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Table 1 Summary of Constructs and Variables

From: Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment

Construct Variable Operational Definition References
Job Rotation Job Rotation Hospital nursing personnel transfer among departments of different functions or different units of the same department without promotion or salary adjustment. Campion et al. (1994) & Anil and Brian (2004)
Role Stress Role Ambiguity Insufficient information about work objectives to be completed and the uncertainty of others' expectations toward an individual and the results generated after objectives have been accomplished. Kahn et al. (1964), Piko (2006), & Van Sell, Brief, and Schuler (1981)
  Role Conflict Under the conditions of an individual's time, resources, capability, or value, it (role conflict) may take place if the conditions are inconsistent with the standards, criteria, and expectations set by role senders.  
  Role Overload Psychological burden that is formed when a role sender has overly high requirement and expectations for a role recipient's job, which exceeds what the role recipient is capable of, from a legitimated position.  
Job Satisfaction Internal Satisfaction The opportunities to demonstrate abilities, sense of achievement obtained from work, ethical values of the work, opportunities to provide services. Judge and Bono (2001) & Best and Thurston (2004)
  External Satisfaction Job content, salary, unobstructed channels for promotion, work environment and equipment.  
Organizational Commitment Value Commitment Strong beliefs in and acceptance of the organizational objectives and values. Porter et al. (1974) & Trimble (2006)
  Effort Commitment Willingness to dedicate more efforts for the organizational benefits.  
  Retention Commitment Willingness to stay in the organization as a member of the organization.