos cursos tecnológicos. No que se refere ao efeito deste tipo de experiências no desenvolvimento vocacional dos alunos, os resultados das investigações não são muito conclusivos. Por esta razão, recorrendo a um desenho longitudinal (pré e pós-estágio), este estudo teve como principal objetivo analisar a relação entre a qualidade do estágio e o desenvolvimento vocacional dos alunos do ensino tecnológico (N=196). Os resultados obtidos sugerem a relevância da qualidade da experiência de trabalho no desenvolvimento vocacional dos alunos, sobretudo no âmbito do processo de exploração.

The provision of workplace-based experiences (internship) is an important component of training programs of students attending vocational education courses. Regarding the impact of such experiences in the vocational development, results of the present research are not conclusive enough. Therefore, the main purpose of this study is to clarify the relationship between work experience quality and students vocational development. Using a longitudinal design, we conducted a study that explores the relationship between the perceived qualities of the training experience and the vocational development of Portuguese high school students (N = 196). The results suggest that the work experience quality is relevant for the vocational development of students, mainly, in what concerns the process of career exploration.

Adaptação da escala de exploração e investimento vocacional (EEIV) a uma população estudantil do Amazonas/Brasil / Adaptation of the career commitment scale for a sample of brazilian students

O presente estudo teve como objetivo adaptar a Escala de Exploração e Investimento Vocacional numa amostra brasileira de estudantes. Fizeram parte da pesquisa 1461 estudantes com idades entre 14 e 24 anos (M = 17,1 e DP = 1,0) que freqüentavam o ensino médio de escolas públicas e privadas da cidade de Manaus/AM. A Análise Fatorial Exploratória foi utilizada para a identificação das dimensões subjacentes à escala e seleção dos itens com maior índice de saturação. Dos 40 itens da escala original foram mantidos 28, os quais se organizaram segundo a estrutura original de 5 fatores com uma variância explicada de 47,5%. Por seu lado, a Análise Fatorial Confirmatória mostrou a adequação da solução de 5 fatores. As qualidades psicométricas do instrumento permite-nos afirmar que a EEIV-BR é uma escala com potencialidades para avaliar as dimensões do desenvolvimento vocacional no contexto brasileiro.

This study aimed to adapt the Career Commitment Scale (CCS) for a sample of Brazilian students. The present study included 1,461students aged between 14 and 24 years (M = 17.1; SD = 1.0) who attended public and private schools from Manaus-AM. Exploratory Factor Analysis was used to identify the underlying dimensions of the scale and selection of items with higher saturation. From the 40 items of the original scale, 28 were kept, which were organized according to the original structure of five factors and with an explained variance of 47.5%. Confirmatory Factor Analysis showed the suitability of the solution of five factors. The psychometric qualities of the instrument allow us to state that the CCS-BR is a scale with potential to evaluate the dimensions of career development in the Brazilian context.

Factors Influencing Turnover Intention of Nurses in Small-medium sized Hospitals / 간호행정학회지

PURPOSE: This study was done to examine the relationships among practice environment, nursing professionalism, career commitment, and turnover intention in nurses working in small-medium sized hospitals. METHOD: This study utilized a descriptive correlational design. Data were collected using structured questionnaires from 362 nurses in 7 small-medium sized hospitals and analyzed with SPSS 18.0. RESULT: The mean scores for practice environment, nursing professionalism, career commitment, and turnover intention were 2.29 on a 4-point scale and 3.13, 2.78, 3.51 on a 5-point scale, respectively. The practice environment showed significantly positive correlations with nursing professionalism and career commitment. Nursing professionalism showed a significantly positive correlation with career commitment. The highest significant negative correlation was between practice environment and turnover intention. Nursing professionalism and career commitment had negative correlations with turnover intention. Factors having significant influence on turnover intention included age, assigned ward, average wage, practice environment, and career commitment. These factors explained 43.0% of variance in turnover intention. Practice environment was identified as the most important variable in explaining turnover intention. CONCLUSIONS: The results of this study demonstrate the necessity of improving the practice environment and increasing nurses' career commitment if turnover intention in small-medium sized hospitals is to be lowered.