IDEAS home Printed from https://ideas.repec.org/a/wly/jocnur/v19y2010i11-12p1635-1644.html
   My bibliography  Save this article

Organisational climate, organisational commitment and intention to leave amongst hospital nurses in Taiwan

Author

Listed:
  • Shwu‐Ru Liou
  • Ching‐Yu Cheng

Abstract

Aims and objectives. To examine: (1) Taiwanese nurses’ perceptions of organisational climate, levels of organisational commitment and intention to leave, as well as relationships between these three variables; (2) demographic differences in the levels of these variables; and (3) mediating effects of organisational commitment on the relationship between organisational climate and intention to leave. Background. Organisational climate is related to organisational commitment and affects nurses’ performances and attitudes towards an organisation. Design. A cross‐sectional, descriptive design. Method. Registered nurses working in eight hospitals in southern Taiwan for more than six months were recruited. Data were collected using the Litwin and Stringer’s Organisational Climate Questionnaire, Organizational Commitment Questionnaire and a five‐item scale measuring intention to leave. Questionnaires were distributed to 612 potential participants; 486 valid returned questionnaires were analysed. Results. The study’s participants were generally satisfied with their hospital’s climate and yet claimed low commitment to their organisation and, nevertheless, reported low intention to leave their job. Single nurses were more satisfied with their hospital’s climate and were more committed to their hospital and had a lower intention to leave their job compared to married nurses. Nurses working in district hospitals perceived a better hospital climate and had a lower intention to leave than nurses working in teaching or regional hospitals. Staff nurses perceived a better organisational climate than did nurse managers. Organisational climate, organisational commitment and intention to leave were intercorrelated. Organisational climate had almost 60% indirect effect on organisational commitment related to intention to leave. Conclusions. Creating a good organisational climate may increase nurses’ organisational commitment and, in turn, decrease their intention to leave. Relevance to clinical practice. To motivate nurses’ positive organisational behaviours and to address their diverse needs, hospital administrators are encouraged to understand nurses’ work‐climate perceptions and to address nurses’ varied demographic factors.

Suggested Citation

  • Shwu‐Ru Liou & Ching‐Yu Cheng, 2010. "Organisational climate, organisational commitment and intention to leave amongst hospital nurses in Taiwan," Journal of Clinical Nursing, John Wiley & Sons, vol. 19(11‐12), pages 1635-1644, June.
    • Handle: RePEc:wly:jocnur:v:19:y:2010:i:11-12:p:1635-1644
    DOI: 10.1111/j.1365-2702.2009.03080.x
    as

    Download full text from publisher

    File URL: https://doi.org/10.1111/j.1365-2702.2009.03080.x
    Download Restriction: no
    File URL: https://libkey.io/10.1111/j.1365-2702.2009.03080.x?utm_source=ideas
    LibKey link: if access is restricted and if your library uses this service, LibKey will redirect you to where you can use your library subscription to access this item
    ---><---

    References listed on IDEAS

    as
    1. Cohen, Aaron, 0. "An examination of the relationship between work commitment and work outcomes among hospital nurses," Scandinavian Journal of Management, Elsevier, vol. 14(1-2), pages 1-17, March.
    Full references (including those not matched with items on IDEAS)

    Citations

    Citations are extracted by the CitEc Project, subscribe to its RSS feed for this item.
    as


    Cited by:

