The importance of organizational commitment in rural nurses' intent to leave

Abstract

Aims To examine determinants of intention to leave a nursing position in rural and remote areas within the next year, for Registered Nurses or Nurse Practitioners (RNs/NPs) and Licensed Practical Nurses (LPNs). Design A pan‐Canadian cross‐sectional survey. Methods The Nursing Practice in Rural and Remote Canada II survey (2014–2015) used stratified, systematic sampling and obtained two samples of questionnaire responses on intent to leave from 1,932 RNs/NPs and 1,133 LPNs. Separate logistic regression analyses were conducted for RNs/NPs and LPNs. Results For RNs/NPs, 19.8% of the variance on intent to leave was explained by 11 variables; and for LPNs, 16.9% of the variance was explained by seven variables. Organizational commitment was the only variable associated with intent to leave for both RNs/NPs and LPNs. Conclusions Enhancement of organizational commitment is important in reducing intent to leave and turnover. Since most variables associated with intent to leave differ between RNs/NPs and LPNs, the distinction of nurse type is critical for the development of rural‐specific turnover reduction strategies. Comparison of determinants of intent to leave in the current RNs/NPs analysis with the first pan‐Canadian study of rural and remote nurses (2001–2002) showed similarity of issues for RNs/NPs over time, suggesting that some issues addressing turnover remain unresolved. Impact The geographic maldistribution of nurses requires focused attention on nurses' intent to leave. This research shows that healthcare organizations would do well to develop policies targeting specific variables associated with intent to leave for each type of nurse in the rural and remote context. Practical strategies could include specific continuing education initiatives, tailored mentoring programs, and the creation of career pathways for nurses in rural and remote settings. They would also include place‐based actions designed to enhance nurses' integration with their communities and which would be planned together with communities and nurses themselves.

The meaning of nursing practice for nurses who are retired yet continue to work in a rural or remote community

“…Supports specifically noted for older rural and remote nurses include considerations from management [ 21 ], appropriate workload, open communication, and access to professional development [ 20 ]. Opportunities for social interaction in the workplace has been mentioned as an important retention factor [ 18 ], but factors of positive social processes in the community and ensuring family and community support are only referenced in rurally-focused studies [ 7 , 10 , 22 ].…”

Mediating effects of nurses ‘personal and organizational values between organizational commitment and turnover: Cross-sectional study

“…One in five Registered Nurses within 1 year of hire and one-third within 2 years is estimated to leaves the profession [ 4 ]. Where major themes of determinants of leaving a position or the profession emerge at the level of the individual, the job and the organization [ 5 ]. Turnover may reduce staffing and patient contact time and affect the quality of patient care [ 6 , 7 ].…”

The Effect of Nurses’ Work–Life Balance on Work Engagement: The Adjustment Effect of Affective Commitment

“…26 Organizational commitment is widely known as an organizational variable that predicts turnover. 27,28 It is also known to be directly related to other work-related outcome variables, such as organizational citizenship behaviour. 29,30 As has been demonstrated with the JD-R model's motivational processes, increasing WE is thought to increase organizational commitment and form an organization's attachment.…”