Nurses’ perceptions of severe acute respiratory syndrome: relationship between commitment and intention to leave nursing

Abstract

Perceived risk to life from infection has a possible influence on the commitment/intention-to-leave model in hospital nurses caring for patients with severe acute respiratory syndrome, and this information can inform hospital and nursing managers about nurse retention following a severe acute respiratory syndrome outbreak and the management of commitment in the context of nursing human resources management.

Predicting nurses' turnover intentions by demographic characteristics, perception of health, quality of work attitudes

“…Sage 52 found in that regard organizational commitment was strongly related to the aggregated duration of voluntary absence. Despite that organizational commitment is considered an important factor related to turnover intention, 8,[17][18][19][20][21][22] the findings of the present study did not show a relationship between affective neither continuous commitment and turnover intention. Among the three components of commitment, findings showed that normative commitment was the only negative predictor of nurses' turnover intention.…”

“…Researchers examined the effects of organizational commitment on nurses' turnover intentions in different countries such as United States, 8,18 Canada, 19 Taiwan 20,21 and Australia. 8,[18][19][20][21][22] A well state of physical and psychological health of nurses is a perquisite for providing a quality of nursing care. 8,[18][19][20][21][22] A well state of physical and psychological health of nurses is a perquisite for providing a quality of nursing care.…”

Stress, depression, and intention to leave among nurses in different medical units: Implications for healthcare management/nursing practice

“…A growing body of research suggests that intention to leave can be associated with an array of factors, including work overload, lack of social support [22][23][24], burnout [25], feelings of work-family conflict [26] or stress [25,27], low job satisfaction [25,[28][29][30][31][32][33][34], supervisory support [35], organizational commitment [36,37], organizational climate [38], the quality of care [34], dissatisfaction with salary or low pay [25,39], and few possibilities for development [40]. Evidence from several present studies highlighted that stress results in high absenteeism and turnover, and low retention of nurses, which consequently affect the quality of care provided [19,20].…”

Are employees more committed and willing to accept critical assignments during a crisis? A study of organizational commitment, professional commitment and willingness to care during the SARS outbreak in Taiwan

“…Our result showed that getting support from the family helped the nurses to identify more deeply with their hospitals and have a greater willingness to work with extra efforts. Willingness to take care of SARS patients not only requires positive attitudes, but also psychological support from the family (Chang et al 2006). The drastic effect of family support on PC deserves attention.…”

“…Many empirical studies had proved that employees' PC was a strong predictor of intent to leave the profession (Chang et al 2006;Nogueras 2006). Aranya, Pollock and Amernic (1981) adopted the definition and measure of PC, which was modeled after Porter et al's (1974) approach and substituted the word, 'organization' for 'profession'.…”