Intervention: Organizational Engagement The implications of organizational engagement from job satisfaction for nurses within Czech is, “related to the value-fit with the organization” (Zuzana & Krupkova, 2013, p. 1). The idea is job satisfaction among nurses in Czech is based on their fit within the hospital’s broader organization as well as within the department. “Our concept of organizational engagement (OE) is concerned more with the employees’ involvement in organizational goals than with their psychological state of mind.” (Zuzana & Krupkova, 2013, p 1) The psychological state of mind of the nurse is important here because the study chose to focus on the employees’ involvement in organizational goals. The employees’ level of organizational
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“Studies have shown that organizational commitment among employees promotes organizational effectiveness through job performance and quality and low levels of tardiness, absenteeism , and turnover (Mathieu & Zajac, 1990, Randall 1990 as cited in Igbeneghu & Popoola, 2011, p. 1). Perhaps arguably, tardiness, absenteeism, and turnover are all factors that exhibit job dissatisfaction. Organizational commitment provides a means to reduce the aforementioned factors and promote organizational effectiveness. Organizational commitment can be influenced by “variables such as age, marital status, gender, locus of control, and job satisfaction” (Igbeneghu & Popoola, 2011, p. 1). Here we see the intervention is influenced by job satisfaction, which points to organizational commitment as influenced by job satisfaction. Locus of control is the target factor when identifying organizational commitment as a nursing intervention. Internal locus of control reflects the nurses’ view regarding their influence over the control of life events, and whether there is an inherent belief of being responsible for influencing those events. External locus of control refers to the nurses’ view that life events are externally controlled by external factors such as powerful people and luck (Igbeneghu & Popoola, 2011, p 1). Organizational commitment can …show more content…
An internal locus of control improves performance, resilience, and satisfaction. The answer to these questions will inform future changes that must be made in order to attend to Herzberg 's second type of factor: motivational factors. Also, it is possible to argue that an internal locus of control is a necessary aspect of hygiene, as explained in Herzberg 's theory, because it is related to working conditions and the possibility of experiencing satisfaction. Moreover, intrinsic motivation is difficult to achieve with an external locus of
“Studies have shown that organizational commitment among employees promotes organizational effectiveness through job performance and quality and low levels of tardiness, absenteeism , and turnover (Mathieu & Zajac, 1990, Randall 1990 as cited in Igbeneghu & Popoola, 2011, p. 1). Perhaps arguably, tardiness, absenteeism, and turnover are all factors that exhibit job dissatisfaction. Organizational commitment provides a means to reduce the aforementioned factors and promote organizational effectiveness. Organizational commitment can be influenced by “variables such as age, marital status, gender, locus of control, and job satisfaction” (Igbeneghu & Popoola, 2011, p. 1). Here we see the intervention is influenced by job satisfaction, which points to organizational commitment as influenced by job satisfaction. Locus of control is the target factor when identifying organizational commitment as a nursing intervention. Internal locus of control reflects the nurses’ view regarding their influence over the control of life events, and whether there is an inherent belief of being responsible for influencing those events. External locus of control refers to the nurses’ view that life events are externally controlled by external factors such as powerful people and luck (Igbeneghu & Popoola, 2011, p 1). Organizational commitment can …show more content…
An internal locus of control improves performance, resilience, and satisfaction. The answer to these questions will inform future changes that must be made in order to attend to Herzberg 's second type of factor: motivational factors. Also, it is possible to argue that an internal locus of control is a necessary aspect of hygiene, as explained in Herzberg 's theory, because it is related to working conditions and the possibility of experiencing satisfaction. Moreover, intrinsic motivation is difficult to achieve with an external locus of