Hemşirelerin Bireysel, İşle İlgili Değişkenleri, Meslektaş Dayanışması ve İşe Bağlılıkları Arasındaki İlişki: Kesitsel Bir Çalışma

Yıl 2023, Cilt: 26 Sayı: 4, 246 - 252, 29.12.2023

Tuğba Yeşilyurt , Nilgün Göktepe , Emine Türkmen , Begüm Yalçın

https://doi.org/10.5152/JANHS.2023.23547

Cited By: 1

Öz

Amaç: Bu çalışmanın amacı, hemşirelerin bireysel, işle ilgili değişkenleri ve meslektaş dayanışmasının işe bağlılık düzeyleri üzerindeki etkisini incelemektir.

Yöntemler: Bu kesitsel, tanımlayıcı çalışma Ekim-Aralık 2021 tarihleri arasında Türkiye’de özel bir zincir hastane grubunda çevrimiçi anket kullanılarak gerçekleştirildi. Çalışmanın örneklemi 331 hemşireden oluşmaktadır. Veri toplamak için Bireysel ve İşe İlişkin Özellikler Formu, Hemşirelerde Meslektaş Dayanışması Ölçeği ve İşe Bağlılık Ölçeği kullanılmıştır. Verilerin analizinde tanımlayıcı istatistikler, Spearman korelasyon ve çoklu doğrusal regresyon analizi kullanılmıştır.

Bulgular: Araştırmada Hemşirelerde Meslektaş Dayanışması Ölçeği puan ortalaması 103,87(±9,64) ve İşe Bağlılık Ölçeği puan ortalaması 61,53 (±16,31) olarak bulunmuştur. Hemşirelerde Meslektaş Dayanışması Ölçeği ve İşe Bağlılık Ölçeği’nden aldıkları puanlar arasında pozitif yönde ve anlamlı bir ilişki bulunmuştur (r:0,33, P < ,001). Regresyon analizinde altı bağımsız değişkenin hemşirelerin işe bağlılık düzeyini etkilediği ve bu altı değişkenin toplam varyansın %17,9’unu açıkladığı belirlenmiştir.

Sonuç: Bu çalışma, meslektaş dayanışmasının, evli olmanın, uzun süreli mesleki deneyimin ve yüksek iş yükü algısının işe bağlılığı artırdığını ortaya koymuştur. Sonuçlar ayrıca, yönetici hemşire olarak çalışmanın ve işten ayrılma niyetinin işe bağlılığı azalttığını göstermiştir.

Anahtar Kelimeler

Hemşire, işe bağlılık, meslektaş dayanışması

The Relationship Between Nurses’ Individual, Work-related Variables, Colleague Solidarity, and Work Engagement: A Cross-Sectional Study

Öz

Objective: The aim of this study was to examine the effect of nurses’ individual, work-related vari-
ables and colleague solidarity on their level of work engagement.
Methods: This cross-sectional, descriptive study was conducted between october and
December 2021 in a private chain hospital group in Turkey, using an online survey. The sample
of the study consisted of 331 nurses. The Individual and Work-related Characteristics Form, the
Colleague Solidarity of Nurses Scale, and the Work Engagement Scale were used for data collec-
tion. Descriptive statistics, Spearman correlation, and multiple linear regression analyses were
used in the data analysis.
Results: In the study, the mean score of the Colleague Solidarity of Nurses Scale was 103.87
(±9.64), and the mean score of the Work Engagement Scale was 61.53 (±16.31). A positive and
significant relationship was found between the scores that nurses obtained from the Colleague
Solidarity of Nurses Scale and the Work Engagement Scale (r = 0.33, P < .001). In the regression
analysis, it was determined that 6 independent variables affected nurses’ level of work engage-
ment and that these 6 variables explained 17.9% of the total variance.
Conclusion: The results revealed that colleague solidarity, being married, long-term professional
experience, and a high perception of workload increased work engagement. The results also
indicated that working as a nurse manager and having the intention to leave work reduced work
engagement.

