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An examination of the relationship between work commitment and work outcomes among hospital nurses

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  • Cohen, Aaron

Abstract

The goal of this study was to examine the relationship between work commitment (WC) forms (e.g., organizational commitment, job involvement, occupational commitment, work involvement, and Protestant work ethic) and work outcomes (e.g. withdrawal intentions from the organization, job and occupation, absenteeism, perceived performance, job-induced tension) among hospital nurses. Questionnaires were distributed to all the nurses in two hospitals in Western Canada. A total of 238 usable questionnaires were returned, a response rate of 47 percent. The findings showed the usefulness of WC in predicting work outcomes in the nursing profession. This support was based on the mutual effect of more than one commitment on organization and job withdrawal intentions, and on job-induced tension. The findings also emphasized the importance of occupational commitment as a predictor of work outcomes of nurses, and posed many questions about the usefulness of job involvement, which had no relationship to withdrawal intentions and a negative relationship to the other outcome variables to which it was related. The paper concludes with recommendations for future research about WC in the nursing profession.

Suggested Citation

  • 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.
    • Handle: RePEc:eee:scaman:v:14:y::i:1-2:p:1-17
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    Citations

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    Cited by:

    1. 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.
    2. 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.
    3. 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.
    4. 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.
    5. 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.
    6. 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.
    7. 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.
    8. 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.
    9. 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.

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