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dc.contributor.advisorShacklock, Kate
dc.contributor.authorHung, Jia-Yi
dc.date.accessioned2018-01-23T02:24:42Z
dc.date.available2018-01-23T02:24:42Z
dc.date.issued2009
dc.identifier.doi10.25904/1912/3174
dc.identifier.urihttp://hdl.handle.net/10072/365965
dc.description.abstractJob satisfaction has been found to relate to nurse turnover and organisational commitment. In an era of high nursing turnover, nurses’ job satisfaction therefore is an important issue to health care service administrators regarding nursing human resource management (HRM). Front-line managers are in charge of the implementation of many human resource practices; therefore, they play a critical role in an organisation in shaping members’ perceptions towards the job and/or the organisation. However, research on the link between HRM and organisational performance has neglected the role of front-line managers. This thesis examines the significance of supervisor-subordinate relationships to nursing management in Taiwan. The research question being addressed is “What is the value of supervisor-subordinate relationships to nursing in Taiwan?” In particular, this thesis investigates the impact of supervisor-subordinate relationships (in the form of leader-member exchange) and other work-related factors on Taiwanese nurses’ job satisfaction and organisational commitment. Using the literature review as a point of departure, and being strengthened by in-depth interviews, a conceptual model is developed. It is argued that leader-member exchange is an important indicator of Taiwanese nurses’ job satisfaction and/or organisational commitment, because it not only has direct impacts on job satisfaction and/or organisational commitment of Taiwanese nurses, but also has indirect impacts on both outcomes through autonomy, opportunity to learn, co-worker interaction, work atmosphere, and safety climate. In total, 14 research hypotheses are established. Two of them investigate the impact of leader-member exchange on Taiwanese nurses’ job satisfaction and organisational commitment. Five hypotheses examine the relationships between leader-member exchange and autonomy, opportunity to learn, co-worker interaction, work atmosphere, and safety climate. Another five look into the impact of autonomy, opportunity to learn, co-worker interaction, work atmosphere, and safety climate on job satisfaction. One hypothesis investigates the relationship between co-worker interaction and work atmosphere. The last hypothesis explores the impact of job satisfaction on organisational commitment. The research design of this thesis is a mix of qualitative and quantitative approaches within the positivist paradigm. The main advantage of this design is the integration of the rich information from the qualitative research and the objectivity and generalisability of the quantitative research. The qualitative phase was conducted prior to the principal quantitative study to provide information on the context and subjects, as well as to strengthen the conceptual model. A total of 14 in-depth interviews were conducted, and two additional variables emerged from the interviews...
dc.languageEnglish
dc.publisherGriffith University
dc.publisher.placeBrisbane
dc.rights.copyrightThe author owns the copyright in this thesis, unless stated otherwise.
dc.subject.keywordswork relationship
dc.subject.keywordsjob satisfaction
dc.subject.keywordsTaiwanese nurses
dc.subject.keywordsnurses
dc.subject.keywordsTaiwan
dc.subject.keywordswork committment
dc.subject.keywordsjob committment
dc.subject.keywordsturnover
dc.subject.keywordsnurses' job satisfaction
dc.subject.keywordshuman resources management
dc.subject.keywordsHRM
dc.subject.keywordsnursing human resources management
dc.subject.keywordssupervisor-subordinate relationship
dc.titleThe Impact of Work Relationship on Job Satisfaction and Commitment of Taiwanese Nurses
dc.typeGriffith thesis
gro.facultyGriffith Business School
gro.rights.copyrightThe author owns the copyright in this thesis, unless stated otherwise.
gro.hasfulltextFull Text
dc.contributor.otheradvisorBrunetto, Yvonne
dc.contributor.otheradvisorTimo, Nils
dc.rights.accessRightsPublic
gro.identifier.gurtIDgu1315867614385
gro.identifier.ADTnumberadt-QGU20100618.133415
gro.source.ADTshelfnoADT0742
gro.thesis.degreelevelThesis (PhD Doctorate)
gro.thesis.degreeprogramDoctor of Philosophy (PhD)
gro.departmentDepartment of Management
gro.griffith.authorHung, Jia-Yi


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