Mesleki Bağlılık (Professional Commitment)
Özet
Meslek; ideolojisi doğrultusunda bireye kim olduğu konusunda bir anlayış kazandırması nedeniyle sadece bireysel değil toplumsal olarak da büyük bir etkiye sahiptir. Değişen meslek algısı, sağlık bakım hizmetlerine daha çok teknolojinin dahil edilmesi, farklı kuşakların yer alması gibi nedenlerle kişilerin hemşirelik mesleğini seçme, sürdürme nedenleri, bağlılık düzeyleri de farklılaşmaya başlamıştır.
Mesleki bağlılık, çalışanın mesleğiyle olan duygusal bağı ve bir kişinin mesleğinin değerlerine olan inancı, bu değerleri benimsemesi ve o meslekte var olma isteğinin devam etmesiyle ilişkilidir. Kişinin mesleğine ilişkin tutum, ve çalışma motivasyonu da olarak tanımlanabilmektedir. Mesleğine bağlı bireyin çalıştığı ya da seçtiği mesleğin değerlerini benimsemesi, bu değerleri gerçekleştirmek için girişimde bulunması, profesyonelleşme konusunda çaba göstermesi, mesleğini ilgilendiren profesyonel kuruluşlara üye olması ve bu meslekte devam etme konusunda kararlı olması beklenmektedir.
Günümüzde dünya genelinde artarak devam eden hemşire insan gücü eksikliği söz konusuyken hemşirelik mesleğinde mesleki bağlılık daha da önemli bir hale gelmiştir. Hemşirelik mesleği, çıktıları göz önünde bulundurulduğunda mesleki bağlılığın çok önemli olduğu bir meslek grubudur. Sadece maddi kaygıların dışında da bir bağlılık gerektirmektedir.
Bütün bu bilgiler ışığında mesleki bağlılığın oluşumunun sistematik bir süreç olduğu, özellikle lisans eğitimi yıllarında farkındalığın kazandırılması ve kendine güvenen ve inanan hemşirelerin yetiştirilmesi, mezuniyet sonrası için kariyer planlaması ve lisansüstü eğitimle uzmanlaşmaya yönlendirilme gibi unsurlar özellikle devam bağlılığının geliştirilmesi açısından önem taşımaktadır. Toplumun hemşirelik hakkındaki algısı kadar kişinin kendi yaptığı mesleğe dair algısı da önemli bir yer tutmakta hatta gelecek planlarını etkilemektedir.
Profession, it has a significant impact both individually and socially, as it gives the individual an understanding of who he is in line with his ideology. Due to reasons such as the changing perception of the profession, the inclusion of more technology in health care services, and the inclusion of different generations, the reasons why people choose and continue the nursing profession and their level of commitment have begun to differ.
Professional commitment is related to the employee's emotional bond with his profession his belief in the values of his profession, his adoption of these values and his continued desire to exist in that profession. It can also be defined as a person's attitude towards his profession and motivation to work. An individual committed to his profession is expected to embrace the values of the profession he works in or chooses, take the initiative to realize these values, strive for professionalization, become a member of professional organizations that concern his profession, and be determined to continue in this profession.
While there is an increasing shortage of nurse human resources worldwide, professional commitment has become even more critical in nursing. The nursing profession is a professional group in which professional commitment is significant when considering outcomes. It requires a commitment beyond just financial concerns.
In light of all this information, elements such as raising awareness that the formation of professional commitment is a systematic process, especially during the undergraduate education years, increasing self-confidence and believing nurses, career planning for post-graduation, and being directed to specialization through postgraduate education are essential in terms of developing continuation commitment. The individual's perception of their profession and society's perception of nursing is necessary and affects future plans.
Referanslar
Şentürk SE. Meslek olarak hemşirelik ve hemşirelikte etik ilkeler. Ankara: Nobel Tıp Kitapevi; 2013
Flexner A. Medical education in the United States and Canada. Bulletin of the World Health Organization;2002;80:594-602.
