Organizational Commitment and its Predictors among Nurses Working in Jimma University Specialized Teaching Hospital, Southwest Ethiopia

Abstract

Background: The idea of organizational commitment has intuitive appeal because of the relationship of commitment to turnover, absenteeism, and organizational performance. All of these are important to healthcare executives who are attempting to stabilize a nursing workforce in the presence of a growing nursing shortage.Objective: The objective of the study was to determine the level of organizational commitment of nurses and its predictors among Jimma University specialized teaching hospital nurses, Southwest Ethiopia. Methods:Institution based cross-sectional study design was conducted in Jimma University Specialized Teaching Hospital from March 2 to March 18, 2016 and systematic sampling technique was used to select a total of 242 study subjects. Data were collected using self-administered questionnaire and entered to Epi data version 3.1 and analyzed using SPSS version 16 software. One-way analysis of variance, independent sample T-tests and Multivariable linear regression analysis was conducted to identify predictors of organizational commitment and significance was checked at p<0.05. Results:The respondents mean score of organizational commitment was 70.45 ± 8.22 and only 72 (32.9%) of the nurses score high level of organizational commitment. The independent t-test and One-way analysis of variance result revealed educational status and working ward were significantly associated with organizational commitment. The multivariable linear regression showed that perceived organizational support (ß=0.482, p<0.001), interpersonal relationship (ß=0.303, p=0.008), job satisfaction (ß=0.059, p=0.027), transformational leadership behavior (ß=0.165, p<0.001), educational qualification (ß=-1.860, p=0.02) and working ward (ß=-0.585, p=0.018) were significant predictors of organizational commitment among nurses. Conclusion:The organizational commitment levels of nurses were low. Job satisfaction, perceived organizational support, transformational leadership behavior, interpersonal relationship, and working in ICU and OR are significant predictors of organizational commitment.Recommendation: Human Resource Management, CEO and Nursing Leaders of JUSTH shall participate nurses in managerial decision making, using improved communication skills and give appreciation for their contributions to the organization.

Improving nurses’ organizational commitment by participating in their performance appraisal process

“…According to Polit and Beck (2017), in order to be able to take part in action research sessions participants need to have experience of the situation, and a willingness to participate, or they need to be able to control the problem, or help to solve the problem financially. Based on literature review, working in ICU was a negative factor for organizational commitment (Israel, Kifle, Tigist, & Fantahun, 2017). Nurses working in intensive care unit were found to be dissatisfied with the performance appraisal process (Aly & Moustafa, 2016;Israel et al, 2017;Nikpeyma et al, 2014), so the participants of this study were the nurses employed at ICU, CCU and NICU wards and the nurse managers with responsibility for these units.…”

“…Based on literature review, working in ICU was a negative factor for organizational commitment (Israel, Kifle, Tigist, & Fantahun, 2017). Nurses working in intensive care unit were found to be dissatisfied with the performance appraisal process (Aly & Moustafa, 2016;Israel et al, 2017;Nikpeyma et al, 2014), so the participants of this study were the nurses employed at ICU, CCU and NICU wards and the nurse managers with responsibility for these units. They were selected for participation due to their willingness to do so, and in terms of nurse management for the power, these individuals had to make decisions and solve problems.…”