Professional Commitment and Perceived Organizational Support Among Nursing Academic Staff: A Comparative Study

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1 Med. J. Cairo Univ., Vol. 81, No. 1, March: , Professional Commitment and Perceived Organizational Support Among Nursing Academic Staff: A Comparative Study LOBNA Kh. MOHAMED, D.N.Sc.* and AHLAM M. EL-SHAER, D.N.Sc.** The Department of Nursing Service Administration, Faculty of Nursing, Tanta University* and Mansoura University** Abstract Background: Professional Commitment is a concept that attracted a great deal of attention in the workplace for a better understanding of employees' attitudes and performance. It helps an academic staff to persist in their profession for long enough to develop specialized skills. The strength of any occupation depends upon the degree of professional commitment of its members. Aim: This research aims to assess the nature of professional commitment among nursing academic staff and examine its relationship with their perceived organizational support at Tanta and Mansoura Nursing Faculties. Methodology: A descriptive analysis was used. The study was conducted on all available nursing academic staff at Tanta and Mansoura Nursing Faculties. The researchers used Tricomponents model of employee commitment scale and perceived organizational support scale. Results: The results revealed that around half of nursing academic staff had unsatisfied at Tanta and very satisfied at Mansoura with perceived organizational support. This research stated that perceived organizational support had a significant relation with professional commitment of nursing academic staff at Tanta and insignificant relation at Mansoura. Conclusion: It is concluded that the nursing academic staff of Nursing Faculty had high level in normative professional commitment at Tanta and had high level in affective professional commitment at Mansoura. Thus, nursing academic staff s experiencing high perceived organizational support differ from nursing academic staffs experiencing low POS. Recommendations: It is recommended for the organization to increase efforts of organizational support through positive and safe work environment, supportive administration, career progression, salary, as well as support from work teams for increasing professional commitment of nursing academic staff. Key Words: Professional commitment Perceived organizational support and nursing academic staff Correspondence to: Dr. Lobna Kh. Mohamed, The Department of Nursing Service Administration, Faculty of Nursing, Tanta University Introduction COMMITMENT to one's profession has not been studied as extensively as organizational commitment, it has been comparatively neglected. However, professional commitment has been found to be an important component of different types of work-related commitment [1,2]. Still a very little research on professional commitment has been conducted within educational seftings [3]. Therefore, ignoring commitment with occupation and taking only organizational commitment (OC) into consideration does not provide a complete picture [4]. McComb [5] noted that Professional Commitment (PC) is more relevant where the profession is a more meaningful focus for an employee than the organization. As work becomes more specialized, society has a need to retain people in particular occupations. Irving et al. [6] have already argued that occupational commitment escalate in importance as a compensation for the loss of organizational commitment. PC is a concept that attracted a great deal of aftention in the workplace for a befter understanding of employees' aftitudes and performance [7]. Lacking of professional commitment has been found to be associated with intention to leave the nursing profession and also with intention to leave the organization [2,8]. PC has been identified as career commitment, career salience, and occupational commitment [4,9]. It describes individual attitudes toward their career, and recognized as a form of work commitment that individuals have on a career facet [9]. PC is based on the concept of professionalism, namely the extent to which individual members identify with their profession and endorse its values [7]. 235

2 236 Professional Commitment & Perceived Organizational Support Professional commitment is a person's involvement, pledge, promise or resolution towards his/her profession [in It is the degree to which a person's work performance affects his self-esteem [ill. Cohen [7] defines PC as one's attitude, including affect, belief, and behavioral intention toward his or her occupation. Felfe et al. [12] indicated that commitment to the form of employment explains variance of organizational outcomes over and above organizational commitment. Generally, this type of commitment emphasizes different characteristics such as professional autonomy, conformity to professional standards and ethics, collegial authority, as well as client orientation and loyalty [2,7]. Recent researches support a three-dimensional construct of professional commitment that is similar to the one for organizational commitment [2,13-15]. The first dimension was termed "affective professional commitment", and was defined as positive feelings of identification with, attachment to, and involvement in the profession [16]. Employees with a strong degree of affective commitment continue employment with the profession because they want to do so [9]. Affective commitment develops as a result of experiences at work, job scope, and support from supervisor and the organization [17]. The second dimension of PC was termed "continuance commitment" and was defined as the extent to which employees feel committed to their profession by virtue of the costs that they feel are associated with leaving this profession [16]. Employees whose primary link to the profession is based on continuance commitment remain because they need to do so [9,18]. Continuance commitment can be further strengthened if a person has a large amount of accrued benefits [17,19]. Finally, the third dimension was termed "normative commitment" and was defined as the employees' sense of moral obligation, or feeling of loyalty to remain with this profession [17,20]. Employees with a high degree or level of with normative commitment feel that they ought to remain with this profession [17,21]. The tri-component approach of commitment provide a way of understanding the structure and nature of professional commitment, which develop the bond between an individual and his or her identified profession as a similar fashion to the bond between an individual and his or her employing organization [2,9,13]. The concept of Perceived Organizational Support (POS) refers to employees' perception concerning the extent to which the organization values their contribution and cares about their well