Moderating Effects of Nurses’ Organizational Support on the Relationship Between Job Satisfaction and Organizational Commitment

Abstract

The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff.

The impact of psychological empowerment and organisational commitment on Chinese nurses’ job satisfaction

“…On the one hand, nurses' job satisfaction has a positive and significant influence on organisational commitment (Chang, 2014). On the other, organisational commitment has been confirmed to promote job satisfaction (Li, Early, Mahrer, Klaristenfeld, & Gold, 2014).…”

A Framework for Research and Practice: Relationship among Perception of Organizational Politics, Perceived Organization Support, Organizational Commitment and Work Engagements

“…Li, L. (2013) found that perceived organization support played a moderating role in the relationship between person-organization values fit and career success of female high-level person [48]. Chang, C. (2015) discovered nurses' organizational support perception played a regulating effect on the relationship between their job satisfaction and organizational commitment, which indicated the correlation would be stronger for those with higher organizational support perception [49]. Based on the analysis above, we put forward the following hypothesis.…”

The effects of work factors on nurses’ job satisfaction, quality of care and turnover intentions in oncology

“…In contrast, abusive leadership practices are associated with low quality of care and high turnover intentions in a sample of nurses working in different units (Lavoie‐Tremblay, Fernet, Lavigne, & Austin, ). Furthermore, nurses with high levels of job satisfaction are more likely to perform extra‐role behaviours at work (Tsai & Wu, ) and display high levels of organizational commitment (Chang, ). Therefore, they may strongly adhere to policies and procedures that have significant effects on patient care.…”