Predictors of hospitals' organizational climates and nurses' intent to stay in Jordanian hospitals

Abstract

This paper aimed at studying variables of hospitals' organizational climates and nurses' intent to stay and determine predictors of the two concepts. A survey using a convenience sampling technique was used to collect data. A total of 362 nurses from three types of hospitals were recruited. Farly's Nursing Practice Environment Scale (NPES) was used to assess the organizational climates at Jordanian hospitals (Farly and Nyberg, 1990). McCain's Behavioral Commitment Scale (McCloskey, 1990) was used to measure nurses' intent to stay. Stepwise regression analyses were used to indicate predictors of hospitals' organizational climates and nurses' intent to stay.Quality of care and professionalism were major variables influenced hospitals' organizational climates. Nurses reported that they plan to keep their jobs for at least two or three years. Nurses' intent to stay, time commitment, types of hospitals and average daily census were predictors of hospitals' organizational climates. Predictors of nurses' intent to stay were hospitals' organizational climates, decision-making style, age and organizational structures.Managerial interventions that would create supportive work environments are needed to encourage nurses to stay longer at their jobs. These interventions include, but are not limited to, using participative management and supportive leadership, decreasing workload and employing nurses who work on a full-time basis.

Testing a theoretical model of clinical nurses’ intent to stay

“…Empowerment was also the key mediating variable between leadership and ITS. Consistent with Ellenbecker, Samia, Cushman, and Porell (2007) and Mrayyan (2008), our model results supported empowering environments as essential to clinical nurses' ITS. Our findings were the same as Hayes et al (2006), that empowerment has a direct effect on job satisfaction, and Storey, Cheater, Ford, and Leese (2009), that empowerment directly influences job satisfaction.…”

“…Clinical nurses' stated intentions to stay have consistently been reported as predictors of retention. Empirical testing of theoretical models of intent to stay (ITS) has identified up to 52% of the variance in ITS (Boyle, Bott, Hansen, Woods, & Taunton, 1999;Mrayyan, 2008); however, inconsistent outcomes have been reported across studies, which contribute to uncertainty about the formation of clinical nurses' intentions to remain in their current positions and hinder the development of effective retention strategies. In addition, not all hypothesized models have been adequately tested nor the causal sequence of effects identified, which limits the legitimacy of study conclusions.…”

“…Empirical support for the hypothesized relationships among study variables is described in detail elsewhere (Cowden & Cummings, 2012) including recognition of a need for distinctions between affective and cognitive determinants of behavioral intentions (Meyer, Allen, & Smith, 1993;Mrayyan, 2008;Gregory, Way, LeFort, Barrett, & Parfrey, 2007).…”

“…Manager characteristics identified in the model and commonly studied in nursing retention and turnover research are nurses' perception of leadership (Cowden et al, 2011;Taunton, Boyle, Woods, Hansen, & Bott, 1997), leadership practices of shared decision making (Mrayyan, 2008), praise and recognition (Tourangeau & Cranley, 2006), and supervisor support (Tourangeau & Cranley, 2006). The literature is unclear on the mechanisms by which leadership practices influence the development of nurses' ITS.…”

Revealing the Main Determinants of Employee Job Satisfaction in Jordanian Hospitals. An Empirical Analysis based on McCloskey/Mueller Satisfaction Scale

“…Empirical studies concerning job satisfaction and job performance of Jordanian nurses are provided by Mrayyan (2007Mrayyan ( , 2008Mrayyan ( , 2009), Mrayyan and AlFaouri (2008), AbuAlRub, Omari, and Al-Zaru (2009). Mrayyan (2007) surveyed a convenience sample of 433 nurses from both teaching and non-teaching Jordanian hospitals, pointing out that nurses were neither satisfied nor dissatisfied and the level of nurses' job satisfaction was higher in non-teaching hospital than teaching hospitals.…”