Background
Literature Review and Research Hypotheses
Job rotation
Role stress
Job satisfaction
Organizational commitment
Relationships among job rotation, job satisfaction, and organizational commitment
Relationships among role stress, job satisfaction, and organizational commitment
Methods
Research Framework (Model)
Research Subject and Sampling Method
Study Tools
Construct | Variable | Operational Definition | References |
---|---|---|---|
Job Rotation
| Job Rotation | Hospital nursing personnel transfer among departments of different functions or different units of the same department without promotion or salary adjustment. | Campion et al. (1994) & Anil and Brian (2004) |
Role Stress
| Role Ambiguity | Insufficient information about work objectives to be completed and the uncertainty of others' expectations toward an individual and the results generated after objectives have been accomplished. | Kahn et al. (1964), Piko (2006), & Van Sell, Brief, and Schuler (1981) |
Role Conflict | Under the conditions of an individual's time, resources, capability, or value, it (role conflict) may take place if the conditions are inconsistent with the standards, criteria, and expectations set by role senders. | ||
Role Overload | Psychological burden that is formed when a role sender has overly high requirement and expectations for a role recipient's job, which exceeds what the role recipient is capable of, from a legitimated position. | ||
Job Satisfaction
| Internal Satisfaction | The opportunities to demonstrate abilities, sense of achievement obtained from work, ethical values of the work, opportunities to provide services. | Judge and Bono (2001) & Best and Thurston (2004) |
External Satisfaction | Job content, salary, unobstructed channels for promotion, work environment and equipment. | ||
Organizational Commitment
| Value Commitment | Strong beliefs in and acceptance of the organizational objectives and values. | Porter et al. (1974) & Trimble (2006) |
Effort Commitment | Willingness to dedicate more efforts for the organizational benefits. | ||
Retention Commitment | Willingness to stay in the organization as a member of the organization. |
Construct | Factor Naming | Cronbach's α |
---|---|---|
Job rotation | ||
Job rotation |
0.92
| |
Role Stress
| ||
Role Ambiguity |
0.79
| |
Role Conflict |
0.82
| |
Role Overload |
0.81
| |
Job Satisfaction
| ||
Internal Satisfaction |
0.88
| |
External Satisfaction |
0.89
| |
Organizational Commitment
| ||
Value Commitment |
0.82
| |
Effort Commitment |
0.88
| |
Retention Commitment |
0.85
|
Indicator | Job Rotation | Role Stress | Job Satisfaction | Organizational Commitment |
---|---|---|---|---|
χ2/df. (< 3) | 2.96 | 2.47 | 2.55 | 2.30 |
GFI (> .9) | 0.90 | 0.93 | 0.91 | 0.93 |
AGFI (> .8) | 0.82 | 0.87 | 0.83 | 0.85 |
NFI (> .9) | 0.91 | 0.90 | 0.91 | 0.93 |
RMSR (< .08) | 0.03 | 0.02 | 0.03 | 0.02 |
Construct | Variable/Question Item | Standardized Loading | Measurement Error | Composite Reliability | AVE |
---|---|---|---|---|---|
Job Rotation
| 1. I believe job rotation is a type of job training. (JRT)
| 0.40** | 0.84 |
0.75
|
0.73
|
2. Job rotation broadens my knowledge and skill in other fields. (JRK)
| 0.66** | 0.56 | |||
3. I am willing to accept job rotation now. (JRA)
| 0.52** | 0.73 | |||
4. Before job rotation, the organization seeks my consent. (JRC)
| 0.78** | 0.39 | |||
5. I believe job rotation is an excellent system. (JRS)
| 0.64** | 0.59 | |||
6. Overall, I like job rotation. (JRL)
| 0.76** | 0.42 | |||
Role Stress
|
Role Ambiguity (RA)
|
0.78
|
0.75
| ||
1. I do now know how to utilize my time appropriately. | 0.77** | 0.41 | |||
2. I have no idea of what I have to do every day. | 0.80** | 0.36 | |||
