Purpose This study examined the relationships between organizational silence, organizational commitment, organizational justice, and organizational citizenship behavior among clinical nurses. Additionally, it determined the mediating effect of organizational commitment moderated by organizational justice on the relationship between organizational silence and organizational citizenship behavior among clinical nurses. Methods A total of 160 clinical nurses were recruited from a university hospital. Data were collected from June to July, 2023. The collected data were analyzed using descriptive statistics, independent t-test, one-way ANOVA, Scheffé test, Pearson’s correlation coefficient, Baron and Kenny’s three-step regression analysis, Hayes’ PROCESS macro model, and bootstrapping using SPSS/WIN 27.0 program. Results Organizational commitment had a full mediating effect on the relationship between organizational silence and organizational citizenship behavior (B=-0.04, CI [-0.098~-0.001]). Among the subscales of organizational justice, distributive justice had a moderating effect on the relationship between organizational silence and organizational commitment (B=-0.17, p=.009). There was no significant mediating effect of organizational commitment moderated by organizational justice on the relationship between organizational silence and organizational citizenship behavior. Conclusion Appropriate strategies are needed to effectively manage nursing personnel and improve nursing performance.
Purpose Turnover rates among nurses in South Korea are higher than those of other job groups, affecting hospital performance. This study clarified the mediating role of perceived organizational and supervisor support in the relationship between nurses’ organizational citizenship behavior and turnover intention. Methods This study involved a descriptive survey of 160 nurses working in two hospitals in S, South Korea. Data were analyzed using the Hayes PROCESS macro (Model 4) program, version 3.4. Results Organizational citizenship behavior was positively correlated with perceived organizational support and perceived supervisor support but negatively correlated with turnover intention. Perceived organizational support was positively correlated with perceived supervisor support. Additionally, perceived organizational and supervisor support were negatively correlated with turnover intention. The authors verified the mediating role of perceived organizational support in the relationship between organizational citizenship behavior and turnover intention. However, the mediating role of perceived supervisor support was not confirmed. Conclusion The higher a nurse’s organizational citizenship behavior, the higher their perceived organizational support, which reduces turnover intention. High-quality nursing contributes to organizational performance; therefore, the nursing workforce should be carefully preserved.
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Purpose This study aimed to identify the mediating effects of team trust on the relationship between the authentic leadership of the nursing unit manager as perceived by the nurses and the nurses’ organizational citizenship behavior (OCB).
Methods: Data were collected from 276 nurses working over six months at a university hospital. The research model was designed based on the PROCESS Macro model 4 and analyzed using the SPSS 26.0 program.
Results: The results show that authentic leadership and team trust had strong correlations with nurses’ organizational citizenship behavior. Nursing unit managers’ authentic leadership had a direct effect on team trust and organizational citizenship behavior. Team trust had a direct effect on organizational citizenship behavior. There was a mediation effect of team trust between authentic leadership and the organizational citizenship behavior of nurses.
Conclusion: To increase team trust in nursing units, the institution should provide systematic support such as education and training program to enhance the authentic leadership of nursing unit managers.
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Purpose The purpose of this study was to identify the influence of the internal marketing perception on customer orientation and the organizational citizenship behavior of clinical nurses.
Methods: The participants were 184 nurses working in 3 tertiary hospital in B city and Y city in South Korea. Data were analyzed using descriptive statistics, ANOVA, Scheffé test, Pearson's correlation coefficients and stepwise multiple regression with SPSS/WIN 25 program.
Results: The mean score for the total internal marketing was 2.85 points. Internal marketing of nurses had a statistically significant positive correlation with customer orientation (r=.44, p<.001) and organizational citizenship behavior (r=.39, p<.001). Communication of internal marketing had significant influences on customer orientation (β=.49) and organizational citizenship behavior (β=.41).
Conclusion: These results suggest a need to increase efforts of hospital organizations to increase internal marketing. Further, in order to enhance customer orientation and organizational citizenship behavior, strategies for improving internal marketing and promoting communication should be established.
