The drawbacks of nursing are long hours, hard work and working nights. But definite working territory and rather steady working times were noted in Community Nurse. Deluga(1994) pointed out in the Basis of Faith, the staff believed that if they work hard, the organization or manager can feedback it. So the organizational citizenship behavior is increasing. So how to increasing organizational citizenship behavior is rather important at present. The study uses the characteristics of medical organization, nurses as independent variable, organizational commitment, job satisfaction as intermediate variable, organizational citizenship behavior as dependent variable. We use questionnaire, data analysis to study 1357 nurses. The statistics are as follows: reliability analysis, validity analysis, factor analysis, descriptive statistics analysis, correlation analysis, and regression analysis to probe the relation of all the variables.
The results showed that:
1.Organizational commitment has a positive impact on job satisfaction.
2.The higher the feeling of commitment of the staff, the trustworthier they are.
3.To stand fast of the responsibility in director evaluation is higher than the staff self-evaluation, but there is no correlation.
4.Organizational commitment and job satisfaction is higher in staffs that are older than 40 years old and the past service more than 10 years. It is also negative impact with benefit others of the director evaluation.
5.The higher organizational commitment, the higher job satisfaction and competency satisfaction of the director in senior high school staff.
6.There is no difference of standing fast of the responsibility, organization commonwealth behavior between director evaluation and staff self-evaluation in those who on night duty and nil.
7.As regards marriage, organizational citizenship behavior is higher in married than unmarried in staff self-evaluation.
8.Moral commitment and persistent commitment is lower in unmarried than married. Those staff who married without children is trust worthier of their director. They also show better behavior when they have been given other benefits.
9.Organization commonwealth behavior of staff self-evaluation has a positive impact on director evaluation but there is no significance. It is also positive impact with director's faith.
10.Organizational citizenship behavior of director evaluation has positive impact and more predictor with director's faith.
From our study, we demonstrated organizational citizenship behavior;
Self-recognition and evaluation of directors in nursing are consistency. So we suggest that nursing will reach the coherence by nursing professional innovation system, formal hereditary responsibility system and other effective communication. We also proposed that through participation to empower, to fulfill democratic leadership. It may be referable to the nursing management.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0725101-002148 |
| Date | 25 July 2001 |
| Creators | Tsai, Chiu-Yueh |
| Contributors | Shyh-Jer Chen, Liang-Chih Huang, Bih-Shiaw Jaw |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0725101-002148 |
| Rights | off_campus_withheld, Copyright information available at source archive |
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