3. I have no clue of what the hospital's expectations of my job are. | 0.83** | 0.31 | |||
Role Conflict (RC)
|
0.72
|
0.71
| |||
4. Others often have inconsistent requirements for my job. | 0.69** | 0.52 | |||
5. I often did some unnecessary work. | 0.72** | 0.48 | |||
6. Sometimes the tasks the hospital assigned to me were too difficult or too complicated. | 0.76** | 0.42 | |||
Role Overload (RO)
|
0.81
|
0.76
| |||
7. My everyday workload is too much for me to finish. | 0.82** | 0.33 | |||
8. My assignments seem to become more and more complicated. | 0.81** | 0.34 | |||
9. I am in charge of many duties and tasks at the same time, which are too much for me to handle. | 0.78** | 0.39 | |||
Job Satisfaction
|
Internal Satisfaction (IS)
|
0.86
|
0.77
| ||
1. My job provides me the chance to fulfill my ability. | 0.79** | 0.37 | |||
2. I can derive a sense of achievement from my job. | 0.82** | 0.32 | |||
3. I am satisfied with my self-development from my job. | 0.86** | 0.27 | |||
4. I am competent to do my present job. | 0.91** | 0.18 | |||
5. I find my job meaningful. | 0.79** | 0.37 | |||
External Satisfaction (ES)
|
0.85
|
0.79
| |||
6. I am satisfied with my present job's environment and facilities. | 0.79** | 0.38 | |||
7. Compared with other nursing personnel, I am content with my salary. | 0.84** | 0.29 | |||
8. My present job provides me a chance for promotion. | 0.87** | 0.25 | |||
9. I get along well with my colleagues. | 0.74** | 0.45 | |||
10. I would get complimented when I do well on my job. | 0.78** | 0.39 | |||
Organizational Commitment
|
Value Commitment (VC)
|
0.79
|
0.79
| ||
1. I have a strong sense of belonging to the hospital. | 0.58** | 0.53 | |||
2. I am willing to serve this hospital. | 0.71** | 0.49 | |||
3. I am proud to be a part of this hospital. | 0.81** | 0.34 | |||
4. I care about the future development of the hospital. | 0.70** | 0.51 | |||
Effort Commitment (EC)
|
0.80
|
0.77
| |||
5. I am willing to put extra effort to achieve the goals of my job. | 0.82** | 0.33 | |||
6. I try my best to overcome the difficulties of my job. | 0.84** | 0.29 | |||
7. I am willing to pass on my working experience to new staff. | 0.55** | 0.56 | |||
8. I actively help my colleagues to solve problems in their work. | 0.71** | 0.49 | |||
Retention Commitment (RC)
|
0.78
|
0.75
| |||
9. I feel I will have a promising future if I stay in this hospital. | 0.58** | 0.54 | |||
10. I have a profound attachment to this hospital. | 0.64** | 0.59 | |||
11. With the present working environment and system, I am willing to stay in this hospital. | 0.48** | 0.77 | |||
12. If I leave this hospital, I will have guilt feelings. | 0.81** | 0.35 |
Data Analysis Method
Ethical Considerations
Results
Characteristics of Samples
Variable/Item | Frequency | Percentage |
---|---|---|
Hospitals | ||
Medical Center A |
273
|
51.3
|
Medical Center B |
259
|
48.7
|
Gender
| ||
Female |
532
|
100
|
Age
| ||
30 or under |
256
|
48.1
|
31–40 |
210
|
39.5
|
41–50 |
66
|
12.4
|
Marital status
| ||
Married |
225
|
42.3
|
Not married |
307
|
57.7
|
Education
| ||
College or under |
235
|
44.2
|
Bachelor |
226
|
42.5
|
Master or above |
71
|
13.3
|
Seniority
| ||
Less than 3 years |
92
|
17.3
|
3–6 years |
161
|
30.3
|
6–10 years |
149
|
28.0
|
10 years or above |
130
|
24.4
|
Units
| ||
Ward |
270
|
50.8
|
Intensive care unit |
142
|
26.7
|
Others |
120
|
22.5
|
Job title
| ||
Nurse |
499
|
93.8
|
Head nurse |
33
|
6.2
|
The Relationships among Nurses' Job Rotation, Role Stress, Job Satisfaction, and Organizational Commitment
Fitness Statistics | χ 2/df. | GFI | AGFI | NFI | RMSR |
---|---|---|---|---|---|
Standard Value | < 3 | > .9 | > .8 | > .9 | < .08 |
Conceptual Model
|
2.15
|
0.93
|
0.89
|
0.91
|
0.026
|