Willingness to make an effort describes the extent to which nurses are willing to exert considerable effort on behalf of the organization. This finding supported the results of previous studies (Cherniss, 1999; Korabik & Rosin, 1996). There were 12 female participants, and their practice settings and other demographics are shown in Table 1. Study results may inform health care institutions about the importance of nurses’ job satisfaction and professional commitment so hospital administration can improve these aspects of organizational environment. Four more discussion and opinion papers that met the search criteria were identified. This research demonstrated that professional commitment influences both intrinsic and extrinsic job satisfaction. The specialties of Dr. Lin are in evidence-based nursing, Aboriginals, and nursing education. Given the paucity of research (Spence 2004, Lindh et al 2010, Murray 2010), this study aimed to explore nurses’ understanding of the concept. Table 2. This could help retain nurses in a profession of which they are immensely proud, but which can be challenging and have a personal cost. Six studies 8, 22, 23, 28-30 investigated job satisfaction among nurses implementing the team nursing model of care. Members of _ can log in with their society credentials below. Charmaz’s (2014) approach includes emphasis on action and coconstruction of meaning with the participants. She also works as an internship instructor in a medical center in the Junior College of Medicine, Nursing and Management. Reflexivity is central to the analysis, and to improve credibility an audit trail of detailed analysis articulates emergent theoretical concepts (Gasson 2004). Recently, a critical shortage of registered nurses has developed worldwide, and this shortage is expected to worsen (H. Lu, Barriball, Zhang, & While, 2012). Nursing is a dynamic and challenging profession requiring engaging and inspiring role models and leaders. As Lachman (2010) notes, courage is far from redundant, and is still relevant today as nurses encounter numerous situations that call for it. Twelve qualified nurses were interviewed in depth about their understanding of courage in professional practice. Perceived professional commitment was measured using a scale developed by the researchers after a systematic review of the literature (Lin et al., 2007; H. Lu et al., 2012; H. Lu, While, & Barriball, 2005; K. Y. Lu, Lin, Wu, Hsieh, & Chang, 2002). All participants in this study were volunteers. Many experienced nurses are leaving the field and young people are not selecting nursing as a potential career. The aim was to analyse rather than simply describe the data (Corbin and Strauss 2008). She previously worked in New York City as an assistant director in hospitals. A literature review was also undertaken. International Journal of Nursing Studies. A further 12 papers with only courage in the title and specific to nursing were identified in the same search (ten US, one European and one UK), and were a mix of opinion pieces and discussion articles. [PUBMED] [CROSSREF] [Google Scholar] Future studies could explore these settings separately. NVivo software, which encourages data analysis during collection (Bringer et al 2006, Bazeley 2007, Hutchinson et al 2010), was used.The 12 interviews raised 86 codes related to nurses’ understanding and use of courage. (2012) concluded that hospital nurses’ job satisfaction is closely related to working conditions and the organizational environment; job stress; role conflict, ambiguity, perception, and content; and organizational and professional commitment. Intrinsic factors are motivating factors (i.e., personal achievement, recognition, responsibility, advancement, growth, and the work itself). Article Google Scholar 4. A self-reported structured questionnaire was used to collect data. (2000). Three initial themes from analysis of the findings are presented and discussed below, and are applied in the context of Leading Change, Adding Value (Cummings 2016). Simply select your manager software from the list below and click on download. Correlations between professional commitment and job satisfaction were calculated using Pearson’s product–moment correlation, and a p value of less than .05 was considered statistically significant. The aims of the study were to explore how nurses’ understanding of courage can inform future practice, thus enabling preparation and support for nurses to use courage in practice settings, and to enhance understanding of adult nurses’ use of courage in everyday professional practice. A higher score indicated greater professional commitment. This finding confirmed the results of several previous studies (Brewer & Nauenberg, 2003; Kuokkanen et al., 2003; Lopopolo, 2002). (2014) found that low job satisfaction might lead to a decrease in service quality and an increase in patient care costs. This finding was congruent with results of a previous study, which showed that demographic variables do not significantly contribute to nurses’ job satisfaction (Oladotun & Öztüren, 2013). Organizational commitment: A mediator of the relationships of leadership behavior with job satisfaction and performance in a non-Western country. Lindh et al (2010) also found that courage was related to nurses’ willingness to expose themselves to risk, while Gallagher (2010) suggests that organisational, individual or cultural factors can influence this, and proposes that organisations need to embrace moral courage. This is also