Volume 23, Issue 1 (4-2024)
TB 2024, 23(1): 35-50 |
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Ethics code: IR.IAU.TMU.REC.1402.164
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Ashofteh R, Ghasem Begloo A, Motevalli M S. Predicting the Turnover Intention of Nurses through Their Organizational Commitment by Mediating the Compatibility of Personal and Organizational Values in the Hospitals ofAffiliated with Islamic Azad University of Medical Sciences in Tehran. TB 2024; 23 (1) :35-50
URL: http://tbj.ssu.ac.ir/article-1-3602-en.html
URL: http://tbj.ssu.ac.ir/article-1-3602-en.html
Department of Health Care Management, Faculty of Health, Tehran Medical Sciences, Islamic Azad University, Tehran, Iran. , a.begloo@iautmu.ac.ir
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Predicting the Turnover Intention of Nurses through Their Organizational Commitment by Mediating the Compatibility of Personal and Organizational Values in the Hospitals ofAffiliated with Islamic Azad University of Medical Sciences in Tehran
Reyhaneh Ashofteh(Ms.c.) 1, Ghasem Begloo-Amin(Ph.D.)2, Maryam Sadat Motevalli(Ph.D.)3
1.Master student of health care management, Faculty of health, Tehran medical sciences, Islamic Azad University, Tehran, Iran.
2.Corresponding Author: Assistant Professor, Department of health care management, Faculty of Azad University, Tehran, Iran.
Email: a.begloo@iautmu.ac.ir Tel: 09122882537
3.Instructor, Department of public health, Hygiene Faculty, Tehran Medical Science, Islamic Azad University, Tehran, Iran.
Abstract
Introduction: Turnover of nurses creates great problems in providing services to and the quality of care regarding patients. Organizational commitment and compatibility between personal and organizational values of nurses reduces turnover intention in nurses. The current research was conducted with the aim of investigating the relationship between organizational commitment and turnover intention, considering the mediating role of personal and organizational values.
Methods: In this descriptive study, the statistical population included nurses working in the hospitals of Tehran Islamic Azad University of Medical Sciences in 2023. 250 people were selected by simple random sampling method and responded to the questionnaires of Kim et al.'s turnover intention, Allen and Meyer's organizational commitment, Scroggins' person-organization fit, and demographic questionnaires. . In order to analyze data, Pearson's correlation coefficient, bootstrap method, and Sobel's test were used in structural equation modeling with Amos software.
Results: The results of path analysis showed that the direct effect of organizational commitment on personal and organizational value and turnover intention was significant, and the direct effect of personal and organizational values on turnover intention was also significant. Moreover, the indirect effect of organizational commitment on turnover intention was confirmed through the mediation of personal and organizational values.
Conclusion: The findings of the current research show the mediating effect of personal and organizational values on the relationship between the turnover intention and organizational commitment. It is suggested that nursing managers try to formulate intervention strategies to improve organizational commitment and compatibility of personal and organizational values of nurses.
Keywords: Organizational commitment, Turnover intention, Personal and organizational values, Nurses
References
1-Lim AP, Loo JK, Lee P. The impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction. Journal of Applied Structural Equation Modeling. 2017;1(1):27-41.
2-Sousa-Poza A, Henneberger F. Analyzing job mobility with job turnover intentions: An international comparative study. Journal of economic issues. 2004;38(1):113-37.
3-Boamah SA, Laschinger H. The influence of areas of worklife fit and work‐life interference on burnout and turnover intentions among new graduate nurses. Journal of nursing management. 2016;24(2):E164-E74.
4-Hoseini-Esfidarjani S, Negarandeh R, Janani L & et al.The intention to turnover and its relationship with healthy work environment among nursing staff . Journal of Hayat 2018; 23 (4) :318-331. [Persian]
5-Sabanciogullari S, Dogan S. Relationship between job satisfaction, professional identity and intention to leave the profession among nurses in Turkey. Journal of nursing management. 2015;23(8):1076-85.
