Nurses’ Early Career Organizational and Occupational Commitment Trajectories: A Dual Target Growth Mixture Investigation

IF 3.7 2区心理学 Q2 BUSINESS

Journal of Business and Psychology Pub Date : 2024-02-22 DOI:10.1007/s10869-024-09934-x

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引用次数: 0

Abstract

This study was designed to document the development of nurses’ affective commitment to their occupation and organization during the first five years of their career, as well as the connections between these two types of commitment trajectories. We also considered the associations between these early trajectories, nurses’ levels of psychological need satisfaction, and the quality of their early socialization. We finally investigated the implications of these trajectories for nurses’ work satisfaction, psychological distress, somatization, and patient care quality. Relying on a sample of 659 newly registered nurses (M_age = 26.8; 88% females) measured four times over a two-year period, we relied on growth mixture analyses to assess the shape of their commitment trajectories defined as a function of tenure. These analyses revealed four profiles, similar across targets of commitment: High, Moderate, Low and Increasing, and Average/Low and Decreasing. For both targets, higher levels of commitment were anchored in more stable trajectories, and with better functioning across outcomes. Need fulfilment and socialization experiences helped drive more desirable trajectories and provided short-term boosts in commitment. Overall, we found more similarities than differences between both forms of commitment, and noted that nurturing one type of commitment seemed to help develop the other.

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护士职业生涯早期的组织和职业承诺轨迹：双目标成长混合调查

摘要本研究旨在记录护士在其职业生涯的头五年中对其职业和组织的情感承诺的发展情况，以及这两种承诺轨迹之间的联系。我们还考虑了这些早期轨迹、护士的心理需求满足程度和早期社会化质量之间的关联。最后，我们研究了这些轨迹对护士工作满意度、心理困扰、躯体化和病人护理质量的影响。我们以 659 名新注册护士（年龄 = 26.8；88% 为女性）为样本，在两年内对其进行了四次测量，并利用成长混合分析法来评估其承诺轨迹的形状，并将其定义为任期的函数。这些分析表明，在不同的承诺目标中，有四种类似的情况：高"、"适中"、"低且不断增加 "和 "平均/低且不断减少"。对于这两个目标而言，较高的承诺水平体现在更稳定的轨迹上，并且在各种结果中发挥更好的作用。需求满足和社会化经历有助于推动更理想的轨迹，并在短期内提高承诺水平。总体而言，我们发现这两种承诺形式之间的相似之处多于不同之处，并注意到培养一种承诺似乎有助于发展另一种承诺。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Journal of Business and Psychology Multiple-

CiteScore

8.80

自引率

4.20%

发文量

期刊介绍： The Journal of Business and Psychology (JBP) is an international outlet publishing high quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology. Typical subject matters include Team processes and effectiveness Customer service and satisfaction Employee recruitment, selection, and promotion Employee engagement and withdrawal Organizational culture and climate Training, development and coaching Mentoring and socialization Performance management, appraisal and feedback Workplace diversity Leadership Workplace health, stress, and safety Employee attitudes and satisfaction Careers and retirement Organizational communication Technology and work Employee motivation and job design Organizational change and development Employee citizenship and deviance Organizational effectiveness Work-nonwork/work-family Rigorous quantitative, qualitative, field-based, and lab-based empirical studies are welcome. Interdisciplinary scholarship is valued and encouraged. Submitted manuscripts should be well-grounded conceptually and make meaningful contributions to scientific understandingsand/or the advancement of science-based practice. The Journal of Business and Psychology is - A high quality/impactful outlet for organizational science research - A journal dedicated to bridging the science/practice divide - A journal striving to create interdisciplinary connections For details on submitting manuscripts, please read the author guidelines found in the far right menu.