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Nursing Work Stress: The Impacts of Social Network Structure and Organizational Citizenship Behavior

社會網絡結構與組織公民行為對護理工作壓力之影響

摘要


背景 職場裡工作壓力往往無法避免,護理工作壓力相對其他職場尤為顯著,先前的研究顯示,組織內資源無論是有形或心理層面都可有效的降低工作壓力,但有形資源容易掌控,而心理層面的資源例如:同事的支持,卻難琢磨與藉管理手段發揮其作用。目的 探討護理人員的社會網絡所可以提供的資源,對工作壓力的減輕效果。方法 透過問卷量測台灣台北市某醫學中心血液透析部門之護理人員的工作壓力、滿意度、組織公民行為與社會網絡結構,其次因社會網絡結構的資料為二維矩陣資料,須藉由UCINET軟體將資料轉為護理人員在網絡中的中心性指標,再藉由Partial least squares(PLS)分析研究架構的路徑關係與假說檢定。結果 路徑分析結果顯示,護理人員的社會網絡可有效衍生組織公民行為,此利他行為直接促成滿意度;另一方面亦藉工作壓力的減輕,間接提升工作滿意度。結論 管理者可藉由人員的社會網絡確認;將合適的人來進行組織資源的有效分配,使組織公民行為在組織裡有效的發生以減輕壓力。此外由於友誼網絡可以提供有效的心理支持,如可以讓高中心性的人員接受適當的諮商訓練,應可以在必要時發揮社會支持作用。

並列摘要


Background: The nursing workplace imposes significantly more stress on its employees than other workplace settings. Organizational resources, both physical and psychological, have been recognized in prior studies as important alleviators of nursing workplace stress. Whereas physical resources are less difficult to manipulate because of their tangibility, psychological resources, particularly psychological support from colleagues, are typically not deployed to greatest effect.Purpose: This article investigated the alleviation of nursing work stress using resources already extant in coworker social networks.Methods: Researchers conducted a survey in a dialysis department at medical center located in Taipei City, Taiwan. This survey measured nurse work stress, satisfaction, organizational citizenship behavior (OCB) and social network structures. Researchers employed UCINET to analyze the network structure data, which were in dyadic matrix format to estimate nurse network centralities and used partial least squares analysis to estimate research construct path coefficients and test extrapolated hypotheses. Result: The level of OCB induced by nurse social ties was satisfactory and did not only directly increased work satisfaction but also alleviated work stress, which indirectly boosted work satisfaction.Conclusions: Findings suggest that managers may be able to use social network analysis to identify persons appropriate to conduct the distribution of organizational resources. Choosing those with multiple social connections can help distribute resources effectively and induce higher OCB levels within the organization. In addition, staff with strong friendship network connections may provide appropriate psychological resources (support) to coworkers. If those with high friendship network centrality receive proper counseling training, they should be in a good position to provide assistance when needed.

參考文獻


Chu, C. I.,Hsu, Y. F.(2011).Hospital nurse job attitudes and performance: The impact of Employment status.The Journal of Nursing Research.19(1),53-60.
Lin, Y. W.、Chuang, T. H.、Liu, H. C.、Chen, Y. J.、Chen, F. L.(2011)。Exploring job stressors for head nurses and clinical nurses from the perspective of their job characteristics。Taiwan Journal of Public Health。30(3),245-256。
Ringle, C. M, Wende, S., & Will, A. (2007). SmartPLS 2.0M3. Retrieved from http://www.smartpls.de
The National Union of Nurses' Associations, ROC. 2011. Taiwan nursing statistics. Retrieved from http://www.nurse.org.tw/DataSearch/Manpower.aspx (in Chinese)
AbuAlRub, R. F.(2004).Job stress, job performance, and social support among hospital nurses.Journal of Nursing Scholarship.36(1),73-78.

被引用紀錄


李孟真(2017)。護理主管真誠領導對護理人員組織公民行為之影響-以生命流為中介變項〔碩士論文,長榮大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0015-2707201712372200
陳世儀(2017)。淺層情緒勞動對工作績效、組織公民行為、照護品質的影響:職場暴力調節效果之探討〔碩士論文,中山醫學大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0003-1309201715395900

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