6-Sokhanvar M, Kakemam E, Chegini Z & et al. Hospital nurses' job security and turnover intention and factors contributing to their turnover intention: A cross-Sectional study. Nursing and Midwifery Studies. 2018;7(3):133-40.
7-Fakhraei M, Imami R, Manuchehri S. Effects of organizational support on organizational commitment. Inter J Econ Bus Manage. 2015;3(1):1-5.
8-Batura N, Skordis-Worrall J, Thapa R & et al.. Is the Job Satisfaction Survey a good tool to measure job satisfaction amongst health workers in Nepal? Results of a validation analysis. BMC health services research. 2016;16:1-13.
9-Ardalan Mr, Taajobi M, Majooni H. The Role of Ethical Leadership in Organizational Citizenship Behavior by Mediating Organizational Justice and Organizational Commitment. MEO 2020; 8 (2) :11-46. [Persian]
10-Gillet N, Fouquereau E, Coillot H, &et al. The effects of work factors on nurses’ job satisfaction, quality of care and turnover intentions in oncology. Journal of advanced nursing. 2018;74(5):1208-19.
11-Wei W, Gan M, Liu Y & et al. Mediating effects of nurses ‘personal and organizational values between organizational commitment and turnover: Cross-sectional study. PloS one. 2021; 16(10).
12-Wang Z, Zhang L. An empirical study on relations among person–organization fit, job satisfaction and turnover intention. Chinese Journal Management. 2010;3:379-85.
13-Vafadar Z, Rahmati Najjar Kelayi F, Parandeh A. Professional values from the point of view of nursing students in selected military university of Tehran in 2017. Journal of Military Medicine. 2020; 22(4):393-400.[Persian]
14-Traynor M. Guest editorial: What’s wrong with resilience. SAGE Publications Sage UK: London, England; 2018. 5-8.
15-Harriri Gr, Yaghmaei F, Zagheri Tafreshi M & et al.. Assessment of some factors related to leave in nurses and their demographic charater in educational hospitals of Shahid Behesthi University of Medical Sciences. Journal of health promotion management; 2012; 1(3):17-27.[Persian]
16-Almalki MJ, FitzGerald G, Clark M. The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia. BMC health services research. 2012;12(1):1-11.
17-Mahdavi M, Arab M, Mahmoudi M & et al.. Organizational commitment and intention to leave among hospitals' employees in Tehran hospitals. Hospital. 2014;12(4):20-30.
18-Seok HS. Factors affecting organizational commitment and turnover intention of hospital nurses: Focused on the mediating effects of person-environment fit. Journal of Korean Academy of Nursing Administration. 2013;19(3):361-71.
19-Haji J, Mohammadimehr M. Predicting the intention to leave of the nursing profession in imam khomeini hospital in Mahabad during the corona pandemic period based on the components of job stress and resilience. Nursing And Midwifery Journal. 2021;19(1):41-50.
20-Attaran E, Tizdast T, Zarbakhsh Bahri Mr. Structural equations of the relationship between the lifestyle of Women employees with the experience of work immersion with the mediation of organizational commitment. Journal of Applied Family Therapy; 2023; 3(5); 480-499.[Persian]
21-Davoudi M, Ghorbani SH, Nejat M & et al.. The effectiveness of the emotional intelligence skills training on the nurses' organizational commitment. Journal of Nursing Education (JNE). 2020;9.(5)
22-Karimi J, Mohammadi F, Abbasi H. The Effect of Organizational Fit on Organizational Citizenship Behavior Regarding the Moderating Role of Psychological Empowerment of Employees in Physical Education Management employees of Iranian Universities. Organizational Behavior Management in Sport Studies; 2018; 5(2). 69-76.[Persian]
23-Hosseyni F, Rahmani H, Tatari M & et al.. Relationship between Professional Commitment and Intention to leave the job among Nurses Working in Intensive Care Units. Journal of Research Development in Nursing and Midwifery. 2022;19(2):6-9.
24-Jiang N, Zhou X, Gong Y & et al. Factors related to turnover intention among emergency department nurses in China: A nationwide cross‐sectional study. Nursing in Critical Care. 2023;28(2):236-44.