Hayran O. Sağlık Düşüncesi ve Tıp Kültürü Dergisi; 2018;47:84-90.
Adigüzel O, Tanrıverdi H, & Özkan DS. Mesleki profesyonellik ve bir meslek mensuplari olarak hemşireler örneği. Yönetim Bilimleri Dergisi;2018;9(2): 235.
Cerit Y. The effects of servant leadership on teachers’ organizational commitment in primary schools in Turkey. International Journal of Leadership in Education;2010;13(3):301-317.
Gallagher A. Slow Ethics and the Art of Care. UK: Emerald Group Publishing; 2020.
Özsoy S, Dönmez R. Hemşirelik mesleginin ilk etik kodları: Geçmişten günümüze hemşirelik andı. Ege Üniversitesi Hemşirelik Fakültesi Dergisi; 2017;33(1):111-122.
Moradi M, Khatooni M, Jahani Hashemi H, Zeighami R, Sheikh M. Relationship between professional commitment and job satisfaction in Qazvin’s Pubic Educational Hospital nurses. Medical Ethics;2013;7(24):55-78.
Grødal K, Innstrand ST, Haugan G, André B. Affective organizational commitment among nursing home employees: A longitudinal study on the influence of a health‐promoting work environment. NursingOpen;2019;6(4):1414-1423. https://doi.org/10.1002/nop2.338
Meyer JP, Allen NJ Commitment in the workplace: Theory, research, and application. California: Sage;1997.
Örücü E, Kışlalıoğlu RS. Örgütsel bağlılık üzerine bir alan çalışması, Uluslararası Yönetim İktisat ve İşletme Dergisi;2014;10(22).
Razzaq A, Ayub A. Farah A, Aslam M. The nexus between technological learning, downsizing, employee commitment and organizational performance, Business Management Dynamics;2013;2(10):74-80.
Bakan İ. Örgütsel bağlılık kavram, kuram, sebep ve sonuçlar. Ankara: Gazi Kitabevi; 2011
Blau G. The measurement and prediction of career commitment. Journal of Occupational Psychology;1985;58(4):277-288.
Cihangiroğlu N, Şahin B, Teke A, Uzuntarla Y. Hemşirelerin çatışma ve mesleki bağlılık düzeylerini etkileyen faktörlerin incelenmesi. İktisadi ve İdari Bilimler Dergisi; 2015; 29(4): 599-610.
Tak B, Erdur DA, Kitapçı N. Türkiye’de örgütsel bağlılık yazını (2002-2010): Bir meta analiz çalışması. İşletme Fakültesi Dergisi;2011;12(2): 335-353.
Van der Heijden BI, de Lange AH, Demerouti E, Van der Heijde CM. Age effects on the employability–career success relationship. Journal of Vocational Behavior;2009; 74(2):156-164. https://doi.org/10.1016/j.jvb.2008.12.009
Guerrero S, Chênevert D, Kilroy S. New graduate nurses’ professional commitment: Antecedents and outcomes. Journal of Nursing Scholarship; 2017;49(5):572-9. https://doi.org/10.1111/jnu.12323
Chang HY, Shyu YIL, Wong MK, et al. Which aspects of professional commitment can effectively retain nurses in the nursing profession?. Journal of Nursing Scholarship;2015;47(5):468-476. https://doi.org/10.1111/jnu.12152
Lyu XC, Huang SS, Ye XM, et al. What influences newly graduated registered nurses’ intention to leave the nursing profession? An integrative review. BMC Nursing;2024;23(1):57.
