Abstract
This study examined the influence of competence development, work-life balance, perceived organizational support and organization’s commitment to employees on job satisfaction, affective commitment and turnover intention among registered nurses in Nigeria’s Ondo State. The sample consisted of 220 registered nurses from six public hospitals in Ondo State. Data analysis was conducted using multivariate regressions, Pearson’s product-moment correlation and descriptive statistics to determine the influence of organizational factors on nurses’ job satisfaction, affective commitment and turnover intention. The results indicated that competence development practices, work-life balance policies and practices, perceived organizational support and the organization’s commitment to employees were positively correlated to job satisfaction and affective commitment but negatively correlated to registered nurses’ turnover intention. This study identified the importance of organizational factors in promoting nurses’ job satisfaction, affective organizational commitment and intention to stay which may inform hospital administration, health care institutions and the Ondo State Government about the significant role of organizational factors in improving nurses' job satisfaction, affective commitment and turnover intention. 
Highlights
The World Health Organization (WHO, 2020) states that nurses form the largest health workforce with approximately 59% of the health professions and they are critical to meeting universal health coverage and sustainable development goals
Regression results showed that organizational factors have significant positive relationships with job satisfaction (R = 0.670; R2 = 0.449; p
From the correlation and regression analyses, results indicate that competence development practices, work-life balance policies and practices, perceived organizational support and organization’s commitment to employees were positively correlated to job satisfaction and affective commitment but negatively correlated to registered nurses’ turnover intention
Summary
The World Health Organization (WHO, 2020) states that nurses form the largest health workforce with approximately 59% of the health professions and they are critical to meeting universal health coverage and sustainable development goals. Though the total stock has increased by 4.7 million over the period 2013-2018, a global shortage of 5.9 million nurses was estimated for 2018, and 5.7 million has been estimated to occur by 2030 in countries (including Bangladesh, India Indonesia, Nigeria and Pakistan) with a density below a benchmark of 4.45 physicians, nurses and midwives per 1000 population (WHO, 2020). Persistent labor crisis, workforce shortages and migrations are experienced by registered nurses who are members of the National Association of Nigeria Nurses and Midwives (NANNM), a professional/trade union organization recognized by the Trade Unions (Amendment) Act of 2005. It further shows that a total of 299 nurses work at the 575 Primary Health Care Centres in the 18 Local Governments of the State. The Federal Medical Centre, Owo (FMC) which serves as the only tertiary ijps.ccsenet.org
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