How organisational commitment influences nurses’ intention to stay in nursing throughout their career

Bell, Marjorie; Sheridan, Ann

doi:10.1016/j.ijnsa.2020.100007

Cited by 42 publications

(47 citation statements)

References 73 publications

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“…It is shown to fully mediate the relationships between job autonomy, intrinsic work motivation and turnover intention in the study by Galletta et al (2011) and partially mediate the link between job satisfaction and turnover intention in the study by Tarigan and Ariani (2015). In a recent study by Bell and Sheridan (2020), organisational commitment is found as the strongest predictor of nurses' intention to stay, surpassing the influence of job satisfaction and burnout.…”

Section: Perspective From the Social Exchange Theory: Organisational ...mentioning

confidence: 91%

Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory

Tsen

Tan

et al. 2021

IJSSP

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PurposeMore companies embrace flexible work arrangements (FWA) as one of their employee retention strategies, yet its effectiveness is not consistent. Generally, past researchers use the social exchange theory to explain how FWA lowers turnover intention, while the rest adopts the border theory to justify why FWA can be ineffective. Here, the authors compare the competing theories for the first time to differentiate the theoretical reasoning of three forms of FWA (flex time, flex leave and homeworking). Two mediators (organisational commitment and work−family conflicts) are chosen to represent the mechanism of each theory.Design/methodology/approachThe authors employ the latest wave of the International Social Survey Program (ISSP) Work Orientation Module from 2015. Based on nationally representative data from 35 nations and 17,604 participants, the authors employed simple mediation and parallel double-mediation models via bootstrapping procedures to investigate the theoretical reasoning behind each FWA.FindingsThe results indicate that organisational commitment and work−family conflicts as significant mediators in all models, supporting both theories. The authors first tested each mediator in separated models. In models concerning the social exchange theory, all FWA lead to increased organisational commitment before lowering turnover intention, implying the beneficial outcomes of FWA. However, findings also support the border theory's perspective where flex time and homeworking increase turnover intention through heightened work−family conflicts. The parallel double-mediation further suggests that all three FWA forms have their unique theoretical framework, impacting turnover intention differently.Originality/valueBoth the social exchange theory and border theory are well-developed theories but grounded on different theoretical reasoning. This is the first paper that compares both theoretical perspectives in the context of FWA. It offers a new perspective in explaining the inconclusive effectiveness of FWA and provides future researchers a more integrated interpretation and prediction of FWA's impact on turnover intention.

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Section: Perspective From the Social Exchange Theory: Organisational ...mentioning

confidence: 91%

Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory

Tsen

Tan

et al. 2021

IJSSP

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show abstract

“…Previously conducted research showed that the willingness of the nurses to stay in the nursing profession is affected by many factors as the year of working experiences, job-related stress, marital status, organization factors, level of education, autonomy of the nurses in their works, and job satisfaction. 1 , 2 , 12 , 17 – 19…”

Section: Introductionmentioning

confidence: 99%

Nurses are leaving the nursing profession: A finding from the willingness of the nurses to stay in the nursing profession among nurses working in selected public hospitals of Wollega Zones, Oromia, Ethiopia

et al. 2022

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Background: The willingness of nurses to stay in nursing profession is nurses stay in the nursing profession without having intention to shift their works to other professions. In healthcare systems, nurses are currently leaving their work. To give quality of health, nurses have to stay in their work. The aim of this study was to find the willingness of the nurses to stay in the nursing profession and associated factors. Methods: An institution-based cross-sectional study was employed among nurses in selected hospitals. After checking for completeness, the data were interred into Epi Data version 3 and exported to Stata SE version 14 for analysis. Then, the descriptive statistics were computed. To find association, logistic regression was computed. Covariates from binary logistic regression were a candidate for multivariate logistic regression at p-value ⩽ 0.25. Variables in the final model were selected by the stepwise backward selection procedure. In the end, variables with a p-value ⩽ 0.05 were considered as statistically significant. Results: In this study, 349 nurses have participated with a 100% response rate and more than half of the participants were male 188 (53.87%). The proportion of nurses who have the willingness to stay in the nursing proportion is 54.44% (95% confidence interval = 0.491, 0.59). Getting relatively high salary (adjusted odd ratio = 1.81 (95% confidence interval = 1.05, 3.11)), no presence of support among colleagues (adjusted odd ratio = 0.10 (95% confidence interval = 0.05, 0.22)), not having participation in training (adjusted odd ratio = 0.49 (95% confidence interval = 028, 0.86)), having relative low experience in nursing profession that is less than 6 years (adjusted odd ratio = 0.46 (95% confidence interval = 0.26, 1.81)), having good autonomy in the nursing profession (adjusted odd ratio = 0.41 (95% confidence interval = 0.23, 0.70)), and having a good sense of self-calling for the nursing profession among nurses (adjusted odd ratio = 2.85 (95% confidence interval = 1.64, 4.97)) are the factors related with willingness of the nurses to stay in the nursing profession. Conclusion and recommendation: To bring development in the nursing profession, it is a must to staying experienced nurses in the nursing profession. Therefore, to increase the willingness of nurses in the nursing profession, it is better to increase the salary of nurses, giving frequent training for the nurses, initiate the nurses to support one another, and encourage the nurses to have sense of self-calling for nursing profession. This is accomplished if there is a harmonious relationship between the governments, nurses, and other stakeholders in the healthcare delivery system.

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“…Vice versa, the more elements of the work that are not following the desires and value system adopted by the individual, the lower the level of satisfaction obtained. In addition, Bell & Sheridan (2020) states that job satisfaction can be a driving factor for increasing employee performance, which will improve organizational performance. According to Scaduto et al (2008), the work environment and work motivation positively and significantly affected job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

The Role of Work Motivation and Work Environment in Improving Job Satisfaction

Basalamah

As'ad

2021

GRHRM

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This study aims is to analyze the effect of work motivation on the satisfaction of management lecturers and analyze the effect of the work environment on the satisfaction of management lecturers at a private university in the city of Makassar. This type of research is explanatory research. The sample of this research is management lecturers at private universities in Makassar city, Data use purposive random sampling total 105 respondent. The research period was carried out in February 2020-May 2020. The method of analysis in this study was multiple regression analysis. The results of this study indicate that motivation has a significant effect on job satisfaction. This study proves that both theoretically and previous empirical studies explain that increasing work motivation will increase the job satisfaction of lecturers at private universities in the city of Makassar. According to empirical studies, motivation from a financial perspective can encourage someone to do work. This factor has a more significant influence than the influence of motivation on lecturer job satisfaction. The universities and study programs must improve indicators in the work environment to create comfortable working conditions so that it will increase the job satisfaction of private university lecturers in the city of Makassar.

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How organisational commitment influences nurses’ intention to stay in nursing throughout their career

Cited by 42 publications

References 73 publications

Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory

Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory

Nurses are leaving the nursing profession: A finding from the willingness of the nurses to stay in the nursing profession among nurses working in selected public hospitals of Wollega Zones, Oromia, Ethiopia

The Role of Work Motivation and Work Environment in Improving Job Satisfaction

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