A contextual work‐life experiences model to understand nurse commitment and turnover

Aluwihare-Samaranayake, Dilmi; Gellatly, Ian R.; Cummings, Greta G.; Ogilvie, Emerita Linda

doi:10.1111/jan.13718

Cited by 18 publications

(16 citation statements)

References 77 publications

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“…While predictive of turnover and positively related to intention to stay ( Simon, Muller et al 2010 , De Gieter, Hofmans et al 2011 , Halter, Boiko et al 2017 ),evidence also identifies that if employees believe that their work groups are supportive and cohesive, they are less critical of the organisation as a whole and are more likely to stay in that organisation ( Ingersoll, Olsan et al 2002 , Brunetto, Xerri et al 2013 , Li, Early et al 2014 ). A recent finding indicted that commitment to the work organisation is connected to the nurse's commitments outside the organisation, implying the significance of maintaining a work/life balance ( Aluwihare-Samaranayake, Gellatly et al 2018 ). However, there remains a lack of consensus regarding the causality of job satisfaction and organisational commitment ( Saridakis, Lai et al 2020 ) and how they relate to intention to stay or leave.…”

Section: Introductionmentioning

confidence: 99%

How organisational commitment influences nurses’ intention to stay in nursing throughout their career

Bell

Sheridan

2020

International Journal of Nursing Studies Advances

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Background : The current COVID 19 pandemic brings into sharp focus the global necessity of having sufficient numbers of nurses and the dire impacts of nursing shortages throughout health systems in many countries. In 2020 retaining skilled experienced nurses continues to be a major global challenge. The dominant and consistent concentration of workforce research to date has focused on attitudinal factors including job satisfaction and burnout and there is limited research on how organisational commitment in combination with job satisfaction and burnout may explain what keeps nurses in nursing. Objectives : To measure how organisational commitment in combination with job satisfaction and burnout relate to the intention of Registered General Nurses’ staying in nursing (ITSN). Design & Methods : A quantitative descriptive design using a cross-sectional survey was utilised. A national postal survey of a representative sample of registered general nurses employed within the Republic of Ireland (ROI) health services was undertaken in 2010. A number of established valid and reliable instruments were used to measure attitudinal factors and their relationship with intention to stay (ITSN). Data were analysed using IBM SPSS version 24.0 and descriptive, correlational and multiple regression analysis were undertaken. Results : A total of 756 registered nurses participated in this study. The strongest predictor of intention to stay in nursing was organisational commitment (β=.32, p=.000) while burnout and job satisfaction had a significant relationship with ITSN. Conclusion : Results reveal the complex and multidimensional nature of ITSN with the majority of nurses having a strong intention to stay in nursing. Organisational commitment and low burnout represented predictors which are influential in nurses remaining in nursing throughout their career lifespan. These results remain relevant in 2020 particularly in light of the ongoing pandemic when retention and recruitment of skilled and experienced nurses to the workforce will be critical to the management of health care, considering the increased nurse vacancy rates in many countries and the evident lack of resolution of the issues raised from this study.

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Section: Introductionmentioning

confidence: 99%

How organisational commitment influences nurses’ intention to stay in nursing throughout their career

Bell

Sheridan

2020

International Journal of Nursing Studies Advances

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“…Our study focused on nurses' commitment to the nursing profession. This does not exclude the importance of organisational commitment, which may be present among nurses who have a lower turnover intention (Aluwihare‐Samaranayake et al, 2018). Future studies could explore how dimensions of organisational commitment formulate patient care quality.…”

Section: Discussionmentioning

confidence: 99%

“…This categorisation has been applied to explain professional commitment (Chang, Lee, Chu, et al, 2019), indicating its adequacy and justifying its adoption in our study. Commitment to the nursing profession has been shown to originate from various sources, for example prosocial motivation (Nesje, 2015) and workplace features (Aluwihare‐Samaranayake et al, 2018). These sources indicate that research on nurses' professional commitment could offer actionable means.…”

Section: Introductionmentioning

confidence: 99%

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Impact of professional commitment on professional capability improvement and care quality dimensions: A multi‐wave study

Chang

Huang

Lee

et al. 2021

Journal of Clinical Nursing

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Aims and objectives: To examine how the three dimensions of professional commitment impact professional capabilities improvement and five key dimensions of care quality.Background: While professional commitment is known to retain nurses, we do not know how its three dimensions-affective, continuance and normative commitmentformulate five care quality dimensions: assurance, reliability, responsiveness, empathy and tangibles. Design:We used a three-wave, follow-up design to follow a sample of nurse participants. Methods:We collected responses from 430 nurses who worked for a medical centre in Northern Taiwan during 2017-2019. Most (78.9%) of the respondents had an age between 20-40 years. We used Professional Commitment Scale of Meyer et al.

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“…Moreover, interpersonal justice would have an impact on organizational commitment and thus turnover intention (Perreira, Berta, & Herbert, ). Furthermore, fairness aspects are important in nurses’ decision to stay or leave (Aluwihare‐Samaranayake, Gellatly, Cummings, & Ogilvie, ). Thus, discrimination could discourage nurses from pursuing excellence in the nursing profession, thus reducing their intention to improve their professional capabilities.…”

Section: Introductionmentioning

confidence: 99%

How career facilitators and barriers influence nurses’ professional turnover intention

Chang

Huang

Wong

et al. 2019

Journal of Advanced Nursing

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Aims Our study investigates the influence of career facilitators and barriers on nurses’ improvement of their professional capabilities and their professional turnover intention. Background Reducing nurses’ professional turnover intention could help alleviate the global nursing shortage. Nevertheless, little research has addressed how career facilitators and barriers, nurses’ improvement of their professional capabilities and professional turnover intention are related, indicating a gap. Design This study used a cross‐sectional design. Methods We surveyed 502 out of 2,660 full‐time nurses who worked for a medical centre in Taiwan between January–March 2018. Our items were adapted from Cunningham et al. and Teng et al. and had adequate reliability and validity. Structural equation modelling was used to test the study hypotheses. Results Human capital, social capital, and discrimination were positively related to intention to improve professional capabilities. Moreover, intention to improve professional capabilities was positively related to action to improve professional capabilities, which was negatively related to professional turnover intention. Conclusion Most of the career facilitators and even barriers, boost the improvement of professional capabilities and are useful for retaining nurses in the nursing profession. Impact Findings of this study should have an impact on nursing managers by offering them means to retain nurses, for example, enhancing human capital and social capital among nurses to reduce their turnover intention.

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A contextual work‐life experiences model to understand nurse commitment and turnover

Cited by 18 publications

References 77 publications

How organisational commitment influences nurses’ intention to stay in nursing throughout their career

How organisational commitment influences nurses’ intention to stay in nursing throughout their career

Impact of professional commitment on professional capability improvement and care quality dimensions: A multi‐wave study

How career facilitators and barriers influence nurses’ professional turnover intention

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