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Person-Organizational Fit and Perceived Organizational Support Effects on Job Outcomes.

机译：个人组织适应和感知的组织支持对工作成果的影响。

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摘要

The aging adult population's need for long-term care continues to grow; however, there is a scarcity in nurses within long-term care facilities. High job turnover and diminished patient care have been found to be among the consequences associated with decreased job satisfaction (JO) and organizational commitment (OC) for nurses. This study's hypothesis was that person-organizational fit (P-O fit) and perceived organizational support (POS) would predict increased job satisfaction and organizational commitment among nurses working in long-term care. Need-press theory, the norm of reciprocity, and social exchange theory were the theoretical foundations considered. A survey-questionnaire composed of demographic questions, P-O Fit Scale questions measuring JS, Survey of Perceived Organizational Support questions measuring JS, a 21-item Job Diagnostic Survey to measure OC, and the Organizational Commitment Questionnaire to measure OC were used to collect data from 60 long-term care nursing personnel employed with the same organization. Multiple regression analysis showed that the POS variable was a significant predictor of JS (F (5,50) = 8.38, p < .001, R2 = .46), R2 = .56), and OC (F (5,50) = 6.19, p < .001, R2 = .56). P-O fit, P-O fit x POS, and other demographic variables (e.g., age, gender) were not shown to be significant predictors of JS and OC. The findings suggest that long-term care organizations can increase JS and OC by creating policies and work systems that are transparent to nursing staff. The study contributes to positive social change by helping organizations identify whether or not employees accurately perceive support initiatives being employed to promote JS and OC.
机译：成年人口对长期护理的需求继续增长；但是，长期护理机构中的护士短缺。人们发现，高工作流失率和病人护理减少是护士工作满意度（JO）和组织承诺（OC）下降的相关后果。这项研究的假设是，人与组织的适应度（P-O适应度）和感知的组织支持（POS）将预测长期护理护士的工作满意度和组织承诺增加。需要压制理论，互惠规范和社会交换理论是所考虑的理论基础。问卷调查问卷包括人口统计学问题，测量JS的PO适应量表问题，测量JS的感知组织支持问题问卷，用于测量OC的21项工作诊断问卷以及用于测量OC的组织承诺问卷，用于收集以下数据：在同一组织雇用60名长期护理护理人员。多元回归分析表明POS变量是JS（F（5,50）= 8.38，p <.001，R2 = .46），R2 = .56）和OC（F（5,50） = 6.19，p <.001，R2 = .56）。 P-O拟合，P-O拟合x POS和其他人口统计学变量（例如年龄，性别）未显示为JS和OC的重要预测指标。研究结果表明，长期护理组织可以通过制定对护理人员透明的政策和工作系统来增加JS和OC。这项研究通过帮助组织确定员工是否正确地理解了为促进JS和OC所采用的支持计划，为积极的社会变革做出了贡献。

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  • 作者

    Simmons, John F.;

  • 作者单位

    Walden University.;

  • 授予单位 Walden University.;
  • 学科 Health Sciences Nursing.;Psychology General.;Sociology Organizational.
  • 学位 Ph.D.
  • 年度 2014
  • 页码 153 p.
  • 总页数 153
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 建筑科学;
  • 关键词

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