being [22]. Specifically, POS refers to the situation in which the organization is ready to reward the efforts made on its behalf and it also describes the organization's readiness to provide a sense of assurance that aid will be available when needed [23]. Furthermore, being valued by the organization could yield benefits such as approval, respect, pay, promotion, access to information, and other forms of aid needed to better carry out one's job. Because of that, POS creates feelings of obligation to the employers to engage in behaviors that support organizational goals [24]. Education is an important aspect in everyone's life mi. The main players in nursing education field are academic staff (professors, assistance professors, lecturers, assistant lecturers and demonstrators), who may be termed as teachers, tutors, or facilitators. Regardless of the title, or the institutions where they work, the educators shoulder heavy responsibilities in educating the students [25]. Universities worldwide are aiming to have committed educators in their system [26]. Career/professional commitment helps an academic staff to persist in their profession for long enough to develop specialized skills [27]. Pienaar [28] strongly argues that the academic profession is fundamental to the functioning of any university. The strength of any occupation depends upon the degree of professional commitment of its members. Without well qualified and committed academic staff, no academic institution can really ensure sustainability and quality. Furthermore, individuals perceive an organization as more attractive as their own career motivation increases and displays higher levels of requirements and expectations from the organizations with which they establish relationships [24,29]. In fact, the quality of nursing education depends a great deal on the level of academic staff involvement in relation to the profession exerted and to the perceived organizational support. Therefore, this research aims to assess the professional commitment among nursing academic staff and examine its relationship with their perceived organizational support. Aim: To assess the nature of professional commitment among nursing academic staff and examine its relationship with their perceived organizational support. Research question: Is there a positive relationship between professional commitments of nursing academic staff and their perceived organizational support?.

3 Lobna Kh. Mohamed & Ahlam M. El-Shaer 237 Material and Methods Design: Descriptive design was utilized in this research. Setting: The study was conducted at Mansoura and Tanta Nursing Faculties. Mansoura Nursing Faculty includes eight departments' namely Administration, Med-Surgery, Pediatrics, Community Health, Psychiatric, Obstetric, Critical care and Geriatric. While Tanta Nursing Faculty includes six departments (The same of another faculty except for Critical care and Geriatric departments were not involved). Subjects: The subjects of this study include all nursing academic staff at both nursing faculties during the academic year This research was targeted on nursing academic staff because they considered the operational core of this type of institutions. They are 67 nursing academic staff at Mansoura Nursing Faculty (22 demonstrators, 31 assistant lecturers, 10 lecturers, 3 assistant professors and 1 professor) and 64 nursing academic staff at Tanta Nursing Faculty (24 demonstrators, 15 assistant lecturers, 16 lecturers, 5 assistant professors and 4 professors). Tools: The researchers used two structured questionnaires which derived from two validated instruments. Tool I: The Tri-components model of employee commitment scale: This tool was developed by Allen and Meyer (1991) [30] which comprised of two main parts. The first part intended to collect personal characteristics of nursing academic staff such as age, academic degree, specialty area, years of experience and marital status. The second part consisted of 23 items to assess tri-component model of employee commitment (affective 8 items, continuance 7 items and normative 8 items). The words "profession" or "chosen profession" were substituted for the name of the organization when assessing professional commitment. In some cases, a slight change in sentence structure was also necessary to pertain for professional rather than organizational commitment. Tool II: Perceived Organizational Support Scale This tool was developed by Eisenberger et al (1990) [31]. It consisted of 12 items to assess levels of perceived organizational support among nursing academic staff in previous settings. All scales utilized a 5-point Likert-type format which ranged from [5] denoting "strongly agree" down to [ii "strongly disagree". The scoring of negative statements was reversed. The questionnaire was measured for internal consistency (0.99), content validity index (0.88) and test-retest reliability (0.99). Methods: Both tools were tested for its content validity and relevance by a jury consisted of 7 academic staff from nursing administration department of Nursing Faculties at Mansoua and Tanta University. The necessary modifications were performed. A pilot study was conducted on 5% of nursing academic staff whom were excluded from the sample to ascertain clarity and feasibility of tools. The questionnaire sheet consumed about minutes to be answered, and collection period extended over two months starting from January All participants interviewed for explaining the purposes of the research, and they have the right to withdrawal from the study any time. Ethical considerations: Prior to the data collection, an official permission from both Faculties' responsible authorities was obtained. Informed consent from nursing academic staff was obtained after explaining the purpose of the research. Respondents were assured that the data would be treated in strict confidence. Statistical analysis: After completing the data collection, all data were collected, tabulated and subjected to statistical analysis by SPSS in general (version 17) and Microsoft Office Excel for data handling and graphical presentation. Quantitative variables are described by Mean, Standard Deviation (SD), and Range (Maximum-Minimum) Pearson Correlation coefficient is used to assess the relation between any two quantitative variables. Significance level is considered at p<0.05. Results Table (1) depicts personal characteristics of academic staff at Tanta and Mansoura Nursing Faculties. It was observed that high percent of nursing academic staff in Tanta (37.5%) was in the age group 20-<30 years with mean value 36.47± 12.48, 79.7% of them had married and half of them had 1-10 years of experiences with mean years 13.28± The highest percent (37.5%) of them was demonstrators and equal percent (20.3%) worked in administration, community and psychiatric departments.

