How does burnout impact the three components of nursing professional commitment?

Abstract

Nurse managers aiming to improve nurses' professional commitment should consider reducing nurses' burnout, for example improving nursing optimism and reducing administrative tasks, as suggested by the literature.

How do career barriers and supports impact nurse professional commitment and professional turnover intention?

“…Professional commitment comprises three aspects: affective, normative, and continuance professional commitment (Chang et al, ). Among them, affective professional commitment was used to represent professional commitment (Guerrero et al, ), indicating the importance of affective professional commitment.…”

“…Among them, affective professional commitment was used to represent professional commitment (Guerrero et al, ), indicating the importance of affective professional commitment. However, the three aspects may not have the same antecedents (Chang et al, ), or have the same impact on professional turnover (Chang et al, ), indicating the need to include all three.…”

“…Injustice, in turn, should damage an individual's affection for the nursing profession. Affection for the nursing profession has been defined as affective professional commitment (Chang et al, ). Hence, we hypothesize:

H1: Perceived discrimination is negatively related to affective professional commitment

…”

“…Discrimination is related to a perception of injustice (Goldman, ), which reduces the perception that a profession offers benefits to an individual. According to the reciprocal concept (Cropanzano & Mitchell, ), receiving favours (or benefits) instils a sense of obligation to give favours in return; in this case, perceived discrimination would reduce an individual's obligation to contribute to the profession, which is at the core of normative continuance intention (Chang et al, ). Hence, we hypothesize:

H2: Perceived discrimination is negatively related to normative professional commitment

…”

“…Promotion is typically accompanied by increased managerial responsibility, which raises utilization of professional skills (Mospan, Casper, Coleman, & Porter, ), which should evoke passion and pride in the profession. Passion and pride are measures of affective professional commitment (Chang et al, ). Hence, we hypothesize:

H3: Lack of advancement is negatively related to affective professional commitment

…”