Morrow PC. Concept redundancy in organizational research: The case of work commitment. Academy of Management Review;1983;8(3):486-500. https://doi.org/10.5465/amr.1983.4284606
Meyer JP, Allen NJ, Smith CA. Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology;1993;78(4):538-551. https://doi.org/10.1037/0021-9010.78.4.538
Satoh M, Asakura K, Watanabe I, Shimojo Y. Reliability and validity of the japanese version of the occupational commitment scale. Journal of Japan Academy of Nursing Science;2015; 35:63-71. https://doi.org/10.5630/jans.35.63
Çetin M, Cihangiroğlu N, Türk YZ. Bir grup eczacının mesleki bağlılık algılarının incelenmesi. Pamukkale Tıp Dergisi;2010;(3),125-130.
Benligiray S, Sonmez H. Analysis of demographic and work life variables which affect the occupational commitment of nurses. Journal of Management Development;2010; 32: 419-434. https://doi.org/10.1108/02621711311326392
Numminen O, Leion-Kilpi H, Isoasho H, Meretoja R. Newly graduated nurses’ occupational commitment and ıts associations with professional competence and work-related factors. Journal of Clinical Nursing;2016;25:117-126. https://doi.org/10.1111/jocn.13005
Gwyn PG. The quality of mentoring relationships’ ımpact on the occupational commitment of nursing faculty. Journal of Professional Nursing;2011;27(5):292–298. https://doi.org/10.1016/j.profnurs.2011.03.008
Blau G. Testing for a four-dimensional structure of occupational commitment, Journal of Occupational and Organizational Psychology;2003;76:469-488.
Çelik M, Yıldız B. Hemşirelerde mesleki bağlılık, özdeşleşme ve işten ayrılma niyeti ilişkisi: Kamu sektörü ve özel sektör karşılaştırması. Kastamonu University Journal of Economics & Administrative Sciences Faculty;2018; 20(2); 48-722.
Aiken LH, Sermeus W, Van den Heede K, et al. Patient safety, satisfaction, and quality of hospital care: cross-sectional surveys of nurses and patients in 12 countries in Europe and the United States. BMJ;2012; 344:e1717. https://doi.org/10.1136/bmj.e1717
Heinen MM, van Achterberg T, Schwendimann R., et al. Nurses’ intention to leave their profession: a cross sectional observational study in 10 European countries. International Journal of Nursing Studies;2013;50(2):174-184. https://doi.org/10.1016/j.ijnurstu.2012.09.019
Carter MR, Tourangeau AE Staying in nursing: What factors determine whether nurses intend to remain employed?. Journal of Advanced Nursing;2012;68(7):1589-1600. https://doi.org/10.1111/j.1365-2648.2012.05973.x
Özcan I, Aba G, Ateş M. Hemşirelerin örgütsel bağlılık düzeyinin ve iş doyumunun beklenen personel devir hızı üzerine etkisi. Sağlık Ekonomisi;2016;4:465-70.
Liu K, You LM, Chen SX,et al. The relationship between hospital work environment and nurse outcomes in Guangdong, China: A nurse questionnaire survey. Journal of Clinical Nursing;2012;21:1476–1485.https://doi.org/10.1111/j.1365-2702.2011.03991.x
Li J, Galatsch M, Siegrist J, et al. Reward frustration at work and intention to leave the nursing profession–prospective results from the European longitudinal next study. International Journal of Nursing Studies;2011;48:628–635. https://doi.org/10.1016/j.ijnurstu.2010.09.011
Kato E. Study of related factors among job-continuing intention, job satisfaction and burnout for nurses in mid-career. Japan Academy of Nursing Administration and Policies;2011;15:47–56.
Tominaga M, Miki A. Factors associated with the intention to leave among newly graduated nurses in advanced-treatment hospitals in Japan. Japan Journal of Nursing Science;2011;8:33–46.