4 238 Professional Commitment & Perceived Organizational Support Table (1): Personal characteristics of academic staff at Tanta and Mansoura Nursing Faculties. Personal characteristics Mansoura faculty of Tanta faculty of nursing (n=67) nursing (n=64) % N % N Age/years: 20-< < < Range Mean±SD 32.40± ±12.48 t-test P 0.026* Marital status: Married Single Divorced Widow Years of experience: 1-< < < Range Mean±SD 8.51± ±11.67 t-test P 0.005* Academic level: Professor Ass. Professor Lecturer Ass. Lecturer Demonstrators Specialty area: Administration Med-surgery Pediatric Community Psychiatry Obstetric Critical Geriatric Regarding Mansoura, high percent (43.3%) of nursing academic staff was in the age group 30- <40 years with mean value 32.40±7.70, 70.1% of them had married and more than half (53.7%) of them had 1-10 years of experiences with mean years 8.51±6.94. High percent (46.3%) of them were assistant lectures. Considerable percents 17.9% and 14.9% of them worked in med-surgery and community departments respectively, as well as equal percent (13.4%) of them worked in administration and obstetric departments. Table (2) shows the mean scores of professional commitment dimensions among nursing academic staff at Tanta and Mansoura Nursing Faculties. The result revealed no significant difference between three dimensions of professional commitment perceived among nursing academic staff at Tanta & Mansoura. The highest mean scores of nursing academic staff were 27.34±4.86 in normative PC at Tanta and 26.87±3.86 in affective PC at Mansoura. While the lowest mean scores (24.88±3.93 and 25.28±3.78) of nursing academic staff were in continuance PC at Tanta and Mansoura respectively. Table (3) represents professional commitment levels perceived by academic staff at Tanta & Mansoura Nursing Faculties. It appears from this table that 61% and 59% of academic staff respectively had high level of professional commitment at Tanta and Mansoura regardless of dimensions. Additionally, 26% and 25% of them had low level at Tanta and Mansoura respectively. Considerable percents (13% & 16%) had moderate level at Tanta & Mansoura Nursing Faculties respectively. Table (2): Mean scores of professional commitment dimensions among nursing academic staff at Tanta and Mansoura Nursing Faculties. Nursing Nursing academic academic PC at Tanta at Mansoura dimensions (n=64) (n=67) t-test p Range Mean±SD Range Mean±SD Affective ± ±3.86 Continuance ± ±3.78 Normative ± ±3.70 Total ± ±7.42 Table (3): Professional commitment levels perceived by nursing academic staff at Tanta and Mansoura Nursinsg Faculties. Levels of commitment High Moderate Low Mansoura (n=67) Total commitment perceived Tanta (n=64) % N % N P X

5 Lobna Kh. Mohamed & Ahlam M. El-Shaer 239 Fig. (1) describes levels of perceived organizational support among nursing academic staff at Tanta & Mansoura Nursing Faculties. Regarding nursing academic staff at Tanta, 50% of them had unsatisfactory level, 35% had very satisfactory level and 15% had satisfactory level of POS. While 49% of nursing academic staff at Mansoura, had very satisfactory level, 31% had unsatisfactory level and 20% had satisfactory level of POS. The result indicated a statistical significant difference between three levels of POS in two settings. Table (4) represents the relationship between perceived professional commitment and organizational support at Tanta and Mansoura academic nursing staff. It revealed a positive relationship between levels of professional commitment of nursing academic staff and their perceived organizational support at Mansoura Nursing Faculty only. Table (5) represents the correlation between perceived professional commitment and organizational support of nursing academic staff at Tanta and Mansoura Nursing Faculties. It showed a statistical positive correlation between perceived organizational support and normative PC of academic staff at Tanta Nursing Faculty. Additionally, there were positive correlations between organizational support and professional commitment dimensions but without significant. Table (4): Relationship between perceived professional commitment and organizational support among academic staff at Tanta and Mansoura Nursing Faculties. Levels of commitment Unsatisfied (n=21) Tanta nursing faculty (n=64) Satisfied (n=13) Levels of organizational support (POS) of academic staff V. satisfied (n=33) X2 Unsatisfied (n=21) Mansoura nursing faculty (n=67) Satisfied (n=13) V. satisfied (n=33) % N % N % N % N % N % N High Moderate Low * * Total X Significant (p<0.05* &p<0.001**) X2 Table (5): Correlation between perceived professional commitment and organizational support of academic staff at Tanta and Mansoura Nursing Faculties. Commitment dimensions Scores of organizational support Mansoura Nursing Faculty (n=67) Tanta Nursing Faculty (n=64) Affective Normative * Continuance Discussion Academics staff is the operational core of the universities and their performance determines, to a large extent, the quality of the student's higher education experience [32]. Academic staffs who % of Academic Staff _- 1 V. Satisfied Satisfied Unsatisfied El Tanta Faculy of Nursing Staff (n=64). Mansoura Faculy of Nursing Staff (n=67) Fig. (1): Levels of POS among nursing academic staff at Tanta and Mansoura Nursing Faculties. are well motivated and committed to their profession can build a national and international reputation for themselves and their institution [33]. In particular, nursing academic staff plays a major role in achieving the objectives of the nursing faculties. Nursing academic staff builds reputation,

