Emotional labor, fatigue, and presenteeism in Chinese nurses: the role of organizational identification.

IF 3.1 2区医学 Q1 NURSING

BMC Nursing Pub Date : 2024-09-20 DOI:10.1186/s12912-024-02351-8

Zheng Ren, Chao Zhou, Xiumin Zhang, Aoqi Yang, Wenjun Li, Hongjian Liu

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引用次数: 0

Abstract

Background: Presenteeism has become a significant issue related to health. However, the effect of fatigue and organizational identification on the relationship between emotional labor and presenteeism among Chinese nurses remains unclear. This study aims to explore the correlation of Chinese nurses' emotional labor, fatigue and organizational identification with presenteeism, and to analyze the mediating effect of fatigue and the moderating effect of organizational identification on the relationship between emotional labor and presenteeism.

Methods: A cross-sectional study was performed from June to October 2022 in Changchun City, Jilin Province, China. In total, 1,630 nurses were asked to complete a range of self-administered questionnaires, including the Emotional Labor Scale, the Fatigue Scale, the Organizational Identification Scale and the Stanford Presenteeism Scale. Besides, the PROCESS macro and multiple linear regression were used for moderated mediation analysis.

Results: Emotional labor (r = 0.108, P < 0.001) and fatigue (r = 0.475, P < 0.001) were positively correlated with presenteeism, while organizational identification (r = -0.261, P < 0.001) was negatively correlated with presenteeism. The effect of emotional labor on presenteeism was partially mediated by fatigue (Effect = 0.014, 95% CI = [0.007, 0.021]). Additionally, the relationship between emotional labor and fatigue was moderated by organizational identification (P = 0.018 for the interaction term).

Conclusions: Fatigue and organizational identification have mediating and moderating effects on the relationship between emotional labor and presenteeism, respectively. Targeted support measures should be taken to improve the presenteeism of nurses. Nursing managers can relieve the psychological pressure and fatigue of nurses by establishing emotional release channels, and improve the presenteeism of nurses through enhancing organizational identification.

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中国护士的情绪劳动、疲劳和旷工：组织认同的作用。

背景：旷工已成为一个与健康相关的重要问题。然而，疲劳和组织认同对中国护士情绪劳动与旷工之间关系的影响仍不清楚。本研究旨在探讨中国护士情绪劳动、疲劳和组织认同与旷工的相关性，并分析疲劳对情绪劳动与旷工关系的中介效应和组织认同对情绪劳动与旷工关系的调节效应：方法：2022 年 6 月至 10 月在吉林省长春市进行了一项横断面研究。共有 1630 名护士被要求完成一系列自制问卷，包括情绪劳动量表、疲劳量表、组织认同量表和斯坦福大学旷工量表。此外，还使用了 PROCESS 宏和多元线性回归进行中介分析：结果：情绪劳动（r = 0.108，P 结论：情绪劳动与组织认同具有中介作用：疲劳和组织认同对情绪劳动与旷工之间的关系分别具有中介和调节作用。应采取有针对性的支持措施来改善护士的旷工现象。护理管理者可以通过建立情绪释放渠道来缓解护士的心理压力和疲劳，通过增强组织认同来提高护士的在职率。

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

BMC Nursing Nursing-General Nursing

CiteScore

3.90

自引率

6.20%

发文量

317

审稿时长

30 weeks

期刊介绍： BMC Nursing is an open access, peer-reviewed journal that considers articles on all aspects of nursing research, training, education and practice.