identified by Lindh et al (2010)’s review of research on courage, which found that remaining true to convictions is a struggle for nurses who may face losing their jobs if they speak out, and Lachman (2010), who suggests that nurses usually know what to say but may not do so because they fear embarrassment or punishment. This self-assessment scale includes 20 items addressing two subscales that measured inner satisfaction and external satisfaction. Compassion underpinned Florence Nightingale's depiction of the nursing character, and, in texts on nursing that followed, words associated with compassion (rather than this term itself) were employed—like virtuous, loving, kind). Unstructured interviews, consistent with constructionist grounded theory (Age 2011), took place in locations chosen by participants and lasted on average one hour. The aim was to explore how nurses’ understanding of courage can inform future practice, thus enabling preparation and support for nurses’ use of courage in practice settings, and to enhance understanding of their use of it in everyday professional practice. A total of 150 questionnaires were sent and 132 were returned, yielding a response rate of 88%. The majority of the 132 respondents was unmarried (62.1%) and had earned a college degree (58.3%); the nurses’ mean age was 28.8 years (SD = 4.38). Please check you selected the correct society from the list and entered the user name and password you use to log in to your society website. The specialties of Miss Lin are in evidence-based nursing, women’s health, and nursing education. She also works as a nursing consultant in a medical center in Northern Taiwan. Willingness to make an effort, appraisal in continuing one’s career, and belief in goals and values together explained 32% of the variance in inner and external satisfaction. Asegid et al. Results showed a significant difference between participating nurses’ willingness to make an effort by marital status (t = 1.98, p < .05). A larger sample would have strengthened the significance of the findings. Sign in here to access free tools such as favourites and alerts, or to access personal subscriptions, If you have access to journal content via a university, library or employer, sign in here, Research off-campus without worrying about access issues. Highly committed professionals are more responsive to advancing their professional value (Schlett & Ziegler, 2013; Teng et al., 2007). Szwedo , D. E., Mikami , … The 26 items addressed the three main categories of professional commitment: willingness to make an effort, appraisal of continuing one’s career, and belief in goals and values. Teng et al. In terms of nurses’ work life, 28.8% worked on surgical units, 73.5% worked shifts, and 40.9% were classified as N2 (Table 1). The three initial themes included here are as follows: being in a situation you do not want to be in, speaking up and taking risks. CMRPF 170091). She also said, as she recalled a patient who she felt emotionally distressed about 20 years after caring for them: ‘I don’t know; is compassion connected to courage? The results showed that married nurses had higher willingness to make an effort scores than unmarried nurses. Relationships Among Demographic, Professional Commitment, and Job Satisfaction Variables. P2 had a similar experience in an acute setting when two departments were being combined: ‘Nobody had the courage to speak up; everybody accepted what happened, why it happened; nobody had the courage to challenge it and, if they did challenge it, nobody had the courage to, to back them up and say we can’t do this anymore.’. A better understanding of nurses’ job satisfaction and professional commitment could aid hospital administrators in retaining nursing staff (Lin, Wang, Li, & Huang, 2007), thus improving patient outcomes. Adult nurses were recruited as the researcher is undertaking a professional doctorate and her area of practice is adult nursing. Data held were anonymised, password protected and securely stored. However, the implications for practice are becoming clear. Overall, this theme has depth and complexity, and implications for practice include supporting nurses to manage the risks they face. The interviews sought to reveal participants’ salient views and what meanings they attached to the word courage (Bowling 2009, Prescott 2009). P9 noted: ‘Courage is very closely linked to confidence, isn’t it, and experience; that, if you are confident in your knowledge and you’re confident in what you think is right, then you have the courage to shout about it.’. The demographic characteristics collected included age, marital status, education, work sector (department), work shift, and job level on a nursing proficiency ladder, a system with hierarchical structure that can be divided into four levels associated with an individual’s clinical abilities and proficiency growth. found that a higher level of occupational commitment was related to stronger intention to stay [ 41 ]. Furthermore, researchers have reported that the concept of professional commitment includes professional concerns, involvement, loyalty, relationships, recognition, beliefs, ethics, internal satisfaction, professional growth, and job involvement (Mowday, Steers, & Porter, 1979; Tsai, 2000). I have read and accept the terms and conditions, View permissions information for this article. This study suggests that even experienced nurses can find using courage demanding, and this should inform recruitment and retention policies.