Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management

Abstract

Objectives The unrelenting migration trend of Filipino nurses to other countries has threatened the quality of patient care services in the country. This study explored the extent of nurses' organizational commitment and turnover intention in the Philippines. Furthermore, predictors of nurses’ organizational commitment and turnover intention were identified. Methods A cross-sectional research design was adopted for this study. Two hundred nurses from nine rural hospitals in the Central Philippines were asked to participate in the study and 166 nurses responded (an 83% response rate). Two standardized instruments were used: the Organizational Commitment Questionnaire and the Six-item Turnover Intention Inventory Scale. Results Findings revealed that Philippine nurses were moderately committed (3.13 ± 0.24) to and were undecided (2.42 ± 0.67) whether or not to leave their organization. Nurses' age ( P = 0.006), gender, ( t = -2.25, P = 0.026), education ( t = 2.38, P < 0.001), rank( t = 4.38, P < 0.001), and work experience ( t = 2.18, P = 0.031) correlated significantly with organizational commitment, while nurses’ age ( P = 0.028) and education ( t = 1.99, P = 0.048) correlated significantly with turnover intention. An inverse relationship was identified between the organizational commitment and turnover intention ( r = −0.22, P = 0.005). Conclusion The findings of this study highlight the need for formulation and implementation of interventions to promote life-long commitment in nurses and to reduce turnover rates.

The Correlation between Leader–Member Exchange and Organisational Commitment among Spanish Registered Nurses: The Moderating Role of Sex and Hospital Size

“…In the specific case of nurses, studies have also found that there is a positive relationship between LMX (m) and the level of affective commitment and increased feelings of emotional attachment to the hospital [58,59]. This result suggests that leadership encourages the collaborators' commitment and empowerment, thus leadership also leads to higher standards of work and organisational outcomes [60], and turnover intention [19]. Consequently, leadership practices may have important positive implications for nursing staff and patient outcomes.…”

“…Organisational commitment is an important management element that determines nurses' work performance, productivity, and turnover intention [19,20]. Organisational commitment is influenced by work challenges, opportunities for social interaction, and feedback.…”

Predictors and outcomes of nurse professional autonomy: A cross‐sectional study

“…In the literature, several factors were identified to influence this movement such as dismal working conditions, limited career opportunities, low salary, high workloads, influences of organizational politics, lack of organizational support, and weak enforcement of nursing laws (Castro‐Palaganas et al, ; Labrague et al, ; Perrin, Hagopian, Sales, & Huang, ). This is further aggravated by the current work environment of nurses characterized by higher workloads but with lesser benefits and significantly lower pay (Labrague, McEnroe‐Petitte, Tsaras, et al ). All these factors may inadvertently affect nurses work performance, the way they perform their function independently, their job satisfaction, and ultimately the nursing care provided to their patients (Labrague, Gloe, et al, , Iliopoulou & While, ; Masselink & Lee, ; Mrayyan, ).…”

Retention of Nurses in Medium Size Health Care Units -Role of Work Life Balance, Compensation and Work Environment

“…The researchers concluded that OC is having significant effect on nurses turnover intention and there is a positive relationship exists between OC and retention of employees. (Umamaheswari and jayasree Krishnan, (2015).An inverse relationship was identified between the organizational commitment and turn over intention (Labrague et al,2018). The above previous findings provide substantial evidence for the existence of relationship between nurses commitment and retention.…”