LAUSR

AIM To investigate the associations between perceived overqualification, organizational commitment and work passion of nurses. BACKGROUND Few studies have considered the effects of perceived overqualification and organizational commitment on work passion of nurses, especially in developing countries. METHODS A multicentre cross-sectional study. A total of 4511 nurses from eight tertiary hospitals were recruited. The Scale of Perceived OverQalification (SPOQ), the Organizational Commitment Scale (OCS) and the Work Passion Scale (WPS) were used to collect the data. Hierarchical multiple regression were employed. RESULTS Perceived overqualification and organizational commitment were the main predictors for both harmonious and obsessive passions (each p < 0.001). The unique effect of organizational commitment (βharmonious = 0.608, βobsessive = 0.556) on work passion were six to eight times larger than these of perceived overqualification (βharmonious = -0.079, βobsessive = 0.085). CONCLUSION Our findings indicate that high perceived overqualification clearly reduces nurses' harmonious passion and increases their obsessive passion, while high organizational commitment significantly promotes nurses' harmonious and obsessive passions. IMPLICATIONS FOR NURSING MANAGERS Nurse managers should distinguish the different effects of perceived overqualification and organizational commitment on work passion. Effective intervention should be developed to release nurses' potential abilities and improve their organizational commitment and work passion.