TY - JOUR
T1 - Organizational commitment and turnover intention among rural nurses in the Philippines
T2 - Implications for nursing management
AU - Labrague, Leodoro J.
AU - McEnroe – Petitte, Denise M.
AU - Tsaras, Konstantinos
AU - Cruz, Jonas P.
AU - Colet, Paolo C.
AU - Gloe, Donna S.
N1 - Publisher Copyright:
© 2018 Chinese Nursing Association
PY - 2018/10/10
Y1 - 2018/10/10
N2 - 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.
AB - 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.
KW - Hospitals
KW - Nurses
KW - Organizational commitment
KW - Philippines
KW - Rural
KW - Turnover intention
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U2 - 10.1016/j.ijnss.2018.09.001
DO - 10.1016/j.ijnss.2018.09.001
M3 - Article
C2 - 31406855
AN - SCOPUS:85056395428
SN - 2352-0132
VL - 5
SP - 403
EP - 408
JO - International Journal of Nursing Sciences
JF - International Journal of Nursing Sciences
IS - 4
ER -