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Organizational commitment as a predictor variable in nursing turnover research: literature review
1School of Graduate Nursing, Kaplan University, Davenport, Iowa, USA. c.wagner@mchsi.com
Journal of Advanced Nursing
|October 3, 2007
Summary
Organizational commitment is a strong predictor of nursing turnover, outperforming job satisfaction. This variable should be routinely used in nursing turnover research for better insights into intent to stay.
Area of Science:
- Nursing Research
- Organizational Psychology
- Human Resources Management
Background:
- Organizational commitment is an underutilized predictor in nursing studies despite its reliability.
- Turnover studies can assess the performance of organizational commitment against job satisfaction.
Purpose of the Study:
- Evaluate the predictability of organizational commitment.
- Compare organizational commitment and job satisfaction as predictors.
- Determine the utility of organizational commitment in nursing turnover research.
Main Methods:
- Literature review of English-language studies (1960-2006).
- Searched CINAHL, PubMed, PsycINFO, and other databases.
- Included studies reporting R(2) or beta values for organizational commitment and turnover.
Main Results:
- 25 studies were reviewed; 23 compared organizational commitment and job satisfaction.
- Organizational commitment demonstrated robust indirect predictability.
- Organizational commitment was a stronger predictor than job satisfaction.
Conclusions:
- Organizational commitment effectively predicts nursing turnover.
- It directly impacts turnover antecedents like intent to stay.
- Routine use of organizational commitment in nursing turnover research is recommended.
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