Psychological Safety and Organizational Commitment of Nurses in Tertiary Hospitals
Keywords:
Nurses, Organizational commitment, Psychological safety, Tertiary hospitalsAbstract
Nurses’ organizational commitment is an attitude that benefits the organization and positively impacts their work performance. Psychological safety in collaborative work contributes to fostering organizational commitment. The purposes of this descriptive correlational research were to study psychological safety and organizational commitment, and the relationship between psychological safety and organizational commitment of nurses in tertiary hospitals. The participants were 119 registered nurses selected by multi-stage sampling. The research instrument included the Psychological Safety Scale and the Organizational Commitment Scale. Data were analyzed by using descriptive statistics and Spearman’s rank correlation coefficient.
The findings revealed that nurses in tertiary hospitals perceived a high level of psychological safety (M = 5.15, SD = .75) and had a moderate level of organizational commitment (M = 3.30, SD = .39). Nurses perceived three dimensions of organizational commitment at a moderate level, including affective commitment, continuance commitment, and normative commitment (M = 3.38, SD = .52; M = 3.18, SD = .72; and M = 3.34, SD = .49, respectively). Psychological safety and organizational commitment among nurses in tertiary hospitals had a moderately, statistically significant positive correlation (rs = .316, p < .01). Psychological safety had a moderate and statistically significant positive correlation with the affective commitment and normative commitment dimensions (rs = .342 and rs = .355, p < .01, respectively).
Nursing administrators should cultivate psychological safety among nurses by developing an organizational culture that embraces team collaboration, thereby enhancing nurses’ organizational commitment.
References
Allen, J. N., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Allen, J. N., & Meyer, J. P. (1997). Commitment in the workplace theory, research, and application. Sage.
Appelbaum, N. P., Dow, A., Mazmanian, P. E., Jundt, D. K., & Appelbaum, E. N. (2016). The effects of power, leadership and psychological safety on resident event reporting. Medical Education, 50(3), 343-350. https://doi.org/10.1111/medu.12947
Areekul, C. (2019). Alternative education: The important learning model for generation alpha. Journal of MCU Social Science Review, 8(3), 270-283. (in Thai)
Benner, P. (1984). Form novice to expert: Excellence and power in clinical nursing practice. Addison-Wesley.
Buddhachinaraj Phitsanulok Hospital. (2022). Annual report 2022. Buddhachinaraj Phitsanulok Hospital.
Bülbül, S., İşiaçık, S., & Aytaç, S. (2022). Measurement of perceived psychological safety: Integration, review and evidences for the scale in the context of Turkiye. Journal of Economy Culture and Society, 65, 15-28. https://doi.org/10.26650/JECS2021-974757
Carbery, R., Garavan, T. N., O'Brien, F., & McDonnell, J. (2003). Predicting hotel managers’ turnover cognitions. Journal of Managerial Psychology, 18(7), 649-679. https://doi.org/10.1108/02683940310502377
Cauwelier, P. (2019). Building high-performance teams through action learning. Action Learning: Research and Practice, 16(1), 68-76. https://doi.org/10.1080/14767333.2019.1562693
Cho, H., Steege, L. M., & Knudsen, E. N. A. (2023). Psychological safety, communication openness, nurse job outcomes, and patient safety in hospital nurses. Research in Nursing & Health, 46, 445-453. https://doi.org/10.1002/nur.22327
Clark, T. (2020). The 4 stages of psychological safety: Defining the path to inclusion and innovation. Berrett-Koehler Publishers.