6 240 Professional Commitment & Perceived Organizational Support image, and the pursuit of research-level status [34,35]. Because of these reasons, the main aim of this research is to assess the nature of professional commitment among nursing academic staff and examine its relationship with their perceived organizational support. The results' findings revealed that affective professional commitment was classified as high among nursing academic staff at Mansoura Nursing Faculty. It means that nursing academic staff at Mansoura Nursing Faculty gave a high appreciation to the feeling of emotion connected with their profession, and they are very proud to be educators in teaching nursing. They feel a strong sense of belonging to their profession. According to Dockel et al. [36], employees who have strong confidence in their abilities and achievements have higher affective commitment. Affective PC has a positive relation with job scope, job challenge, degree of autonomy and variety of skills used. Moreover, the result of Yusuf (2012) [37] supported the research finding and indicated that employees with strong affective commitment work harder and more effectively in their jobs than employees with weak affective PC. Another thing receiving much attention that normative professional commitment was classified as high among nursing academic staff at Tanta Nursing Faculty. It means that the nursing academic staff at Tanta Nursing Faculty continues to work for this current profession because they feel a sense of loyalty and obligation enough to remain. They have enough duty to take care of. Another hidden reason from the researchers' point of view is the pressures which appear to be particularly higher for women nursing academic staff who also are supposed to attain work for family balance. Strong normative PC involves being tied to the profession by feelings of obligation and duty. It motivates individuals to behave appropriately and do what is right of their job. It is expected that normative PC related to work behaviors as job performance and work attendance [36,38]. Meyer et al. [39] mentioned that affective and normative commitments have been shown to be predictors of positive organizational behavior. On the other side, continuance PC was classified as lowest dimension of professional commitment among nursing academic staff in both settings. It conveys that the nursing academic staff found it easy to quit from their present profession before they get a new job. They have enough courage to leave their profession. Their life wouldn't be disrupted if they decided to leave their job now. This finding can be explained due to majority of studied sample was less in age in both settings and were not benefit from pension plan. Notably, the pressures appear of nursing academic staff due to increase workload caused by student numbers and stress corresponding adult learning. Consequently, the nursing academic staff tends to make a move outside country where they expect promises for better salaries and working conditions. Meyer and Allen [40] show continuance commitment to be related to employees' perceptions about the transferability of their skills to other profession. Employees who thought their training investments were less easily transferable elsewhere expressed stronger continuance commitment to their current organization. Employees whose primary link to the profession is based on strong continuance commitment stay with their job not for reasons of emotional attachment, but because of a recognition that the costs associated with doing otherwise are simply too high [41,42]. Majorities of nursing academic staff in both settings had high level of PC regardless the dimension, as well as around quarters of them had moderate level. This may be attributed due to existence of a cadre among nursing academic staff that demonstrating high levels of professional commitment which associated with the profile of nursing. Furthermore, most of the nursing academic staff is satisfied with their nature of work that enriched their current jobs to be more interesting, challenging, and motivating. High professionally committed nursing academic staff spends more times in developing skills and pursuing their occupational goals, as well as they express less intention to withdraw from their occupation. Gould and Fontenla [43] and Yousef [44] supported the research finding and suggested that people demonstrating high levels of professional commitment usually stay in their chosen field of employment for a long time. They are also thought to be more satisfied with the nature of their work and to perceive that their job is worthwhile. It is commonly believed that committed employees work harder and achieve organizational objectives [45]. The current research findings show that half of nursing academic staff at Tanta had unsatisfied level, 35% had very satisfied level and 15% had satisfied of POS. This finding is an indication for

