How does burnout impact the three components of nursing professional commitment?

2017 ◽  
Vol 31 (4) ◽  
pp. 1003-1011 ◽  
Author(s):  
Hao-Yuan Chang ◽  
Yea-Ing Lotus Shyu ◽  
May-Kuen Wong ◽  
Tsung-Lan Chu ◽  
Yuan-Yu Lo ◽  
...  
Keyword(s):  
Professional Commitment ◽  
Nursing Professional ◽  
Three Components

scholarly journals The Mediating Effects of Nursing Professional Commitment on the Relationship between Social Support, Resilience, and Intention to Stay among Newly Graduated Male Nurses: A Cross-Sectional Questionnaire Survey

2021 ◽  
Vol 18 (14) ◽  
pp. 7546
Author(s):  
Hsingyi Yu ◽  
Chunhsia Huang ◽  
Yenfan Chin ◽  
Yungchao Shen ◽  
Yuehtao Chiang ◽  
...  
Keyword(s):  
Social Support ◽  
Mediating Effect ◽  
Male Nurses ◽  
Professional Commitment ◽  
Future Research ◽  
Snowball Sampling ◽  
Online Questionnaire ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Nursing Professional

The current shortage of nurses is an important global issue. Most male nurses leave nursing within four years of starting their nursing career. It is crucial to understand the influencing factors on newly graduated male nurses staying in nursing. Previous studies on intentions to stay as nurses were seldom based on theory and failed to consider the differences between genders. Based on the Job Demands-Resources (JD-R) model, this study tested the model that social support, resilience, and nursing professional commitment influence the intention to stay and the mediating effect of nursing professional commitment in the above relationship. This cross-sectional study adopted purposive and snowball sampling methods. Data were collected using online questionnaire, and 272 newly graduated male nurses completed it. The hypothetical model had a good fit with the data. Nursing professional commitment had a complete mediating effect between social support and intention to stay and between resilience and intention to stay. Nursing professional commitment was highly positively correlated to intention to stay. It is suggested that future research and practice should enhance male nurses’ professional commitment to increase their intention to stay. The findings can serve as reference for developing newly graduated male nurse retention programs.

How do three components of professional commitment influence nurse‐reported patient‐centred care and care quality?

2022 ◽  
Author(s):  
Tzu‐Ling Huang ◽  
I‐Chen Lee ◽  
May‐Kuen Wong ◽  
Yea‐Ing Lotus Shyu ◽  
Lun‐Hui Ho ◽  
...  
Keyword(s):  
Care Quality ◽  
Professional Commitment ◽  
Patient Centred Care ◽  
Three Components

scholarly journals Professional Commitment of Different Generations of Nurses

2021 ◽  
Author(s):  
Kübra Gökalp
Keyword(s):  
Personal Information ◽  
University Hospital ◽  
Average Level ◽  
Professional Commitment ◽  
Cross Sectional ◽  
Gender And Education ◽  
Eastern Turkey ◽  
The Mean ◽  
Cross Sectional Design ◽  
Nursing Professional

Aim: The aim of this study was to determine the professional commitment of nurses belonging to different generations. Method: This study with a descriptive, comparative and cross-sectional design was conducted from May to June 2019 in a province in eastern Turkey. The research was carried out with 291 nurses working in a university hospital with usable data. “Personal Information Form and Nursing Professional Commitment Scale” were used. Results: The mean score of the Nursing Professional Commitment Scale was found to be 76.08 ± 12.94. The mean scores of the nurses in the X ( 78.65 ± 12.32), Y ( 75.35 ± 13.18) and Z ( 76.27 ± 12.92) generations were as indicated. The combination of gender and education variables had a 3% effect on the total score of the Nursing Professional Commitment Scale. Generation, gender and education variables in combination have been determined to have a significant effect of 2.2% on the total score of the Nursing Professional Commitment Scale. Conclusion: It was found that the nurses’ professional commitment was above the average level and the nurses group with the highest professional commitment belonged to the X generation. Generation, gender and education variables did not significantly affect professional commitment separately; but they were found to affect professional commitment when used in combination.