Japanese Nursing Association. Survey on the demand and supply of hospital nurses 2014.(15.11.2021 tarihinde http://www.nurse.or.jp/up_pdf/ 20150331145508_f.pdf. adresinden ulaşılmıştır)
World Health Organization. Report of the policy dialogue meeting on the nursing workforce. (10.12.2020 tarihinde http://www.who.int/hrh/news/2017/NursingApril2017-2.pdf. adresinden ulaşılmıştır)
Tsai CW, Tsai SH, Chen YY, Lee, WL. A study of nursing competency, career self-efficacy and professional commitment among nurses in Taiwan. Contemporary Nurse;2014; 49(1):96-102. https://doi.org/10.1080/10376178.2014.11081959
Haydari SM, Kocaman G, Tokat MA. Farklı kuşaklardaki hemşirelerin işten ve meslekten ayrılma niyetleri ile örgütsel ve mesleki bağlılıklarının incelenmesi. Sağlık ve Hemşirelik Yönetim Dergisi;2016; 3(3):119-31.
Wang L, Tao H, Ellenbecker CH, Liu X. Job satisfaction, occupational commitment and ıntent to stay among chinese nurses: A cross-sectional questionnaire survey. Journal of Advanced Nursing;2012;68(3):539-549. https://doi.org/10.1111/j.1365-2648.2011.05755.x
Donkor NT, Andrews LD. Ethics, culture and nursing practice in Ghana. International Nursing Review;2011; 58(1):109. https://doi.org/10.1111/j.1466-7657.2010.00852.x
Omrani A, Khosravizadeh O, Najafi B, Alirezaei S. The correlation between organizational commitment of nurses and the quality of hospital services at women’s hospital of Tehran. Management Strategies in Health System;2016;1(1):35-41.
Uysal A, Karakurt P. Hemşirelerin mesleğe bağlılık durumlarının tıbbi hata yapma eğilimlerine etkisi. TJFMPC;2020;14(3):349-361.
Akbari Sefedeh M. Hashemnia S, Rezghi Shirsavar H. The relationship between organizational and professional commitment to empower nurses in Milad Hospital. Journal of Healthcare Management;2018; 9(1):61-72.
Derin N, Ilkım NŞ, Yayan H. Hemşirelerde mesleki bağlılığın mesleki prestijle açıklanması. Hacettepe Üniversitesi Hemşirelik Fakültesi Dergisi;2017;4(3):24- 37.
Yılmaz Esencan T, Özdil H. Evaluation of professional commitment of X and Y generation nurses. Ege Üniversitesi Hemşirelik Fakültesi Dergisi;2017; 33(3), 91-104.
Tohidi S., Jamshidi F, Khalili Z, Alimohammadi N, Shayan A. Assessing the relationship between nursing occupational prestige and social health. Iranian Journal of Nursing Research;2017;12(5):71-78.
Bahrami M, Rahimzadeh-Feyzabad T. The relationship between social and professional status and occupational components from the nurses’ perspective in Vali-e Asr Educational Hospital of Birjand. Beyhagh;2017;22(40):50-9.
Jourdain G, ChenevertD. Job demands-resources, burnout and ıntention to leave the nursing profession: A questionnaire survey. International Journal of Nursing Studies;2010; 47:709-722. https://doi.org/10.1016/j.ijnurstu.2009.11.007
Lu KY, Chiou SL, Chang YY. A study of the professional commitment changes from nursing students to registered nurses. Kaohsiung J Med Sci;2000;16(1):39-46.
Çetinkaya A, Özmen D, Temel AB. Hemşirelikte Mesleğe Bağlılık Ölçeği’nin geçerlik ve güvenirlik çalışması. Dokuz Eylül Üniversitesi Hemşirelik Fakültesi Elektronik Dergisi;2015; 8(2):54-60.
Utkan Ç, Kırdök O. Dört boyutlu mesleki bağlılık ölçeği uyarlama çalışması. International Journal of Social Sciences and Education Research;2018;4(2):230-244.
Schaufeli WB, Salanova M, González-Romá V, Bakker AB. The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach, Journal of Happiness Studies;2002;3: 71–92
Turgut, T. Çalişmaya tutkunluk: iş yükü, esnek çalişma saatleri, yönetici desteği ve iş-aile çatişmasi ile ilişkileri. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi;2011;25(3-4),155-179.