Deery, M. A., & Iverson, R. D. (1996). Enhancing productivity: Intervention strategies for employee turnover. In N. Johns (Ed.), Productivity management in hospitality and tourism. Cassell.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383. https://web.mit.edu/curhan/www/docs/Articles/15341_Readings/Group_Performance/Edmondson%20Psychological%20safety.pdf
Edmondson, A. C. (2002). The local and variegated nature of learning in organizations: A group-level perspective. Organization Science, 13(2), 128-146. https://doi.org/10.1287/orsc.13.2.128.530
Hengthaveesapsiri, A. (2015). Organizational commitment, big five personality and joy at work of nurses with organizational citizenship behavior as a mediating variable: A case study of a government university hospital. [Master’s thesis, Thammasat University]. https://digital.library.tu.ac.th/tu_dc/frontend/Info/item/dc:91612
Hertzog, M. A. (2008). Considerations in determining sample size for pilot studies. Research in Nursing & Health, 31(2), 180-191. https://doi.org/10.1002/nur.20247
Johnson, K. (1981). Towards an understanding of labour turnover. Services Industries Review, 1(1), 4-17. https://doi.org/10.1080/02642068100000002
Netharn, P., Cheevakasemsook, A., & Oumtanee, A. (2014). Work values and organizational commitment of two generations of professional nurses in private hospitals, Bangkok Metropolis. Journal of The Royal Thai Army Nurses, 15(2), 320-330. (in Thai)
Phongphanngam, S., & Lach, H. W. (2019). Cross-cultural instrument translation and adaptation: Challenges and strategies. Pacific Rim International Journal of Nursing Research, 23(2), 170-179.
Preechakoon, B., Molek, R., Chuwongin, D., Gongmuang, P., & Sombutboon, M. (2021). Nursing in data technology era. The Journal of Chulabhorn Royal Academy, 3(1), 19-39. (in Thai)
Rattanamanee, N., & Phasunon, P. (2019). Response rate in quantitative research. Journal of Humanaities and Social Sciences Thonburi University, 13(3), 181-188. (in Thai)
Smithikrai, C., & Pusapanich, P. (2017). Factors influencing work engagement and organizational commitment of Chiang Mai University staff. Kasetsart Journal of Social Sciences, 38(2), 655-667. (in Thai)
Soponpatima, T., Vadhanasindhu, C., & Chotchakornpant, K. (2023). Psychological safety and empowerment: Literature review and proposed conceptual model for examining the antecedents and consequences. Songklanakarin Journal of Management Sciences, 40(1), 182-211. (in Thai)
Srisatidnarakul, B. (2009). Leadership and strategic management in nursing organization for the 21st century. Chulalongkorn University Press: CU-eBook. (in Thai)
Taiwong, A., & Chitpakdee, B. (2021). Generation Z registered nurses of the health system in Thailand: Challenging management strategies for nursing administrators. Royal Thai Navy Medical Journal, 48(1), 199-209. (in Thai)
Tajfel, H., & Turner, J. C. (1979). An integrative theory of inter-group conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of inter-group relations (pp.33-47). Brooks/Cole.
Todd, R. W. (2018). Analyzing and interpreting rating scale data from questionnaires. rEFLections, 14, 69–77. https://doi.org/10.61508/refl.v14i0.114230
Turner, J. C., Brown, R. J., & Tajfel, H. (1979). Social comparison and group interest in ingroup favouritism. European Journal of Social Psychology, 9(2), 187-204. https://doi.org/10.1002/ejsp.2420090207
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2026 Nursing Journal CMU
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของวารสารพยาบาลสาร
ข้อความที่ปรากฏในบทความแต่ละเรื่องในวารสารวิชาการเล่มนี้เป็นความคิดเห็นส่วนตัวของผู้เขียนแต่ละท่านไม่เกี่ยวข้องกับมหาวิทยาลัยเชียงใหม่ และคณาจารย์ท่านอื่นๆในมหาวิทยาลัยฯ แต่อย่างใด ความรับผิดชอบองค์ประกอบทั้งหมดของบทความแต่ละเรื่องเป็นของผู้เขียนแต่ละท่าน หากมีความผิดพลาดใด ๆ ผู้เขียนแต่ละท่านจะรับผิดชอบบทความของตนเองแต่ผู้เดียว