PURPOSE The purpose of this study was to identify the casual relationship between nurses' social capital, job engagement and nursing performance and to verify the goodness of fit between a hypothetical model and actual data in order to suggest the best model. METHODS This survey was conducted with 250 nurses working in 3 general hospitals in Seoul. Data were collected from June 20 to July 29, 2016 and analyzed using SPSS/WIN 21.0 and AMOS 21.0. RESULTS Nurses' social capital and job engagement were found to have no direct effect on increasing nursing performance. But, it was found that social capital and job engagement had indirect effects on nursing performance through mediating organizational citizenship behavior. Social capital had direct effects on increasing job engagement and indirect effects on organizational citizenship behavior. CONCLUSION Results of this study indicate that nurse managers should concentrate efforts on increasing nurses's job engagement and preparing organization to increase social capital in order to improve nursing performance.
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PURPOSE This study was done to determine the influential factors related to organizational citizenship behavior of nurses with a focus on authentic leadership and organizational justice. METHODS The study participants were 186 nurses who work at K University Hospitals in Seoul and Gyeonggi province. Data were collected in September and October, 2013. A structured questionnaire was used for data collection and data were analyzed using the SPSS/Window program. RESULTS The factor most influential for organizational citizenship behavior was authentic leadership (beta=.371, p<.001), followed by organizational justice (beta=.221, p=.005), and marital status (beta=.142, p=.023). These factors accounted for 30.7% of the variance in organizational citizenship behavior. CONCLUSION In order to enhance organizational citizenship behavior of nurses, strategies for human resource management, which improve the perception of head nurses' authentic leadership and organizational justice, are required.
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PURPOSE This descriptive study was done to identify effects of perceived organizational support (POS) on job involvement and organizational citizenship behavior (OCB) in hospital nurses. METHODS Data were collected from Oct. 1 to Nov. 15, 2011. Participants in this study were 324 nurses working in 6 general hospitals in S, K, and C cities. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffe test, Pearson correlation coefficients, and multiple regression. RESULTS POS was positively correlated with job involvement, and OCB (altruism, conscientiousness, courtesy, sportsmanship and civic virtue). Factors influencing job involvement were POS and marital status, which accounted for 15.7% of the variance, marital status influenced altruism, which accounted for 4% of the variance, POS influenced conscientiousness, which accounted for 10% of the variance, religion and marital status influenced courtesy, which accounted for 6.5% of the variance, age influenced sportsmanship, which accounted for 7.9% of the variance, and POS and clinical career influenced civic virtue, which accounted for 23.1% of the variance. Job involvement mediated on the relation between perceived organizational support and organizational citizenship behavior. CONCLUSION The results of the study indicate that hospital administrators should explore ways of improve POS for better job involvement, conscientiousness, and civic virtue.
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PURPOSE The purpose of this study was to investigate differences in professionalism, organizational citizenship behavior and psychological ownership between nurses and nurse officers. METHODS A cross-sectional survey was conducted with 1017 hospital nurses and military nurse officers. The instruments used were the Korean Version of Hall's Professionalism Inventory' modified by Baek (2007), Organizational Citizenship Behavior Qquestionnaire(OCBQ) modified by Lee (2006), and the Psychological Ownership Inventory' developed by Van Dyne and Pierce (2004). RESULTS The average score for military nurse officers professionalism was 3.15, for organizational citizenship behavior, was 3.43 and for psychological ownership, 3.64. These scores were higher than the scores for hospital nurses. There were significant positive correlations between the variables(r=.47~.581, p<.001). CONCLUSION The results of this study indicate an affirmable outcome and that the significant variables affected levels of Professionalism, Organizational citizenship behavior, and Psychological ownership. So in order to improve the level of variables, there is a need to consider strategies related to organization, work environment and conceptualization as related to the variables.
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