Anahtar Kelimeler

Nurse, work engagement, colleague solidarity

Kaynakça

• 1. Busse R, Panteli QW. An introduction to healthcare quality: defining and explaining its role in health systems. In: Improving Heathcare Quality in Europe. Busse R, Klazinga N, Panteli D, Quentin W, eds. Copenhagen: The European observatory on Health Systems and Policies and oECD; 2019.
• 2. Dempsey C, Assi MJ. The impact of nurse engagement on quality, safety, and the experience of care: what nurse leaders should know. Nurs Adm Q. 2018;42(3):278-283. [CrossRef]
• 3. Van Bogaert P, Van Heusden D, Timmermans o, Franck E. Nurse work engagement impacts job outcome and nurse-assessed quality of care: model testing with nurse practice environment and nurse work characteristics as predictors. Front Psychol. 2014;5:1261. [CrossRef]
• 4. Ghazawy ER, Mahfouz EM, Mohammed ES, Refaei SA. Nurses’ work engagement and its impact on the job outcomes. Int J Healthc Manag. 2021;14(2):320-327. [CrossRef]
• 5. Zhang N, Xu D, Li J, Xu Z. Effects of role overload, work engagement and perceived organisational support on nurses’ job performance during the CoVID-19 pandemic. J Nurs Manag. 2022;30(4):901-912. [CrossRef]
• 6. De Simone S, Planta A, Cicotto G. The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses’ turnover intention and patient satisfaction. Appl Nurs Res. 2018;39:130-140. [CrossRef]
• 7. Reio T, Ghosh R. Antecedents and outcomes of workplace incivility. Comput Complex. 2009;2(1):1-9.
• 8. García-Sierra R, Fernández-Castro J, Martínez-Zaragoza F. Work engagement in nursing: an integrative review of the literature. J Nurs Manag. 2016;24(2):E101-E111. [CrossRef]
• 9. Kato Y, Chiba R, Shimazu A. Work engagement and the validity of job demands–resources model among nurses in Japan: a Literature Review. Workplace Health Saf. 2021;69(7):323-342. [CrossRef]
• 10. Keyko K, Cummings GG, Yonge o, Wong CA. Work engagement in professional nursing practice: a systematic review. Int J Nurs Stud. 2016;61:142-164. [CrossRef]
• 11. Kahn WA. Psychological conditions of personal engagement and disengagement at work. Acad Manag J. 1990;33(4):692-724. [CrossRef]
• 12. Kahn WA. To be full there: psychological presence at work. Hum Relat. 1992;45(4):321-349. [CrossRef]
• 13. Schaufeli W, Salanova M. Work engagement: on how to better catch a slippery concept. Eur J Work Organ Psychol. 2011;20(1):39-46. [CrossRef]
• 14. Montgomery A, Spânu F, Băban A, Panagopoulou E. Job demands, burnout, and engagement among nurses: a multi-level analysis of oRCAB data investigating the moderating effect of teamwork. Burn Res. 2015;2(2-3):71-79. [CrossRef]
• 15. Crawford ER, LePine JA, Rich BL. Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. J Appl Psychol. 2010;95(5):834-848. [CrossRef]
• 16. Kiema-Junes H, Saarinen A, Muukkonen H, Väyrynen S, Ala-Mursula L, Hintsanen M. Dimensions of social support in the experience of work engagement in middle age: a Northern Finland Birth Cohort 1966 Study. Scand J Psychol. 2020;61(5):679-689. [CrossRef]
• 17. Kristoffersen M. Solidarity in a community of nursing colleagues. SAGE Open Nurs. 2021;7:23779608211009514. [CrossRef]
• 18. Uslusoy EC, Alpar SE. Developing scale for colleague solidarity among nurses in Turkey. Int J Nurs Pract. 2013;19(1):101-107. [CrossRef]
• 19. Ulusoy EÇ, Gürdoğan EP. Hemşirelerde empatik eğilim meslektaş dayanışmasını etkiliyor mu ? Adnan Menderes Univ Sağlık Bilimleri Fak Derg. 2019;3(1):19-29.
• 20. Göktepe N, Yalçın B, Türkmen E, Dirican Ü, Aydın M. The relationship between nurses’ work-related variables, colleague solidarity and job motivation. J Nurs Manag. 2020;28(3):514-521. [CrossRef]
• 21. Kılıç E, Altuntaş S. The effect of collegial solidarity among nurses on the organizational climate. Int Nurs Rev. 2019;66(3):356-365. [CrossRef]
• 22. Polit DF, Beck CT. Resource Manual for Nursing Research: Generating and Assessing Evidence for Nursing Practice. 10th ed. Philadelphia, PA: Wolters Kluwer Health - Lippincott Williams & Wilkins; 2017.