Referanslar
Şentürk SE. Meslek olarak hemşirelik ve hemşirelikte etik ilkeler. Ankara: Nobel Tıp Kitapevi; 2013
Flexner A. Medical education in the United States and Canada. Bulletin of the World Health Organization;2002;80:594-602.
Hayran O. Sağlık Düşüncesi ve Tıp Kültürü Dergisi; 2018;47:84-90.
Adigüzel O, Tanrıverdi H, & Özkan DS. Mesleki profesyonellik ve bir meslek mensuplari olarak hemşireler örneği. Yönetim Bilimleri Dergisi;2018;9(2): 235.
Cerit Y. The effects of servant leadership on teachers’ organizational commitment in primary schools in Turkey. International Journal of Leadership in Education;2010;13(3):301-317.
Gallagher A. Slow Ethics and the Art of Care. UK: Emerald Group Publishing; 2020.
Özsoy S, Dönmez R. Hemşirelik mesleginin ilk etik kodları: Geçmişten günümüze hemşirelik andı. Ege Üniversitesi Hemşirelik Fakültesi Dergisi; 2017;33(1):111-122.
Moradi M, Khatooni M, Jahani Hashemi H, Zeighami R, Sheikh M. Relationship between professional commitment and job satisfaction in Qazvin’s Pubic Educational Hospital nurses. Medical Ethics;2013;7(24):55-78.
Grødal K, Innstrand ST, Haugan G, André B. Affective organizational commitment among nursing home employees: A longitudinal study on the influence of a health‐promoting work environment. NursingOpen;2019;6(4):1414-1423. https://doi.org/10.1002/nop2.338
Meyer JP, Allen NJ Commitment in the workplace: Theory, research, and application. California: Sage;1997.
Örücü E, Kışlalıoğlu RS. Örgütsel bağlılık üzerine bir alan çalışması, Uluslararası Yönetim İktisat ve İşletme Dergisi;2014;10(22).
Razzaq A, Ayub A. Farah A, Aslam M. The nexus between technological learning, downsizing, employee commitment and organizational performance, Business Management Dynamics;2013;2(10):74-80.
Bakan İ. Örgütsel bağlılık kavram, kuram, sebep ve sonuçlar. Ankara: Gazi Kitabevi; 2011
Blau G. The measurement and prediction of career commitment. Journal of Occupational Psychology;1985;58(4):277-288.
Cihangiroğlu N, Şahin B, Teke A, Uzuntarla Y. Hemşirelerin çatışma ve mesleki bağlılık düzeylerini etkileyen faktörlerin incelenmesi. İktisadi ve İdari Bilimler Dergisi; 2015; 29(4): 599-610.
Tak B, Erdur DA, Kitapçı N. Türkiye’de örgütsel bağlılık yazını (2002-2010): Bir meta analiz çalışması. İşletme Fakültesi Dergisi;2011;12(2): 335-353.
Van der Heijden BI, de Lange AH, Demerouti E, Van der Heijde CM. Age effects on the employability–career success relationship. Journal of Vocational Behavior;2009; 74(2):156-164. https://doi.org/10.1016/j.jvb.2008.12.009
Guerrero S, Chênevert D, Kilroy S. New graduate nurses’ professional commitment: Antecedents and outcomes. Journal of Nursing Scholarship; 2017;49(5):572-9. https://doi.org/10.1111/jnu.12323
Chang HY, Shyu YIL, Wong MK, et al. Which aspects of professional commitment can effectively retain nurses in the nursing profession?. Journal of Nursing Scholarship;2015;47(5):468-476. https://doi.org/10.1111/jnu.12152
Lyu XC, Huang SS, Ye XM, et al. What influences newly graduated registered nurses’ intention to leave the nursing profession? An integrative review. BMC Nursing;2024;23(1):57.
