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Commitment to Organizational Change in Clinical Nurses: A Structural Model Applying Lewin's Change Theory.

Purpose: In clinical settings characterized by constant change, systematic and planned change management in terms of human resources is necessary for clinical nurses to commit to change. Accordingly, this study used a structural equation model, applying Lewin's theory of change, to investigate the f...

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Published in:Journal of Korean Academy of Fundamentals of Nursing Vol. 31; no. 1; pp. 38 - 51
Main Authors: Mihwa Hong, Sujeong Han
Format: research tables/charts Journal Article
Published: Korean Academy of Fundamentals of Nursing Feb2024
Online Access:View this record in EBSCOhost
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      jtl: Journal of Korean Academy of Fundamentals of Nursing
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      dt: Feb2024
      vid: 31
      iid: 1
      pid: 72189
      pub: Korean Academy of Fundamentals of Nursing
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        175734587
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        10.7739/jkafn.2024.31.1.38
        175734587
      ppf: 38
      ppct: 13
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        atl: Commitment to Organizational Change in Clinical Nurses: A Structural Model Applying Lewin's Change Theory.
      aug:
        au:
          Mihwa Hong
          Sujeong Han
        affil: Nurse, Daejeon Sun Hospital, Daejeon, Korea
      sug:
        subj:
          Commitment
          Organizational Change
          Clinical Nurse Specialists
          Change Theory
          Organizational Culture
          Nursing Staff, Hospital
          Human
          Structural Equation Modeling
          Leadership
          Data Analysis Software
          Positive Psychology
          Support, Psychosocial
          Psychological Well-Being
          Personality
          Work Environment
          Employment
      ab: Purpose: In clinical settings characterized by constant change, systematic and planned change management in terms of human resources is necessary for clinical nurses to commit to change. Accordingly, this study used a structural equation model, applying Lewin's theory of change, to investigate the factors influencing commitment to organizational change among clinical nurses. The aim was to gather evidence to inform the development of strategies to strengthen this commitment. Methods: Surveys were conducted online and offline with hospital nurses from November to December 2022, resulting in 220 valid samples for analysis. SPSS 28.0 and AMOS 28.0 were used for data analysis. Results: The research showed support for six out of 14 research hypotheses, revealing significant paths from transformational leadership to organizational support, positive psychological capital, job crafting, and commitment to organizational change. Job crafting was found to directly influence commitment to organizational change, and high recognition of transformational leadership increased commitment through perceived organizational support, positive psychological capital, and job crafting. Conclusion: This study offers insights for developing strategies to promote commitment to organizational change among clinical nurses by considering positive psychological capital, job crafting, transformational leadership, and perceived organizational support. Mediation programs should be implemented based on the pathways in this model.
      pubtype: Academic Journal
      doctype:
        research
        tables/charts
        Journal Article
      ougenre: Article
    language: Korean
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