25-Xia G, Zhang Y, Dong L & et al. The mediating role of organizational commitment between workplace bullying and turnover intention among clinical nurses in China: a cross-sectional study. BMC nursing. 2023;22(1):360.
26-Arslan Yürümezoğlu H, Kocaman G, Mert Haydarİ S. Predicting nurses’ organizational and professional turnover intentions. Japan Journal of Nursing Science. 2019;16(3):274-85.
27-Dneshmand Mehr M, Kavianpour H. Surveying the Impact of Recognized Human Resource’ s Actions On the Intention to Abandon Military Service Considering Mediating Role of Personnel’ s Participation, Organizational Commitment and Organizational Citizenship Behavior-Case Study: Personnel of Nedaja. Journal of Teaching in Marine Science. 2021;8(25 ):131-148.[Persian]
28-Margaretha M, Wicaksana A. The Relationship between person organization fit toward organizational commitment and organizational citizenship behavior: experiences from student activity organization members. International Journal of Management Science and Business Administration. 2020;6(3):43-9.
29-Pourrostami K, Mohammadshahi M, Shams L & et al. Investigating the relationship between person-organization fit and organizational commitment of health care managers employed at Alborz university of medical science. Payavard-Salamat. 2017;11(1):106-114. [Persian]
30-Mohammadi M. Investigating the Impact of Person-organization Fit on Organizational Commitment Mediated by Psychological Empowerment. Transformation Management Journal. 2021; 13(1); 258-308.[Persian]
31-Huang A-h, Guo G-t, Qiu H-x. Research on the relationship between personal-organizational values fit and job involvement of the new generation of employees. Frontiers of Engineering Management. 2015; 2(1); 4-31.
32-Namdar Badloo BA, Shirazi A, Maharati Y. The effect of person-organization fit on turnover intention, mediated by person-group fit among Mashhad public specialty hospitals nurses. Horizons of Medical Education Development. 2019;10(1):10-9.
33-Mardani Mr, Zanganeh M, Khanghah M. The effect of Poor fit Person with Organization on the Intentions to Quit Headquarters Staff of the Ministry of Education with emphasize on the Mediator Role of job Burnout and Moderating Role of Spirituality. Public Management Researches. 2019; 12(45):311-330.[Persian]
34-Khalida R. The effect of person-organization fit on turnover intention with job satisfaction as mediating variable. BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi. 2016;23(3):2.
Reyhaneh Ashofteh(Ms.c.) 1, Ghasem Begloo-Amin(Ph.D.)2, Maryam Sadat Motevalli(Ph.D.)3
1.Master student of health care management, Faculty of health, Tehran medical sciences, Islamic Azad University, Tehran, Iran.
2.Corresponding Author: Assistant Professor, Department of health care management, Faculty of Azad University, Tehran, Iran.
Email: a.begloo@iautmu.ac.ir Tel: 09122882537
3.Instructor, Department of public health, Hygiene Faculty, Tehran Medical Science, Islamic Azad University, Tehran, Iran.
Abstract
Introduction: Turnover of nurses creates great problems in providing services to and the quality of care regarding patients. Organizational commitment and compatibility between personal and organizational values of nurses reduces turnover intention in nurses. The current research was conducted with the aim of investigating the relationship between organizational commitment and turnover intention, considering the mediating role of personal and organizational values.
Methods: In this descriptive study, the statistical population included nurses working in the hospitals of Tehran Islamic Azad University of Medical Sciences in 2023. 250 people were selected by simple random sampling method and responded to the questionnaires of Kim et al.'s turnover intention, Allen and Meyer's organizational commitment, Scroggins' person-organization fit, and demographic questionnaires. . In order to analyze data, Pearson's correlation coefficient, bootstrap method, and Sobel's test were used in structural equation modeling with Amos software.
Results: The results of path analysis showed that the direct effect of organizational commitment on personal and organizational value and turnover intention was significant, and the direct effect of personal and organizational values on turnover intention was also significant. Moreover, the indirect effect of organizational commitment on turnover intention was confirmed through the mediation of personal and organizational values.
