The Relationship Among Job Burnout,Social Support And Organizational Commitment In Clinical Nurse

Organizational commitment is an important domain in organizational ethology,it is the employees'attitude to their organization.In nearly half a century,many researches find that organizational commitment can steadily predict the attitude of the individual to their job,such as absenteeism and dimission.Along with the health care reform,the intensified competition between hospitals,as well as the ubiquitous problem of nurses'shortage,the phenomenon of nurses to turn or leave their position is increasing day by day,severely effect the quality of nursing action.Therefore,to increase clinical nurses'organizational commitment level,is the important guarantee to stablize organization,aggregate employees and improve the quality of nursing service.Objective: To analyse the present situation of organizational commitment of clinical nurses, study the relationship among job burnout, social support and organizational commitment through correlation and regression analysis.Nursing administrators may use the findings of this study as a guideline for developing effective strategies to increase their organizational commitment. Methods: This paper is in the method of questionnaire including the demographic questionnaire,Maslach burnout inventory,social support rating scale and organizational commitment scale. To choose 294 clinical nurses working at least two years in two comprehensive hospitals from ShiJiaZhuang as object. Data was analyzed by Spss11.5, including analysis of T—Test,variance ANOVA,correlation analysis and regression analysis.Results:1 294 persons were investigated and 279(94.9%) of them responded, among them 268(96.1%) were valid.2 The level of the overall organizational commitment among clinical nurses was slightly higher than medium level.The three subscales of organizational commitment in ascending sequence were Affective Commitment,Normative Commitment and Continuance Commitment.3 The outcome of the demography factors analysis:The scores is significant disparity between the aged group≤30 and >30 at Continuance Commitment. The scores is significant disparity between the aged group≤40 and >40 at Normative Commitment. The scores is significant disparity between the working lifetime level≤10 and≥15 at Continuance Commitment. The scores is significant disparity between the working lifetime level 2-5 and 6-10,6-10 and≥11 at Normative Commitment. The scores is significant disparity between the marriage group of being single and getting married at Continuance Commitment. At educational background,those who graduate from university get lower scores than those who are in middle special academic and in under graduate course at Continuance Commitment.At professional title,the group of nurses and primary nurses get lower scores than the nurse-in-charge group. The scores is significant disparity between the division group surgery,gynecological department and pediatrics department,between the division group medical department and gynecological department at Continuance Commitment. At the income level, the group of≥2000 yuan/m get higher scores than the group of 1000-1999 yuan/m at Affective Commitment; the group of 1000-1999 yuan/m get lower scores than the group of 2000-2999 yuan/m at Continuance Commitment; there is no significant disparity at Normative Commitment. The nurse hired without life-long contact get lower scores at Continuance Commitmentthan others.4 All factors in social support are significant correlation with Affective Commitment and Normative Commitment,no significant correlation with Continuance Commitment. All factors in job burnout are significant correlation with organizational commitment.5 The predictor factors in social support for organizational commitment: LY,KG of all the three variables can predict Affective Commitment.Among them, LY contributes 7.1% to Affective Commitment alone.The variables of social support can't predict Continuance Commitment.There are two variables LY,ZG for Normative Commitment,LY contributes 4.8% to Normative Commitment alone.The predictor factors in job burnout for organizational commitment: All the three variables can predict Affective Commitment and Normative Commitment,.Among them, DP contributes 28.2% to Affective Commitment alone,EE contributes 20.7% to Normative Commitment alone.Only EE can predict 13.2% for Continuance Commitment.Conclusion:1 The level of the overall organizational commitment among clinical nurses was slightly higher than medium level.The three subscales of organizational commitment in ascending sequence were Affective Commitment,Normative Commitment and Continuance Commitment.2 There is significant disparity at age, working lifetime, marriage condition, educational background, professional title, income level and employment style. Those who are older, married, lower educational background, working long, moderate income and registered nurses with high professional title get a higher organizational commitment score. There are some hints that we should consider the individual's condition and their work environment when boost clinical nurses'organizational commitment.3 The factors of social support LY,KG can predict Affective Commitment, LY,ZG can predict Normative Commitment, social support can't predict Continuance Commitment.4 All factors of job burnout can predict Normative Commitment and Affective Commitment. Only EE can predict Continuance Commitment.