Mediating effects of nurses 'personal and organizational values between organizational commitment and turnover: Cross-sectional study.

Wentong Wei,Yanhui Liu,Mengxin Gan,Jingying Liu,Mengyu Yang,Kingston Rajiah

doi:10.1371/journal.pone.0258387

Wentong Wei, Yanhui Liu + Show 4 more

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https://doi.org/10.1371/journal.pone.0258387

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Abstract

BackgroundThe values of individuals and organizations are the core factors driving and guiding nurses’ decision-making and actions. Previous studies mainly focused on the impact of organizational commitment and other influencing factors on turnover intention.AimTo explore the mediating effect of personal and organizational values matching the relationship between organizational commitment and turnover intention of nursing staff.MethodsA cross-sectional survey of 490 subjects in four tertiary hospitals in Tianjin was conducted by convenient sampling. Multivariate regression analysis and structural equation models were used to test each hypothesis.ResultsThe results showed that there is a negative correlation between personal and organizational values, organizational commitment and turnover intention, and personal and organizational values played an indirect intermediary role between organizational commitment and turnover intention.ConclusionsOrganizational commitment reduces nurses’ turnover intention indirect through personal and organizational values paths. Leaders can improve nurses’ values as members of the organization, so as to participate in their own work more actively.Implications for nursing managementManagers should effectively reduce the turnover rate and stabilize the nursing team by improving the organizational commitment and personal and organizational values of clinical nurses.

Highlights

Nurses’ shortage and intention of losing nurses are the main challenges faced by health care organizations all over the world [1]
The results showed that there is a negative correlation between personal and organizational values, organizational commitment and turnover intention, and personal and organizational values played an indirect intermediary role between organizational commitment and turnover intention
We proposed the following hypotheses: (a) Organization commitment was adversely related to turnover intention, (b) Person-organization values were adversely related to turnover intention, (c) organizational commitment was positively related to person-organization values (Fig 1, hypothetical model)

Summary

Introduction

Nurses’ shortage and intention of losing nurses are the main challenges faced by health care organizations all over the world [1]. Where major themes of determinants of leaving a position or the profession emerge at the level of the individual, the job and the organization [5]. Turnover intention refers to “the desire of an individual to leave his or her current job within a certain period” [8]. Turnover intention is a cost-effective measure to investigate nurses’ turnover behavior, and numerous studies have employed turnover intention as a measure to predict nurse turnover [10,11,12,13]. A large number of domestic and foreign studies [15,16,17,18] show that personal organizational fit has a certain influence on employees’ turnover intention and behavior. Previous studies mainly focused on the impact of organizational commitment and other influencing factors on turnover intention

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