Associations of Organizational Justice and Job Characteristics with Work Engagement Among Nurses in Hospitals in China.

Work engagement of nurses has a great effect on their productivity, patient outcomes, and organizational performance. It is important to explore what can be done to facilitate nurse engagement. In this study, we surveyed a total of 1,065 nurses chosen from seven hospitals in China by random cluster sampling to explore the state of nurse engagement and its associations with organizational justice and job characteristics. The mean score for nurse engagement was 3.5 (SD = 1.5) on a 0-6 scale, and in hierarchical multiple regression analyses we found that nurse engagement had statistically significant relationships with the two organizational justice dimensions of distributive justice (β = 0.13, p < .01) and informational justice (β = 0.17, p < .05); and the three job characteristic dimensions of task significance (β = 0.15, p < .01), job feedback (β = 0.10, p < .01), and skill variety (β = .08, p < .05). Hence, work engagement of nurses was not at a high level, and nursing leaders should consider enhancing their engagement through creating motivational job characteristics and improving nurses' perception of organizational justice.

Wan Q ，Zhou W ，Li Z ，Shang S ... -  《-》

Relational job characteristics and nurses' affective organizational commitment: the mediating role of work engagement.

To study work engagement as a mediator of the associations between relational job characteristics and nurses' affective commitment to the hospital. Earlier research has shown that work engagement mediates the relationship between job resources and affective organizational commitment. However, relational job characteristics, which may be job resources, have not been studied or examined in relation to work engagement and affective organizational commitment in the nursing profession. This study uses a correlational survey design and an online survey for data collection. Data for this correlational study were collected by survey over months (2013) from a sample of 335 hospital nurses. Measures included Portuguese translations of the Relational Job Characteristics' Psychological Effects Scale, the Utrecht Work Engagement Scale and the Affective Organizational Commitment Scale. Data analysis supports a full mediation model where relational job characteristics explained affective commitment to the hospital through nurses' work engagement. Relational job characteristics contribute to nurses' work engagement, which in turn contributes to affective organizational commitment.

Santos A ，Chambel MJ ，Castanheira F 《-》

The effects of job characteristics, organizational justice and work engagement on nursing care quality in China: A mediated effects analysis.

To analyse the structural associations among job characteristics, organizational justice, work engagement and nursing care quality in Chinese nurses. Nursing care quality helps ensure patient safety, which are core concerns. The explicit relationships among the study's variables from a management perspective can help hospital managers to implement effective strategies to improve nursing care quality. This cross-sectional study was conducted to investigate the relationships among the variables in 1,615 nurses in eight Chinese tertiary hospitals. Structural equation modelling was used to test a proposed model of these relationships. The scores of job characteristics, organizational justice, work engagement and nursing care quality were 3.55 ± 0.41, 3.84 ± 0.77, 4.67 ± 1.30 and 3.42 ± 0.70. Job characteristics and organizational justice had direct effects on nursing care quality. Work engagement mediated the relationship of nursing care quality with job characteristics and organizational justice. The final model explained 24% of nursing care quality. The results provide a better understanding of the associations between the study's variables. Perceived job characteristics and organizational justice can improve nursing care quality through work engagement. Reconfiguring work design to strengthen nurses' positive perceptions of job characteristics and organizational justice can enhance nursing care quality.

Dong X ，Lu H ，Wang L ，Zhang Y ，Chen J ，Li B ，Huang X ，Wan Q ，Dong S ，Shang S ... -  《-》

Effects of work environment and job characteristics on the turnover intention of experienced nurses: The mediating role of work engagement.

To assess turnover intention among experienced nurses and explore the effects of work environment, job characteristics and work engagement on turnover intention. The nursing shortage is an urgent concern in China. A high turnover rate of experienced nurses could have serious effects on the quality of care, costs and the efficiency of hospitals. It is crucial to explore the predictors of turnover intention and develop strategies tailored to experienced nurses. A descriptive, cross-sectional survey design. A total of 778 experienced nurses from seven hospitals was surveyed on their work engagement, job characteristics, work environment and turnover intention in March-May 2017. Structural equation modelling was used to test a theoretical model and the hypotheses. The results showed that 35.9% of experienced nurses had high-level turnover intention. The final model explained 50% of the variance in experienced nurses' turnover intention and demonstrated that: (1) work environment was positively associated with higher work engagement and lower turnover intention and work engagement partially mediated the relationship between work environment and turnover intention; and (2) job characteristics were positively related to higher work engagement and lower turnover intention and work engagement fully mediated the relationship between job characteristics and turnover intention. The study confirms the intrinsic and extrinsic motivators on work engagement posited by job demands-resources model. Theory-driven strategies to improve work environment, enhance job characteristics and promote wok engagement are needed to address the nursing shortage and high turnover intention among experienced nurses.

Wan Q ，Li Z ，Zhou W ，Shang S ... -  《-》

The impact of staff nurse empowerment on person-job fit and work engagement/burnout.

Laschinger HK ，Wong CA ，Greco P 《-》