An Exploration of Job Stress Impacts and the Organizational Commitment of Clinical Nursing Instructors at One University in Taiwan

Date of Degree


Document Type


Degree Name

Doctor of Philosophy (PhD)




Sandra Strickland


James Sorensen


Barbara Herlihy


Dorothy Ettling


The purpose of the two-phase sequential explanatory design of this mixed research was to explore the impact of job stress on the organizational commitment of clinical nursing instructors in Taiwan. This research was guided by Hardy and Conway’s theory of role strain. Seventy-two clinical nursing instructors participated in the survey. The reliability coefficient alpha of the Role Strain Scale of Clinical Nursing Instructors was .96 and for the Organizational Commitment Scale was .80. A qualitative approach was used to follow up with eight quantitative nursing participants to explore the nature of work-related stressors. The majority of participants had a slight to low role strain in clinical teaching. Role conflict and role overload were the main causes of role strain. Educational levels, rank levels, and the type of the clinical setting generated different levels of stress. The educational levels of clinical instructors significantly caused different levels of Normative Commitment. The Eta Squared showed a small effect .055 (q = .055). Continuance Commitment was identified as a factor predicting role stress excluding Role Conflict. Work-related stressors include inadequate role occupancy, increasing work demands, deficient role preparedness, lowered role control, insufficient role support, and role bargain. When a clinical nursing instructor with lowered role control experiences more stressors, the situation of role stress will deteriorate. Role support and role bargain are the buffers o f work-related stress that help clinical instructors adapt to a rapidly changing work environment. Consequently, adequate role credibility for role occupancy is a necessary strategy for reducing clinical instructors’ work-related strain.

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