Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

Abstract

Aim This research investigated the relationship between perceived career opportunities, affective commitment to the supervisor, and social isolation from colleagues on the one hand and nurses’ well‐being and turnover intentions on the other. In addition, this study explored the mediating role of affective commitment to the organisation in these relationships. Background Previous research suggested that organisational commitment explained the effect of nurses’ work environment on their turnover intentions. However, less is known about how organisational commitment may contribute to explain nurses’ well‐being. Method This research used a cross‐sectional design. A sample of 244 nurses completed a questionnaire survey. Results Results indicated that affective commitment to the organisation partially mediates the relationships between perceived career opportunities, affective commitment to the supervisor, and social isolation on one hand, and turnover intentions and well‐being on the other hand. Conclusion This study showed that the way nurses assess various aspects of their work experience transposes to their emotional bond to their organisation, which in turn explains their well‐being and turnover intentions. Implications for nursing management This paper identifies factors that could contribute to reduce nurses’ intent to quit and promote their well‐being.

From Perceived Supervisor Social Power to Employee Commitment: Definition and Scale Development

“…Moreover, research has shown that affective commitment toward the organization acts as a mediating variable between affective commitment to the supervisor and turnover intention (Panaccio and Vandenberghe, 2011;Huyghebaert et al, 2019). Therefore, in line with previous hypotheses, the moderating effect of PSSP in the relation between affective commitment to the supervisor and the organization should have an indirect effect on turnover intention.…”

Burnout in Nursing Managers: A Systematic Review and Meta-Analysis of Related Factors, Levels and Prevalence

“…Furthermore, various methods have been proposed to address or prevent this problem, since nursing managers either directly or indirectly exert a major influence on the quality of care provided to patients [29,39]. It has been suggested that changes should be made in how duties are organized.…”

The Role of Resonant Leadership, Workplace Friendship and Serving Culture in predicting Organizational Commitment: the Mediating Role of Compassion at Work

“…Here, Harman's single factor test (Schriesheim, 1979) is used to statistically address the common method variance issues. This test has been widely accepted and used to assess common method biases by contemporary healthcare researchers when conducting studies in nursing and healthcare (Huyghebaert, Gillet, Audusseau, & Fouquereau, 2019;Nguyen, Teo, Pick, & Jemai, 2018), despite the criticisms (Min, Park, & Kim, 2016). We used exploratory factor analysis (Podsakoff, MacKenzie, Lee, & Podsakoff, 2003).…”