THE ORGANIZATIONAL COMMITMENT OF REHABILITATION NURSES IN THE AUTONOMOUS REGION OF MADEIRA: A CHARACTERIZATION STUDY
Article Sidebar
Main Article Content
Abstract
Background: The organizational commitment, has an influence on phenomena such as absenteeism, turnover, punctuality, citizenship behaviors and in the performance of employees, demonstrating that committed employees are decisive in obtaining competitive advantages and in the success of all organizations.
Aims: Describe the levels of organizational commitment, in the affective, calculative and normative components, of the Rehabilitation Nurses of the Health Service of the Autonomous Region of Madeira, as well as the association between the levels of Organizational Commitment and the characterization variables of the study population and the correlation with the variable age.
Methodology: Quantitative, cross-sectional and descriptive study. Measurement using the organizational commitment scale.
Results: N of 133 and n of 114 rehabilitation nurses. The global organizational commitment presented an average value of 4.50, whereas in the affective component the average was 5,04, followed by calculative component with 4,51 and normative with 3,95. Higher levels of organizational commitment was obtained in nurses: working in inpatient rehabilitation facilities and at the Hospital care; male gender; older age; working longer in the institution; widowers; with a bachelor’s degree; simultaneously exercising management and providing specialized care; with public functions employment contract; with fixed schedule; who do not intend to change workplace currently. Only in affective component of organizational commitment was identified a significant, positive and weak correlation, with older ages associated with higher scores in the affective component of organizational commitment (Rho = .0214, n = 86, p = .048).
Conclusions: The nurses who are part of this study are on average moderately committed to the organization. The affective component was the one that obtained more expressive values following the calculative and normative components. Future research should study the correlation of characterization variables on levels of organizational commitment.
Downloads
Article Details
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
Allen, N. J., & Meyer, J. P. (1990). Organizational Socialization Tactics: A Longitudinal Analysis of Links to Newcomers’ Commitment and Role Orientation. Academy of Management Journal, 33(4), 847–858. Doi: 10.5465/256294
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. Doi: 10.1111/j.2044-8325.1990.tb00506.x
Bexiga, E. S. J. (2018). O comprometimento organizacional e os comportamentos de cidadania organizacional dos enfermeiros de um hospital privado (Dissertação de Mestrado, Escola Superior de Enfermagem de Lisboa). Repositório Comum. https://comum.rcaap.pt/bitstream/10400.26/29485/1/Disserta%c3%a7%c3%a3o%20Mestrado%20Gest%c3%a3o.pdf
Camelo S. H. H. (2009). Políticas de recursos humanos: sistema único de saúde, bases legais e implicações para a enfermagem. Revista de enfermagem Universidade do Estado de Rio de Janeiro, 17(4), 589–594. Retrieved from https://pesquisa.bvsalud.org/enfermeria/resource/pt/bde-18028
Ferreira, M. M. F. (2005). Empenhamento organizacional de profissionais de saúde em hospitais com diferentes modelos de gestão (Tese de doutoramento,Universidade do Minho — Escola de Economia e Gestão). Retrieved from http://hdl.handle.net/1822/4383
Freitas, M. (2015). Dotação segura para a prática de enfermagem: um contributo para a gestão de unidades de saúde (Tese de doutoramento em Enfermagem, Universidade Católica Portuguesa). Retrieved from http://hdl.handle.net/10400.14/20702
Jafari, S., Afshin, T., Jafari, K., Barzegar, M., (2015). Evaluation of organizational commitment among nurses in intensive care units. Journal of Nursing and Midwifery Sciences, 2(3), 38–43. Retrieved from http://jnms.mazums.ac.ir/files/site1/user_files_d258bd/telehealth-A-10-422-16-1a48868.pdf
Jones, A. (2015). Organisational commitment in nurses: Is it dependent on age or education? Nursing Management, 21(9), 29–36. Doi: 10.7748/nm.21.9.29.e1298
Karami, A., Farokhzadian, J., & Foroughameri, G. (2017). Nurses’ professional competency and organizational commitment: Is it important for human resource management? PLOS ONE, 12(11), 1–15. Doi: 10.1371/journal.pone.0187863
Labrague, L. J., McEnroe-Petitte, D. M., Tsaras, K., Cruz, J. P., Colet, P. C., & Gloe, D. S. (2018). Perceptions of organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management. International Journal of Nursing Sciences, 5(4), 403–408. Doi: 10.1016/j.ijnss.2018.09.001
Lima, M., Costa, V., Lopes, L., Balsan, L., Santos, A., & Tomazzoni, G. (2015). Níveis de comprometimento e entrincheiramento com a carreira, de enfermeiros de hospitais públicos e privados. Revista Latino-Americana de Enfermagem, 23(6), 1033–1040. Doi: 10.1590/0104-1169.0211.2646