title: Hospital nurse job attitudes and performance: the impact of employment status.
abstract: BACKGROUND
  According to the 2007 Taiwan Labor Front Human Resources Report, as much as 47.6% of nurses at some public hospitals were contracted rather than full time. Furthermore, turnover rates for contract nurses were found to be as high as five to eight times of those for full-time nurses. Because high turnover rates are likely to induce negative impacts on the stability of care provided in the absence of staffing continuity, the association between nursing employment arrangement and nursing care quality is attracting greater attention.
  
  
  OBJECTIVE
  This study was designed to investigate the work status of contract versus full-time nurses at a public hospital in Taiwan and to examine the impact of such on work-related attitudes, organizational citizenship behavior, and job performance.
  
  
  METHODS
  Samples were recruited from a public hospital in Taiwan. In addition to self-rated items, researchers used supervisor-rated structured questionnaires for job performance to attenuate the possible effect of common method bias. The study investigated the impact of hospital nurse employment status on work-related attitudes, organizational citizenship behavior, and job performance using a regression model that included the critical work-related attitudes variables of job satisfaction and organizational commitment.
  
  
  RESULTS
  Study findings included the following: (a) organizational commitment, job satisfaction, organizational citizenship behavior, and job performance correlate positively with one another. (b) No significant difference between contract and full-time nurses was found in terms of organizational commitment, job satisfaction, organizational citizenship behavior, and self-rated job performance. However, when rated by supervisors, reported job performance levels for full-time nurses were significantly higher than those of contract nurses. (c) Organizational citizenship behavior exhibited a mediating effect between job satisfaction, organizational commitment, and job performance.
  
  
  CONCLUSIONS
  In this study, supervisors gave higher job performance ratings to full-time nurses than to contract nurses. This result deserves further investigation.
authors.affiliation: Institute of Public Health, Tzu Chi University. lyndon@mail.tcu.edu.tw
authors.forename: Cheng-I
authors.initials: CI
authors.lastname: Chu
authors.forename: Yao-Feng
authors.initials: YF
authors.lastname: Hsu
mesh_terms: D000328:Adult; D001291:Attitude of Health Personnel; D004651:Employment; D006801:Humans; D009741:Nursing Staff, Hospital / Q000523:psychology*; D011795:Surveys and Questionnaires; D013624:Taiwan