Hospital Nurse Job Attitudes

and Performance: The Impact of

Employment Status
Cheng-I Chu & Yao-Feng Hsu

Group 6
INTRODUCTION:
● The study is based on the nursing employment arrangement of public hospitals in
Taiwan where new Labor Law regulations led to an increase in the number of
contracted nurses in place of full-time nurses.
● The turnover rates of contract nurses was found to be much higher than full-time
nurses.
● Previous studies conducted had shown higher levels of organizational citizenship
behavior, commitment and better performance by full time nurses than the
contracted ones.

AIM OF THE STUDY- The study investigates the impact of nurses’

contract or full-time employment status on job attitudes, organizational
citizenship behaviour (OCB), and job performance .
 JOB ATTITUDES

ORGANISATIONAL COMMITMENT JOB SATISFACTION

Psychological state that characterises Extent to which people like or dislike
employees’ relationship with the their job.
organisation and influences their decision (Spector, 1997)
to continue membership in the
organisation.
(Meyer and Allen, 1997)

JOB PERFORMANCE: Assesses how well the employees do their job.

Supervisor job performance ratings include citizen behaviors along with actual
job performance. (Orr, Sackett, and Mercer 1989)
ORGANISATIONAL CITIZENSHIP BEHAVIOUR
Type of discretionary work behavior that is beneficial to the organization but
is not a part of the employees’ formal job description or reward system.

OCB
ALTRUISM SPORTSMANSHIP
DIMENSIONALITY

CONSCIENTIOUSNESS
COURTESY
CIVIC
VIRTUE
 Methodology Overview

Full Term Nurses Contract Nurses Supervisors

Sample Groups
(78) (31) (9)

Data Collection Self Evaluation Self Evaluation

(Response Rate : 75.2%) Questionnaire Questionnaire

Measures
• Personal Characteristics Matched
• Organizational Behavior & Job (103/109)
Satisfaction
• Organizational Citizenship Behavior
• Job Performance

On a 5-point
Likert’s Scale:
Method - Measures
Vidya & Dhirasmita
Organizational citizenship behaviour:
20 item Chinese OCB scale of Farh, Earley and Lin (1997) was used.

Used combined scores to represent measured level of OCB.

Measured using only 5 general dimensions:

1. Identification with company

2. Altruism towards colleagues
3. Interpersonal harmony
4. Conscientiousness
5. Protecting company resources
Job performance:

Measured from 2 sources:

1. 7 item self-evaluated in role behaviour performance scale of William and

Anderson (1991):
2. 1 item question: to compare difference between self-evaluation and
supervisor evaluation.
 Result:
i. A positive correlation was found between organisational commitment, job
satisfaction, organisational citizenship behaviour and job performance.

ii. In terms of the 4 variables, no significant difference was found between full
time and contract nurses.

iii. Full time nurses received higher rating for job performance from their
supervisors.

iv. Organisational citizenship behaviour exhibited a mediating effect between job

satisfaction, organisational commitment and job performance.
Limitations of Study:
 There is not much literature on the subject of non-full-time employees in the medical profession.
 The response rate (75.2%) achieved in this study is comparatively good in comparison with other
studies on nurses.
 The cross-sectional approach of the data collection provides only limited support for causal
inference.
 Respondents’ self-reports may have been affected by a social desirability effect.
 The small sample size advises the expansion of research work to include a larger sample covering
multiple public hospitals to better justify the generalizability of results.
 nurses are cultivated within a professional culture that places a high priority upon patient care and
nursing quality. Because of this aspect of their profession, contract nurses may be relatively less
likely to reflect unconstructive attitudes and behaviours simply because of employment status
inequities.
 Inherent supervisor prejudices.
Suggestions:
In the given study, supervisors gave higher job performance ratings to full-time nurses than to
contract nurses. This result deserves further investigation and improvements like:

● Employment arrangement must be carefully carried out for contract nurses.

● Organizational commitment and job satisfaction of nurses must be reinforced.
● The workplace atmosphere of the employees’ OCB should be appropriately constructed.
● Colleague or peer-reviewed evaluation must be used for future studies.
● Influence of employment motivation on working attitudes should be probed in future.
● Validation and extension of the research framework should be done.
Conclusion:
• The article offers an insight into the employment status of nurses in Taiwan
and its impact on work related attitudes and job performance.

• The authors have tried to find the correlation between observation of the
study and the high turnover rate for contract nurses as it induces a negative
impact on stability of care provided.

• Also, it is relatively less likely to reflect unconstructive attitudes and

behaviours simply because of employment status inequities since the nurses
are cultivated within a highly professional culture with great focus on patient
care.
 Thank You!
Group Participants:
• Master in Public Health : • Master in Hospital Administration:
1. Deepali Agnihotri - m2020he006 1. Akshita Giroti- m2020ho006
2. Nishtha Kaushik- m2020he016 2. Dhirasmita Das- m2020ho016
3. Sanchita Sawardekar – m2020he026 3. Vidhyullatha Kyasani- m2020ho026
4. Subhrojit Das - m2020he036 4. Pallak Gupta - m2020ho036
5. Shishir Koul- m2020ho046