Morrow PC. Concept redundancy in organizational research: The case of work commitment. Academy of Management Review;1983;8(3):486-500. https://doi.org/10.5465/amr.1983.4284606
Meyer JP, Allen NJ, Smith CA. Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology;1993;78(4):538-551. https://doi.org/10.1037/0021-9010.78.4.538
Satoh M, Asakura K, Watanabe I, Shimojo Y. Reliability and validity of the japanese version of the occupational commitment scale. Journal of Japan Academy of Nursing Science;2015; 35:63-71. https://doi.org/10.5630/jans.35.63
Çetin M, Cihangiroğlu N, Türk YZ. Bir grup eczacının mesleki bağlılık algılarının incelenmesi. Pamukkale Tıp Dergisi;2010;(3),125-130.
Benligiray S, Sonmez H. Analysis of demographic and work life variables which affect the occupational commitment of nurses. Journal of Management Development;2010; 32: 419-434. https://doi.org/10.1108/02621711311326392
Numminen O, Leion-Kilpi H, Isoasho H, Meretoja R. Newly graduated nurses’ occupational commitment and ıts associations with professional competence and work-related factors. Journal of Clinical Nursing;2016;25:117-126. https://doi.org/10.1111/jocn.13005
Gwyn PG. The quality of mentoring relationships’ ımpact on the occupational commitment of nursing faculty. Journal of Professional Nursing;2011;27(5):292–298. https://doi.org/10.1016/j.profnurs.2011.03.008
Blau G. Testing for a four-dimensional structure of occupational commitment, Journal of Occupational and Organizational Psychology;2003;76:469-488.
Çelik M, Yıldız B. Hemşirelerde mesleki bağlılık, özdeşleşme ve işten ayrılma niyeti ilişkisi: Kamu sektörü ve özel sektör karşılaştırması. Kastamonu University Journal of Economics & Administrative Sciences Faculty;2018; 20(2); 48-722.
Aiken LH, Sermeus W, Van den Heede K, et al. Patient safety, satisfaction, and quality of hospital care: cross-sectional surveys of nurses and patients in 12 countries in Europe and the United States. BMJ;2012; 344:e1717. https://doi.org/10.1136/bmj.e1717
Heinen MM, van Achterberg T, Schwendimann R., et al. Nurses’ intention to leave their profession: a cross sectional observational study in 10 European countries. International Journal of Nursing Studies;2013;50(2):174-184. https://doi.org/10.1016/j.ijnurstu.2012.09.019
Carter MR, Tourangeau AE Staying in nursing: What factors determine whether nurses intend to remain employed?. Journal of Advanced Nursing;2012;68(7):1589-1600. https://doi.org/10.1111/j.1365-2648.2012.05973.x
Özcan I, Aba G, Ateş M. Hemşirelerin örgütsel bağlılık düzeyinin ve iş doyumunun beklenen personel devir hızı üzerine etkisi. Sağlık Ekonomisi;2016;4:465-70.
Liu K, You LM, Chen SX,et al. The relationship between hospital work environment and nurse outcomes in Guangdong, China: A nurse questionnaire survey. Journal of Clinical Nursing;2012;21:1476–1485.https://doi.org/10.1111/j.1365-2702.2011.03991.x
Li J, Galatsch M, Siegrist J, et al. Reward frustration at work and intention to leave the nursing profession–prospective results from the European longitudinal next study. International Journal of Nursing Studies;2011;48:628–635. https://doi.org/10.1016/j.ijnurstu.2010.09.011
Kato E. Study of related factors among job-continuing intention, job satisfaction and burnout for nurses in mid-career. Japan Academy of Nursing Administration and Policies;2011;15:47–56.
Tominaga M, Miki A. Factors associated with the intention to leave among newly graduated nurses in advanced-treatment hospitals in Japan. Japan Journal of Nursing Science;2011;8:33–46.