Conclusion: The findings of the current research show the mediating effect of personal and organizational values on the relationship between the turnover intention and organizational commitment. It is suggested that nursing managers try to formulate intervention strategies to improve organizational commitment and compatibility of personal and organizational values of nurses.
Keywords: Organizational commitment, Turnover intention, Personal and organizational values, Nurses
References
1-Lim AP, Loo JK, Lee P. The impact of leadership on turnover intention: The mediating role of organizational commitment and job satisfaction. Journal of Applied Structural Equation Modeling. 2017;1(1):27-41.
2-Sousa-Poza A, Henneberger F. Analyzing job mobility with job turnover intentions: An international comparative study. Journal of economic issues. 2004;38(1):113-37.
3-Boamah SA, Laschinger H. The influence of areas of worklife fit and work‐life interference on burnout and turnover intentions among new graduate nurses. Journal of nursing management. 2016;24(2):E164-E74.
4-Hoseini-Esfidarjani S, Negarandeh R, Janani L & et al.The intention to turnover and its relationship with healthy work environment among nursing staff . Journal of Hayat 2018; 23 (4) :318-331. [Persian]
5-Sabanciogullari S, Dogan S. Relationship between job satisfaction, professional identity and intention to leave the profession among nurses in Turkey. Journal of nursing management. 2015;23(8):1076-85.
6-Sokhanvar M, Kakemam E, Chegini Z & et al. Hospital nurses' job security and turnover intention and factors contributing to their turnover intention: A cross-Sectional study. Nursing and Midwifery Studies. 2018;7(3):133-40.
7-Fakhraei M, Imami R, Manuchehri S. Effects of organizational support on organizational commitment. Inter J Econ Bus Manage. 2015;3(1):1-5.
8-Batura N, Skordis-Worrall J, Thapa R & et al.. Is the Job Satisfaction Survey a good tool to measure job satisfaction amongst health workers in Nepal? Results of a validation analysis. BMC health services research. 2016;16:1-13.
9-Ardalan Mr, Taajobi M, Majooni H. The Role of Ethical Leadership in Organizational Citizenship Behavior by Mediating Organizational Justice and Organizational Commitment. MEO 2020; 8 (2) :11-46. [Persian]
10-Gillet N, Fouquereau E, Coillot H, &et al. The effects of work factors on nurses’ job satisfaction, quality of care and turnover intentions in oncology. Journal of advanced nursing. 2018;74(5):1208-19.
11-Wei W, Gan M, Liu Y & et al. Mediating effects of nurses ‘personal and organizational values between organizational commitment and turnover: Cross-sectional study. PloS one. 2021; 16(10).
12-Wang Z, Zhang L. An empirical study on relations among person–organization fit, job satisfaction and turnover intention. Chinese Journal Management. 2010;3:379-85.
13-Vafadar Z, Rahmati Najjar Kelayi F, Parandeh A. Professional values from the point of view of nursing students in selected military university of Tehran in 2017. Journal of Military Medicine. 2020; 22(4):393-400.[Persian]
14-Traynor M. Guest editorial: What’s wrong with resilience. SAGE Publications Sage UK: London, England; 2018. 5-8.
15-Harriri Gr, Yaghmaei F, Zagheri Tafreshi M & et al.. Assessment of some factors related to leave in nurses and their demographic charater in educational hospitals of Shahid Behesthi University of Medical Sciences. Journal of health promotion management; 2012; 1(3):17-27.[Persian]
16-Almalki MJ, FitzGerald G, Clark M. The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia. BMC health services research. 2012;12(1):1-11.
17-Mahdavi M, Arab M, Mahmoudi M & et al.. Organizational commitment and intention to leave among hospitals' employees in Tehran hospitals. Hospital. 2014;12(4):20-30.
18-Seok HS. Factors affecting organizational commitment and turnover intention of hospital nurses: Focused on the mediating effects of person-environment fit. Journal of Korean Academy of Nursing Administration. 2013;19(3):361-71.
