BACKGROUND:The values of individuals and organizations are the core factors driving and guiding nurses' decision-making and actions. Previous studies mainly focused on the impact of organizational commitment and other influencing factors on turnover intention.AIM:To explore the mediating effect of personal and organizational values matching the relationship between organizational commitment and turnover intention of nursing staff.METHODS:A cross-sectional survey of 490 subjects in four tertiary hospitals in Tianjin was conducted by convenient sampling. Multivariate regression analysis and structural equation models were used to test each hypothesis.RESULTS:The results showed that there is a negative correlation between personal and organizational values, organizational commitment and turnover intention, and personal and organizational values played an indirect intermediary role between organizational commitment and turnover intention.CONCLUSIONS:Organizational commitment reduces nurses' turnover intention indirect through personal and organizational values paths. Leaders can improve nurses' values as members of the organization, so as to participate in their own work more actively.IMPLICATIONS FOR NURSING MANAGEMENT:Managers should effectively reduce the turnover rate and stabilize the nursing team by improving the organizational commitment and personal and organizational values of clinical nurses.

Abstract]? Objective? To investigate effects of calling and work engagement on the career success of nurses, and construct a three-variable relationship model to provide theoretical basis for nursing management of clinical nurses. Methods? From July to October 2018, a total of 320 nurses from 3 Class ⅢGrade A hospitals in Tianjin were selected by the convenience sampling method, and the Calling Scale, Gallup Q12 Employee Engagement Survey, and Career Success Scale were used to measure the three variables. Results? A total of 320 questionnaires were distributed in this study, and 300 valid questionnaires were returned. The Calling Scale score of 300 nurses was (3.52±0.77), the score of Gallup Q12 Questionnaire was (2.20±0.47), and the score of Career Success Scale was (3.19±0.68). Correlation analysis showed that nurses' calling, engagement and career success were positively correlated (P＜0.01). The path analysis model of work engagement as the mediator in the relationship between calling and career success showed that calling had direct predictive effect on career success, and the path coefficient was 0.41. Work engagement mediated the relationship between calling and career success, and the path coefficient was 0.18. Conclusions? Nursing managers should take various measures to improve the level of calling and work engagement of clinical nurses in order to promote their career success.

糖尿病常并发高血压、冠心病、脑血管意外等严重并发症,给个人和国家造成沉重的经济负担.授权教育对改善糖尿病患者自我管理行为,降低糖化血红蛋白水平,提高患者生活质量具有显著效果.本文以授权的概念为切入点,对授权教育国内外应用现状及干预效果进行综述,以期为国内2型糖尿病疾病管理中应用授权教育提供参考依据.

Objective: Nurse shortage is a critical problem for global healthcare services. It impacts the quality of clinical care. Work engagement is the core competence of hospitals, which indicates employee's positive attitude toward organization and work. This study aimed to explore the relationships among calling, organizational commitment, and work engagement. Methods: A cross-sectional study was designed, and 320 nurses from tertiary hospitals in China completed the questionnaires that included demographic information, calling scale, employee engagement scale, and organizational commitment scale. Pearson correlation was performed to test the correlations among calling, organizational commitment, and work engagement. Stepwise regression analyses were performed to explore the mediating role of organizational commitment. The bootstrap method was employed to confirm the mediating effect. Results: Nurses' work engagement score was at the medium degree, whereas calling and organizational commitment were in the medium to high level. The results revealed that calling, organizational commitment, work engagement, and each dimension were positively correlated with one another (r = 0.145-0.922, P < 0.01). The organizational commitment plays a partially mediating effect between calling and work engagement (beta = 0.603 to 0.333, P <0.01). Conclusions: The mediation effect of organizational commitment was verified, which provided a comprehensive understanding of how calling impacted work engagement. Moreover, administrators should not only promote interventions to increase work engagement but also pay attention to calling and organizational commitment so as to improve their work engagement. Taken together, increased level of work engagement is required in the current nursing field. (C) 2019 Chinese Nursing Association. Production and hosting by Elsevier B.V.