• 23. Schaufeli WB, Salanova M, González-romá V, Bakker AB. Gonzálezromá V, Bakker AB. The measurement of engagement and burnout: a two sample confirmatory factor analytic approach. J Happiness Stud. 2002;3(1):71-92. [CrossRef]
• 24. Work U, Scale E. İş Yaşamında Öznel Iyi oluş: Utrecht Işe Bağlılık Ölçeğinin Psikometrik Niteliklerinin Incelenmesi. 2012;15:49-55.
• 25. George D, Mallery M. SPSS for Windows Step by Step: A Simple Guide and Reference, 17.0 Update. 10th ed. Boston: Pearson; 2010.
• 26. othman N, Ghazal Z, Nasurdin AM, Nasurdin AM. Enhancing nurse engagement: the role of social support and job characteristics. TOJ-DAC. 2018;8(September):1285-1282. [CrossRef]
• 27. Contreras F, Abid G, Govers M, Saman Elahi N. Influence of support on work engagement in nursing staff: the mediating role of possibilities for professional development. Acad Rev Latinoam Adm. 2020;34(1):122-142. [CrossRef]
• 28. Şahinbaş F, Erigüç G. Pozitif örgütsel davranış yaklaşımıyla işyeri arkadaşlığı ve işe adanma ilişkisi: sağlık çalışanları üzerine bir araştırma. Uluslararası Yönetim İktisat İşletme Derg. 2019;15(4):1201-1225.
• 29. García-Sierra R, Fernández-Castro J, Martínez-Zaragoza F. Engagement of nurses in their profession. Qualitative study on engagement. Enferm Clin. 2017;27(3):153-162. [CrossRef]
• 30. Zeng D, Takada N, Hara Y, et al. Impact of intrinsic and extrinsic motivation on work engagement: a cross-sectional study of nurses working in long-term care facilities. Int J Environ Res Public Health. 2022;19(3):1284. [CrossRef]
• 31. Aboshaiqah AE, Hamadi HY, Salem oA, Zakari NMA. The work engagement of nurses in multiple hospital sectors in Saudi Arabia: a comparative study. J Nurs Manag. 2016;24(4):540-548. [CrossRef]
• 32. Cerit Soydan F, Bahçecik AN. An investigation of the work-engagement levels of nurses. J Hum Sci. 2018;15(4):2289.
• 33. Gray LR, Shirey MR. Nurse manager engagement: what it means to nurse managers and staff nurses. Nurs Admin Q. 2013;37(4):337-345. [CrossRef]
• 34. Remegio W, Rivera RR, Griffin MQ, Fitzpatrick JJ. The professional quality of life and work engagement of nurse leaders. Nurse Lead. 2021;19(1):95-100. [CrossRef]
• 35. Membrive-Jiménez MJ, Velando-Soriano A, Pradas-Hernandez L, et al. Prevalence, levels and related factors of burnout in nurse managers: a multi-centre cross-sectional study. J Nurs Manag. 2022;30(4):954-961. [CrossRef]
• 36. Bjerregård Madsen J, Kaila A, Vehviläinen-Julkunen K, Miettinen M. Time allocation and temporal focus in nursing management: an integrative review. J Nurs Manag. 2016;24(8):983-993. [CrossRef]
• 37. Wang L, Chen H, Wan Q, et al. Effects of self-rated workload and nurse staffing on work engagement among nurses: a cross-sectional survey. J Nurs Manag. 2021;29(5):1329-1337. [CrossRef]
• 38. Waltz LA, Muñoz L, Weber Johnson H, Rodriguez T. Exploring job satisfaction and workplace engagement in millennial nurses. J Nurs Manag. 2020;28(3):673-681. [CrossRef]
• 39. Ahmed U, Shah MH, Siddiqui BA, Shah SA, Dahri AS, Qureshi MA. Troubling job demands at work: examining the deleterious impact of workload and emotional demands on work engagement. Int J Acad Res Bus Soc Sci. 2017;7(6):96-106.
• 40. van Woerkom M, Bakker AB, Nishii LH. Accumulative job demands and support for strength use: fine-tuning the job demands-resources model using conservation of resources theory. J Appl Psychol. 2016;101(1):141-150. [CrossRef]
• 41. Taipale S, Selander K, Anttila T, Nätti J. Work engagement in eight European countries: the role of job demands, autonomy, and social support. Int J Sociol Soc Policy. 2011;31(7/8):486-504. [CrossRef]
• 42. Llorens S, Schaufeli W, Bakker A, Salanova M. Does a positive gain spiral of resources, efficacy beliefs and engagement exist? Comput Hum Behav. 2007;23(1):825-841. [CrossRef]
• 43. Xanthopoulou D, Bakker AB, Demerouti E, Schaufeli WB. The role of personal resources in the job demands-resources model. Int. J. Stress Manag. 2017;14(2):121-141. [CrossRef]