Turnover Intention and Organizational Commitment of Primary Healthcare Nurses

Abstract

Turnover intention is a predictor of the decision to leave an organization, which, if carried out, affects the quality of care provided. There is an association between turnover intention and organizational commitment. The more committed nurses are to the unit in which they work, the more committed they become to the unit’s organizational goals; thus, they tend to continue working for the organization. Aiming to assess the turnover intention and the organizational commitment of nurses in primary healthcare, we conducted a quantitative, observational, descriptive, and cross-sectional study. The Intention of Turnover Scale and the Organizational Commitment Scale were applied in a sample of 297 nurses. Data were analyzed based on descriptive statistics. About 92.8% of the nurses intend to stay at their current workplace and only 7.3% plan to leave soon, suggesting low turnover intention; 84.5% of the nurses are willing to make an effort beyond what is normal to help their organization succeed, and 88.7% feel really interested in the destiny of the organization, which shows high organizational commitment. Pearson’s Coefficient revealed the existence of a significant negative correlation between the factors “Intention to leave” and “Committed to the organization” (r = −0.51, p < 0.01). These findings suggest that, when nurses are more committed to their work and to the organization, they display less intention to leave, keeping the teams committed and motivated towards the organizational goals Our findings may guide nurse managers and policy-makers to develop strategies that retain nurses in organizations, keeping them motivated and engaged, and focusing on higher organizational commitment due to the influence it may have on the turnover intention.

Nurses’ Well-Being at Work in a Hospital Setting: A Scoping Review

“…Employees with positive work-related characteristics are likely to have greater performance, satisfaction, commitment, and well-being at work [35].…”

“…The more nurses feel empowered and involved in the decision-making process, the more the practice environment is favorable for them to exercise autonomy and all their skills. In addition, it is essential that nurse managers foster and promote environments that favor high-quality care, as they will bring greater professional satisfaction and better results for clients [35].…”

The Mediating Role of Organizational Commitment Between Workplace Bullying and Turnover Intention Among Clinical Nurses in China: A Cross-Sectional Study

“…Callado A [50]'s study of Portuguese nurses and Labrague's study of Filipino nurses [51]. The ve dimensions of organizational commitment are negatively correlated with turnover intention.…”

Effect of Job Environmental, Job Loads and Compensation to Job Satisfaction and Implications on Turnover Intentions in Manufacturing Company

“…Traditional turnover theory (Ladelsky & Lee, 2022;Griffeth et al, 2000., Mobley et al, 1979 suggests that changing jobs (whether intended or actual) derives from the classic "cost/benefifit" analysis, in which individuals expect the rewards they receive to exceed the costs. Callado et al (2023) state that Turnover intention is a predictor of the decision to leave an organization, which, if carried out, affects the quality of care provided. The issue of employee turnover is considered as one of the global obstacles for organisations worldwide, which directly and adversely affects strategic plans and opportunities of gaining competitive advantages.…”