Testing the relationship between three-component organizational/occupational commitment and organizational/occupational turnover intention using a non-recursive model

Chang, Huo Tsan; Wen, Nai; Miao, Min Chih

doi:10.1016/j.jvb.2006.10.001

Cited by 122 publications

(122 citation statements)

References 56 publications

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“…Affective occupational commitment has been mainly examined from the perspective of nurse retention. Several studies have shown that affective occupational commitment is a significant indicator of turnover intention and actual turnover among nurses, both inside and outside Japan [10] [17] [18] [19]. Satoh, Asakura, and Watanabe [20] showed that, of the three components of occupational commitment, affective commitment was the strongest influencing factor of intention to continue nursing.…”

Section: Introductionmentioning

confidence: 99%

Factors Related to Affective Occupational Commitment among Japanese Nurses

Satoh¹,

Watanabe²,

Asakura³

2017

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We identified the factors related to affective occupational commitment among nurses in Japan by conducting a cross-sectional survey in 12 hospitals in the Tohoku and Kanto districts of Japan in 2013. Of the 4046 nurses in these hospitals, 1330 completed the self-report questionnaire (valid response rate: 32.9%). High job satisfaction, high professional autonomy, having a scholarship loan, and being married were strongly related to affective occupational commitment. Conversely, having a high effort-reward imbalance and fewer overtime work hours indicated a low level of such commitment. The findings suggest that professional autonomy and job satisfaction are key factors for developing affective occupational commitment. Programs that promote professional autonomy and make people feel more appreciated for their work should be created to improve such commitment, and it would be important to provide adequate organizational resources to increase job satisfaction and reduce effort-reward imbalance. The fact that longer working hours are related to affective occupational commitment suggests that excessive emotional commitment to one's occupation can lead to overtime work. Therefore, nurse managers should consider the staff's working situations more thoroughly.

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Section: Introductionmentioning

confidence: 99%

Factors Related to Affective Occupational Commitment among Japanese Nurses

Satoh¹,

Watanabe²,

Asakura³

2017

OJN

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“…For instance, according to Özdemir and Yaylı (2014), there is an opposite (negative) and high relationship (r=,-709) between emotional commitment dimension and turnover intention dimension and an opposite (negative) and low relationship (r=,-436) with normative commitment dimension. Chang et al (2007) have found that normative commitment has a negative effect on organizational turnover intention and emotional commitment has a negative effect on vocational turnover intention. In a study of Das et al (2013), they inferred that there is a negative relationship between organizational commitment and turnover intention.…”

Section: Discussionmentioning

confidence: 97%

Relationship between organizational commitment and turnover intentions of academics

et al. 2017

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In this study, it is aimed to determine the level of organizational commitment of academics working in Department of Physical Education and Sports and identify its relationship with the intention to cease of employment. Organizational Commitment Scale, consisting of 18 questions, developed by Meyer and Allen (1997), adapted to Turkish by Varol (2010) and Scale of Turnover Intentions developed by Rosin and Korabik (1995), adapted to Turkish by Tanrıöver (2005) have been carried out on 143 academics chosen via random sampling method in this relational screening model research. The result of the research has shown that sub-dimension of Emotional Commitment of academics' constitutes the core element and intention to leave is low. Variables of gender and marital status are found to have no effect on the relationship between organizational commitment and intention to leave. On the other hand, academics with an administrative role display a meaningful difference. In regards to the correlation results within the scales, there is a negative and mid-level relationship between emotional commitment level and intention to leave, and a negative and low-level relationship between the level of normative commitment and case of employment.

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“…Normative commitment is a component that drives employees to stay in organisations -because they believe they ought to (Chang, Chi & Miao 2007;. According to Meyer & Parfyonova (2010), normative commitment is a shared, ongoing bond over an unlimited period of time which is based on reciprocated commitment and contribution.…”

Section: Normative Organisational Commitmentmentioning

confidence: 99%