19-Haji J, Mohammadimehr M. Predicting the intention to leave of the nursing profession in imam khomeini hospital in Mahabad during the corona pandemic period based on the components of job stress and resilience. Nursing And Midwifery Journal. 2021;19(1):41-50.
20-Attaran E, Tizdast T, Zarbakhsh Bahri Mr. Structural equations of the relationship between the lifestyle of Women employees with the experience of work immersion with the mediation of organizational commitment. Journal of Applied Family Therapy; 2023; 3(5); 480-499.[Persian]
21-Davoudi M, Ghorbani SH, Nejat M & et al.. The effectiveness of the emotional intelligence skills training on the nurses' organizational commitment. Journal of Nursing Education (JNE). 2020;9.(5)
22-Karimi J, Mohammadi F, Abbasi H. The Effect of Organizational Fit on Organizational Citizenship Behavior Regarding the Moderating Role of Psychological Empowerment of Employees in Physical Education Management employees of Iranian Universities. Organizational Behavior Management in Sport Studies; 2018; 5(2). 69-76.[Persian]
23-Hosseyni F, Rahmani H, Tatari M & et al.. Relationship between Professional Commitment and Intention to leave the job among Nurses Working in Intensive Care Units. Journal of Research Development in Nursing and Midwifery. 2022;19(2):6-9.
24-Jiang N, Zhou X, Gong Y & et al. Factors related to turnover intention among emergency department nurses in China: A nationwide cross‐sectional study. Nursing in Critical Care. 2023;28(2):236-44.
25-Xia G, Zhang Y, Dong L & et al. The mediating role of organizational commitment between workplace bullying and turnover intention among clinical nurses in China: a cross-sectional study. BMC nursing. 2023;22(1):360.
26-Arslan Yürümezoğlu H, Kocaman G, Mert Haydarİ S. Predicting nurses’ organizational and professional turnover intentions. Japan Journal of Nursing Science. 2019;16(3):274-85.
27-Dneshmand Mehr M, Kavianpour H. Surveying the Impact of Recognized Human Resource’ s Actions On the Intention to Abandon Military Service Considering Mediating Role of Personnel’ s Participation, Organizational Commitment and Organizational Citizenship Behavior-Case Study: Personnel of Nedaja. Journal of Teaching in Marine Science. 2021;8(25 ):131-148.[Persian]
28-Margaretha M, Wicaksana A. The Relationship between person organization fit toward organizational commitment and organizational citizenship behavior: experiences from student activity organization members. International Journal of Management Science and Business Administration. 2020;6(3):43-9.
29-Pourrostami K, Mohammadshahi M, Shams L & et al. Investigating the relationship between person-organization fit and organizational commitment of health care managers employed at Alborz university of medical science. Payavard-Salamat. 2017;11(1):106-114. [Persian]
30-Mohammadi M. Investigating the Impact of Person-organization Fit on Organizational Commitment Mediated by Psychological Empowerment. Transformation Management Journal. 2021; 13(1); 258-308.[Persian]
31-Huang A-h, Guo G-t, Qiu H-x. Research on the relationship between personal-organizational values fit and job involvement of the new generation of employees. Frontiers of Engineering Management. 2015; 2(1); 4-31.
32-Namdar Badloo BA, Shirazi A, Maharati Y. The effect of person-organization fit on turnover intention, mediated by person-group fit among Mashhad public specialty hospitals nurses. Horizons of Medical Education Development. 2019;10(1):10-9.
33-Mardani Mr, Zanganeh M, Khanghah M. The effect of Poor fit Person with Organization on the Intentions to Quit Headquarters Staff of the Ministry of Education with emphasize on the Mediator Role of job Burnout and Moderating Role of Spirituality. Public Management Researches. 2019; 12(45):311-330.[Persian]
34-Khalida R. The effect of person-organization fit on turnover intention with job satisfaction as mediating variable. BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi. 2016;23(3):2.
Type of Study: Applicable |
Subject:
managment
Received: 2023/10/24 | Accepted: 2024/03/2 | Published: 2024/04/27
Received: 2023/10/24 | Accepted: 2024/03/2 | Published: 2024/04/27
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