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

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  • 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
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    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.
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    2. 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.
    3. 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.
    4. 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).
    5. 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.
    6. 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.

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