Purpose This descriptive correlation study was designed to identify the job characteristics of advanced practice nurses (APNs) and the degree of nursing professionalism as factors influencing the political competency of APNs.
Additionally, the relationship between these two factors and political competency was analyzed. Methods Data were collected through an online survey of 118 APNs from June 16 to September 16, 2021. The data collected were analyzed using descriptive statistics, a t-test, ANOVA, Scheffé ́’s test, Pearson’s correlation, and a multiple regression analysis using SPSS/WIN 25.0. Results Statistically significant differences were noted in the political competency of APNs based on age, workplace, position, experience as an APN, political education, and political party membership. Furthermore, political competency positively correlated with job characteristics and nursing professionalism. The factors affecting the political competency of APNs included skill variety, workplace, political education, political party membership, and nursing professionalism. Conclusion Findings of this study confirmed the importance of the political competency of APNs. Furthermore, policy efforts to promote independent job development reflecting the job characteristics of APNs and improvement in nursing professionalism are required, and support from professional nursing organizations is needed.
Purpose This study aimed to identify the mediating effect of organizational commitment on the relationship between nurses’ clinical characters and retention intention in small-and medium-sized hospitals.
Methods: This descriptive study included 177 nurses frome three small-and medium-sized hospitals in B metropolitan city. Data were collected from August 27 to September 30, 2020 using self-report questionnaires and were analyzed using IBM SPSS Statistics for Windows version 22.0.
Results: The significant predictors of retention intention were organizational commitment (β=.43, p<.001), age (β=.21, p=.001), nurses’ clinical characters (β=.16, p=.011), work satisfaction (β=.15, p=.022), and whether they worked in the desired department (β=.13, p=.025). These variables explained 48% of the variance in retention intentions. Additionally, organizational commitment had a mediating effect on the relationship between nurses’ clinical characters and retention intention.
Conclusion: According to the results, institutional efforts should be made to strengthen organizational commitment and develop educational programs to enhance nurses’ clinical characters among small-and medium-sized hospitals to promote retention intention.
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