BackgroundIncreasing work efficiency, improving psychological health, decreasing turnover, turnover intention, and absenteeism may be dependent on organizational commitment of an employee. This study was carried out to identify the predictors of organizational commitment among university nursing faculty within Kathmandu Valley, Nepal.MethodsA cross-sectional analytical study was conducted based on a sample of 197 nursing faculty selected from 18 nursing colleges affiliated to 5 universities in Kathmandu Valley by using a proportionate stratified random sampling technique. Structured questionnaires regarding socio-demographic information, perceived faculty developmental opportunity, job satisfaction, perceived organizational support, and organizational commitment were used for data collection. Double data entry and data cleaning were done by using Epi-data software; and data analysis was carried out with SPSS version 16 software. Binary regression analysis was used to identify the predictors of organizational commitment and the adjusted odds ratio (AOR) was also calculated.ResultsThe findings of this study showed that a majority of respondents had moderate level of organizational commitment (68%) followed by high level (29%) and low level (3%). This study also revealed that the nursing faculty who had a master’s degree in nursing, a permanent appointment, and job satisfaction had a high level of organizational commitment. On the contrary, this study also revealed that the nursing faculty who were in the position of assistant instructor to assistant lecturer level and more than 5 years of work experience within same organization were less likely to have a high level of organizational commitment.ConclusionsNursing faculty within Kathmandu Valley have a moderate level of organizational commitment. The predictors of organizational commitment are higher education in nursing, position, type of appointment, current organizational tenure, and job satisfaction. Therefore, an organizational authority must pay attention to the modifiable predictors of organizational commitment to enhance organizational commitment of its nursing faculty. This will help to reduce faculty turnover, increase quality of teaching and student’s satisfaction.

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Introduction: Life satisfaction during elderly is essential in ageing process. Globally, insomnia is a problem that degrades the health of elderly people, which also interferes with the quality of life. Methods: A descriptive cross-sectional study was conducted to identify life satisfaction and insomnia among 501 community dwellers elderly of Lalitpur by using structured interview schedule on socio-demographic information, Satisfaction with Life Scale (SWLS) to measure a life satisfaction and Pittsburgh Insomnia Rating Scale (PIRS) to identify the prevalence of insomnia. Results: Data was edited, classified, and coded manually. Then, data entry and data cleaning were done using Epi data software and data analysis was done using SPSS software version 16. Descriptive and inferential statistics were used to analyze data. The study showed that 31.9% and 35.7% of respondents were highly satisfied and satisfied with their life respectively. However, 6% and 0.6% of respondents were dissatisfied and extremely dissatisfied with their life respectively. Study reveals that 50.5% of respondents had insomnia. Ethnicity, current job status, and health problems during night sleep were significantly associated with life satisfaction. Similarly, age, marital status, educational status, current job status, current physical health problems, presence of disease, taking medication at present and health problems during night sleep were significantly associated with insomnia. Conclusion: Most elderly people were satisfied with their life, but majority of them suffered from insomnia. Therefore, it is necessary to plan awareness program regarding life satisfaction and insomnia by concerned authority to help elderly to stay healthy and improve their quality of life.

Having an emotional attachment to an organization is a valuable asset for the quality input of nursing faculty in educating and facilitating the development of a qualified and competent nursing workforce. Nepalese universities are facing challenges in the retention of experienced and efficient faculty. However, evidence is scarce regarding the affective organizational commitment that might facilitate the retention of employees in the organization. To address this gap in the evidence, this study aimed to identify the factors explaining Affective Organizational Commitment (AOC) among the Nepalese nursing faculty. A cross-sectional path analytical study was conducted among 186 randomly selected nursing faculties. Data were collected through the questionnaire method using valid and reliable instruments. Descriptive and inferential statistics were used to analyze the data. The findings show the significant direct and Positive Effect of Perceived Faculty Development Opportunity (PFDOP) and Job Satisfaction (JS) on AOC; and the significant indirect and positive effects of perceived organizational support [POS] and PFDOP on AOC via JS. The model confirms a better fit with the empirical data that explained 40% of variance by PFDOP, POS, and JS on AOC. Job satisfaction and PFDOP are the significant factors explaining AOC among the Nepalese nursing faculty. The finding suggests that job satisfaction and perceived faculty development opportunity should be promoted to enhance the effective organizational commitment among the Nepalese nursing faculty.