在疫情后的环境中,信任和组织承诺.
Marlene T Porter1, Kate Williams, Alicia Boaze
1Author Affiliations: Nurse Scientist, IEN Program Manager (Dr Porter), and Director (Dr Williams), Nursing Professional Development & Practice, Baylor Scott & White Health-Central Texas (Baylor Scott & White Medical Center Temple, Baylor Scott & White McLane Children's, Baylor Scott & White Continuing Care Hospital-West Campus); Vice President/Chief Nursing Officer (Dr Boaze) and Director (Dr Rennert), Nursing Ambulatory Care, McLane Children's Hospital Baylor Scott & White; and Director (Brunson), Nursing Surgical Services, Baylor Scott & White Medical Center Temple, Temple, Texas.
护士在疫情后表现出高度的信任和承诺. 组织的任期积极预测护士的信任,突出领导力的领导力.
科学领域:
- 护理 护理 护理
- 组织行为 组织行为
- 医疗保健管理的管理
背景情况:
- 随着COVID-19大流行,现有的护理人员短缺问题进一步加剧.
- 关于员工信任和组织承诺的研究在非护理领域普遍存在.
- 关于这些关系,护理文献中存在着一个显著的差距.
研究的目的:
- 评估护士对领导力和组织承诺的信心.
- 探讨疫情后信任与承诺之间的关系.
- 为了确定年龄,任期和专业是否预测信任和承诺.
主要方法:
- 横截面,描述性,相关性研究设计.
- 电子调查分发给超过1000名护士.
- 在6周的时间里,最终的样本大小为135名护士.
主要成果:
- 观察到高水平的护士信任和组织承诺.
- 在所有研究变量之间发现了显著的相关性 (P < 0.001).
- 组织的任期被确定为员工信任的重要预测因素.
结论:
- 专注于建立信任的领导力发展增强了组织的承诺.
- 加强领导和团队关系的干预措施可能会改善护士的留守率.
- 培养信任对于提高护士组织承诺至关重要.
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