The effect of attitude towards work on professional commitment

2021 ◽  
pp. 096973302199977
Author(s):  
Rujnan Tuna ◽  
Safiye Sahin
Keyword(s):  
Public Hospital ◽  
Analytical Study ◽  
Income Level ◽  
Professional Commitment ◽  
Professional Experience ◽  
Ethical Considerations ◽  
Cross Sectional ◽  
The Status ◽  
Participant Information ◽  
Nursing Professional

Background: Professional commitment, which constitutes one of the criteria of the professionalisation process, is directly affected by attitude towards the work, constituting the content of nursing profession. Aim: This study was conducted to determine the effect of nurses’ attitudes towards work on their professional commitment. Methods: This study is a cross-sectional and analytical study. The data were collected from 293 nurses working at different units in a public hospital between April 2019 and May 2019. The data collection tool includes a 10-question participant information form, the Nurses’ Professional Commitment Scale and the Attitude Towards Work Scale. Variables were analysed using multiple linear regression. Results: The nurses obtained high scores from overall professional commitment and attitude towards work scales and their subscales. Significant differences were found in the scale total and its subscales caused especially by the variables of professional experience, position, income level and the status of willingly choosing the profession ( p < 0.05). Nursing professional commitment was predicted by ‘content of the work’, (β = 0.32, p < 0.01), ‘working conditions’ (β = 0.38, p < 0.01), ‘co-workers’ (β = 0.30, p < 0.01) and ‘compensation’ (β = 0.21, p < 0.01), which accounted for 25.6% of the variance in nursing professional commitment. Ethical considerations: Ethics committee approval and institutional permissions were obtained. The participants were informed about the study and written consent was obtained. Conclusions: The nurses who had an increasing duration of professional experience, were working in managerial position, found their income level sufficient and chose the profession willingly had higher professional commitment and attitudes towards work. In addition, a significant correlation was found between nurses’ professional commitment and their attitudes towards work, and nurses’ professional commitments were explained with their attitudes towards work. It is important to increase and strengthen the attitude towards work that affects nurses’ professional commitments.

The Jovian ring

1984 ◽  
Vol 75 ◽  
pp. 203-209
Author(s):  
Joseph A. Burns
Keyword(s):  
Equatorial Plane ◽  
Charged Particles ◽  
Dynamical Evolution ◽  
Main Band ◽  
Small Grains ◽  
Three Components

ABSTRACTLying in Jupiter's equatorial plane is a diaphanous ring having little substructure within its three components (main band, faint disk, and halo). Micron-sized grains account for much of the visible ring, but particles of centimeter sizes and larger must also be present to absorb charged particles. Since dynamical evolution times and survival life times are quite short (≲102-3yr) for small grains, the Jovian ring is being continually replenished; probably most of the visible ring is generated by micrometeoroids colliding into unseen parent bodies that reside in the main band.

Review of Commitment Theories and Models: Application to an Emerging Profession

2020 ◽  
pp. 1-14
Author(s):  
Dr. Lynn Spellman White
Keyword(s):  
Survey Data ◽  
Human Resource ◽  
Professional Commitment ◽  
Accounting Profession ◽  
Research Project ◽  
Study Results ◽  
Practical Implications

The purpose of this research project is to explore if traditional explanations of organizational and professional commitment and conflict, which have been developed through research of older and more established professions such as the Accounting profession, also apply to the Human Resource profession. Survey data gathered from HR practitioners are used to examine the correlates of organizational and professional commitment and conflict. Study results indicate the models explain a significant portion of the variation in both organizational and professional commitment, and that the two types of commitment have different antecedent factors. Results also indicate that organizational and professional conflict is lowest when both levels of organizational and professional commitment are high. Theoretical and practical implications are discussed.

Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

2019 ◽  
Vol 5 (1) ◽  
pp. 124
Author(s):  
Mohamed Buhari Mufitha ◽  
Su Teng Lee ◽  
Chen Chen Yong
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Professional Commitment ◽  
Turnover Rates ◽  
It Professionals ◽  
Professional Advancement ◽  
Software Engineers ◽  
Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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