Japanese Nursing Association. Survey on the demand and supply of hospital nurses 2014.(15.11.2021 tarihinde http://www.nurse.or.jp/up_pdf/ 20150331145508_f.pdf. adresinden ulaşılmıştır)
World Health Organization. Report of the policy dialogue meeting on the nursing workforce. (10.12.2020 tarihinde http://www.who.int/hrh/news/2017/NursingApril2017-2.pdf. adresinden ulaşılmıştır)
Tsai CW, Tsai SH, Chen YY, Lee, WL. A study of nursing competency, career self-efficacy and professional commitment among nurses in Taiwan. Contemporary Nurse;2014; 49(1):96-102. https://doi.org/10.1080/10376178.2014.11081959
Haydari SM, Kocaman G, Tokat MA. Farklı kuşaklardaki hemşirelerin işten ve meslekten ayrılma niyetleri ile örgütsel ve mesleki bağlılıklarının incelenmesi. Sağlık ve Hemşirelik Yönetim Dergisi;2016; 3(3):119-31.
Wang L, Tao H, Ellenbecker CH, Liu X. Job satisfaction, occupational commitment and ıntent to stay among chinese nurses: A cross-sectional questionnaire survey. Journal of Advanced Nursing;2012;68(3):539-549. https://doi.org/10.1111/j.1365-2648.2011.05755.x
Donkor NT, Andrews LD. Ethics, culture and nursing practice in Ghana. International Nursing Review;2011; 58(1):109. https://doi.org/10.1111/j.1466-7657.2010.00852.x
Omrani A, Khosravizadeh O, Najafi B, Alirezaei S. The correlation between organizational commitment of nurses and the quality of hospital services at women’s hospital of Tehran. Management Strategies in Health System;2016;1(1):35-41.
Uysal A, Karakurt P. Hemşirelerin mesleğe bağlılık durumlarının tıbbi hata yapma eğilimlerine etkisi. TJFMPC;2020;14(3):349-361.
Akbari Sefedeh M. Hashemnia S, Rezghi Shirsavar H. The relationship between organizational and professional commitment to empower nurses in Milad Hospital. Journal of Healthcare Management;2018; 9(1):61-72.
Derin N, Ilkım NŞ, Yayan H. Hemşirelerde mesleki bağlılığın mesleki prestijle açıklanması. Hacettepe Üniversitesi Hemşirelik Fakültesi Dergisi;2017;4(3):24- 37.
Yılmaz Esencan T, Özdil H. Evaluation of professional commitment of X and Y generation nurses. Ege Üniversitesi Hemşirelik Fakültesi Dergisi;2017; 33(3), 91-104.
Tohidi S., Jamshidi F, Khalili Z, Alimohammadi N, Shayan A. Assessing the relationship between nursing occupational prestige and social health. Iranian Journal of Nursing Research;2017;12(5):71-78.
Bahrami M, Rahimzadeh-Feyzabad T. The relationship between social and professional status and occupational components from the nurses’ perspective in Vali-e Asr Educational Hospital of Birjand. Beyhagh;2017;22(40):50-9.
Jourdain G, ChenevertD. Job demands-resources, burnout and ıntention to leave the nursing profession: A questionnaire survey. International Journal of Nursing Studies;2010; 47:709-722. https://doi.org/10.1016/j.ijnurstu.2009.11.007
Lu KY, Chiou SL, Chang YY. A study of the professional commitment changes from nursing students to registered nurses. Kaohsiung J Med Sci;2000;16(1):39-46.
Çetinkaya A, Özmen D, Temel AB. Hemşirelikte Mesleğe Bağlılık Ölçeği’nin geçerlik ve güvenirlik çalışması. Dokuz Eylül Üniversitesi Hemşirelik Fakültesi Elektronik Dergisi;2015; 8(2):54-60.
Utkan Ç, Kırdök O. Dört boyutlu mesleki bağlılık ölçeği uyarlama çalışması. International Journal of Social Sciences and Education Research;2018;4(2):230-244.
Schaufeli WB, Salanova M, González-Romá V, Bakker AB. The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach, Journal of Happiness Studies;2002;3: 71–92
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