    1. Hiroko Hori & Makiko Orita & Yasuyuki Taira & Hitomi Matsunaga & Takashi Kudo & Noboru Takamura, 2020. "Factors affecting anxiety among administrative officers working within the urgent protective action planning zone of a nuclear power station," PLOS ONE, Public Library of Science, vol. 15(8), pages 1-8, August.
    2. Olivia Numminen & Helena Leino‐Kilpi & Hannu Isoaho & Riitta Meretoja, 2016. "Newly graduated nurses’ occupational commitment and its associations with professional competence and work‐related factors," Journal of Clinical Nursing, John Wiley & Sons, vol. 25(1-2), pages 117-126, January.
    3. Yoshinobu Sato & Naomi Hayashida & Makiko Orita & Hideko Urata & Tetsuko Shinkawa & Yoshiko Fukushima & Yumiko Nakashima & Takashi Kudo & Shunichi Yamashita & Noboru Takamura, 2015. "Factors Associated with Nurses’ Intention to Leave Their Jobs after the Fukushima Daiichi Nuclear Power Plant Accident," PLOS ONE, Public Library of Science, vol. 10(3), pages 1-8, March.
    4. Winter, Vera & Schreyögg, Jonas & Thiel, Andrea, 2020. "Hospital staff shortages: Environmental and organizational determinants and implications for patient satisfaction," Health Policy, Elsevier, vol. 124(4), pages 380-388.
    5. Jessica Scharf & Patricia Vu-Eickmann & Jian Li & Andreas Müller & Peter Angerer & Adrian Loerbroks, 2019. "Work-Related Intervention Needs and Potential Occupational Outcomes among Medical Assistants: A Cross-Sectional Study," IJERPH, MDPI, vol. 16(13), pages 1-14, June.
    6. Godbersen, Hendrik & Ruiz-Fernández, Susana & Machura, Marco & Parlak, Denise Elif & Wirtz, Christian & Gansser, Oliver A., 2022. "Work-life balance measures, work-life balance, and organisational commitment - A structural analysis," ipo Schriftenreihe, FOM Hochschule für Oekonomie & Management, ipo Institut für Personal- & Organisationsforschung, volume 3, number 3 edited by FOM Hochschule für Oekonomie & Management, Institut für Personal- & Organisationsforschung (IPO), March.

    Most related items

    These are the items that most often cite the same works as this one and are cited by the same works as this one.
    1. Mats Nylén‐Eriksen & Ellen Karine Grov & Ann Kristin Bjørnnes, 2020. "Nurses' job involvement and association with continuing current position—A descriptive comparative study," Journal of Clinical Nursing, John Wiley & Sons, vol. 29(13-14), pages 2699-2709, July.
    2. Marina Anna Schmitz & Fabian Jintae Froese & Anna Katharina Bader, 2018. "Organizational cynicism in multinational corporations in China," Asia Pacific Business Review, Taylor & Francis Journals, vol. 24(5), pages 620-637, October.
    3. Kin Fai Ellick Wong & Cecilia Cheng, 2020. "The Turnover Intention–Behaviour Link: A Culture‐Moderated Meta‐Analysis," Journal of Management Studies, Wiley Blackwell, vol. 57(6), pages 1174-1216, September.
    4. Vedrana Čikeš & Helga Maškarin Ribarić & Kristina Črnjar, 2018. "The Determinants and Outcomes of Absence Behavior: A Systematic Literature Review," Social Sciences, MDPI, vol. 7(8), pages 1-26, July.
    5. Luxmi & Tarun Kumar Vashisth, 2009. "Profiling Organisational Commitment," Management and Labour Studies, XLRI Jamshedpur, School of Business Management & Human Resources, vol. 34(1), pages 7-26, February.
    6. Lei Mee Thien & Nordin Abd Razak & T. Ramayah, 2014. "Validating Teacher Commitment Scale Using a Malaysian Sample," SAGE Open, , vol. 4(2), pages 21582440145, May.
    7. Zopiatis, Anastasios & Constanti, Panayiotis & Theocharous, Antonis L., 2014. "Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus," Tourism Management, Elsevier, vol. 41(C), pages 129-140.
    8. Prasanjit Dasgupta, 2014. "Examining the Relationship between Turnover Intention of Nurses with Job Satisfaction, Affective, Occupational, and Group Commitments: Study in Private Hospitals," Jindal Journal of Business Research, , vol. 3(1-2), pages 29-38, June.

    More about this item

    Statistics

    Access and download statistics

    Corrections

    All material on this site has been provided by the respective publishers and authors. You can help correct errors and omissions. When requesting a correction, please mention this item's handle: RePEc:wly:jocnur:v:19:y:2010:i:11-12:p:1635-1644. See general information about how to correct material in RePEc.

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    If CitEc recognized a bibliographic reference but did not link an item in RePEc to it, you can help with this form .

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your RePEc Author Service profile, as there may be some citations waiting for confirmation.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: Wiley Content Delivery (email available below). General contact details of provider: https://doi.org/10.1111/(ISSN)1365-2702 .

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.

    IDEAS is a RePEc service. RePEc uses bibliographic data supplied by the respective publishers.