7 Lobna Kh. Mohamed & Ahlam M. El-Shaer 241 nursing academic staff s dissatisfaction with their organization and these may lead to negative consequences such as low productivity, tendency to leave job, voluntary turnover, voluntary absenteeism, tardiness, apathy, low job performance, etc. However, around half of nursing academic staff at Mansoura had very satisfied level, 31% had =satisfied level and 20% had satisfied level of POS. Really, employees experiencing high POS may differ from employees experiencing low POS to the extent that he or she incorporates organizational membership as well as role status into his or her self-identity. Because of this phenomenon, high levels of POS have been shown to promote an affective bond to the given job as in nursing academic staff at Mansoura. Those nursing academic staff become emotionally connected to their job that manifested by increasing performance, reducing absenteeism, and having lessened likelihood of quitting their given job. It is important to note that most studies mentioned that when perceived organizational support is high, the employees feel obligated to be committed and engage in behaviors that further the goals of the organization [3,4,45,46]. In contrast, employees who work in an organization with low levels of support may feel that they cannot accomplish their goals. When support is lacking, employees are likely to become frustrated and dissatisfied with their roles [47]. Jansen [48] suggested that without high levels of perceptions of organizational support, workers perform neither their required duties nor the duties outside of their roles. Therefore, this reduces workers' performances. When the organization fulfills the career expectations of such individuals in terms of organizational support, these individuals will be more motivated than individuals with low levels of career commitment. POS reflects perceptions of an organization's commitment to its employees. POS manifests itself in various ways such as the opportunity for advancement and growth, adequate training support, compensation support, career planning and supportive work conditions (foster feelings of competence, accomplishment and being valued) [49]. Supportive actions from the organization lead a person to infer that the organization is proud of their accomplishments and trusts them to perform their task well, thus enhancing their feelings of competence and worth [50]. Employees feel a sense of identification and a sense of pride in their organization. Work experiences that provide meaning to individuals' lives contribute to their well-being by fulfilling various needs of the employees [511. Contrastingly, the opposite was found in a research conducted by Whitener's [52] who indicated that employees with low perceptions of organizational support expressed higher commitment when they worked for organizations with more comprehensive training. The researcher's findings revealed a positive relationship between levels of professional commitment of nursing academic staff and their perceived organizational support at Mansoura Nursing Faculty. This finding isn't supervising because employees with higher perceived organizational support would be expected to show higher affective commitment and feel a sense of attachment to the organization. Actually, positive work experiences in Nursing Faculty at Mansoura inspire nursing academic staff commitment toward their profession and provide them with perceptions of organizational support. This study suggests a positive statistical correlation between organizational support and normative PC of academic staff at Tanta Nursing Faculty. Contrary to the prediction, POS has a significant effect at Tanta and insignificant effect at Mansoura on professional commitment of nursing academic staff. This study suggests that POS has not only a direct influence on PC of nursing academic staff, but there are another factors affect it. Recommendations: Based on findings of the current study, Nursing Faculty and nursing academic staff need to work together to provide an atmosphere that is conducive to the education process. Nursing Faculties need to develop management techniques or strategies which pay attention for developing nursing academic staff career through positive and safe work environment, supportive administration, career progression, providing valued rewards, encouraging occupational activities (e.g. attending conference, publishing papers) as well as support from work teams, peers, and the organization itself to make a very effective and meaningful contribution for increasing their professional commitment. Hence, it is recommended for the Nursing Faculties to increase efforts of organizational support. Furthermore, other aspects of this study raise questions that can be answered by future research to examine other factors that may affect dimensions of professional commitment of nursing academic staff.

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