Title

Examining Organizational Commitment and Job Satisfaction as Predictors of Turnover Intentions Among Urban Frontline Registered Nurses

Date of Award

9-1-2021

Document Type

Dissertation

Degree Name

Doctor of Healthcare Administration (DHA)

Committee Chair

Gail Frankle

Committee Member

Alyncia Bowen

Committee Member

Michelle Geiman

Abstract

Last year, the COVID-19 pandemic placed a greater strain on hospital systems to keep their nursing teams at optimal levels to meet the increased demand. A loss of nursing staff can have a detrimental effect on patient care and safety, productivity, psychological well-being of the nursing staff, and overall organizational performance. The purpose of this quantitative study focused on examining the relationship between job satisfaction, organizational commitment, and turnover intentions among urban frontline nurses working in acute-care facilities. Social exchange theory and Jobs Demands Resource Model represented the theoretical framework in the research study. Six research questions ascertained if a statistically significant relationship existed between job satisfaction, organizational commitment, and turnover intention. The hypothesis for the study was that there is no statistically significant relationship between the variables. Data were analyzed using Pearson's Product Moment Correlation and multiple regression analysis from a random sample of 135 frontline registered nurses working in Connecticut, Maine, Massachusetts, New Hampshire, New Jersey, New York, Pennsylvania, Rhode Island, and Vermont. Variables job satisfaction, organizational commitment, and turnover intention were measured using the Job Satisfaction Survey, Three-Component Model of Employee Commitment, and Turnover Intention scale-6. The study demonstrated a statistically significant correlations between job satisfaction and turnover intention r (135) = .62, p <.01 and organizational commitment and turnover intention r (135) = .42, p < .01. The predictor variables explained 40.2% of the variance in turnover intention among frontline nurses. Future research should examine nurses' perceptions of their work environment, contributing factors nurses face post-COVID-19, and job satisfaction factors driving turnover among nursing teams.

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