Advanced Science and Technology Letters

Vol.128 (Healthcare and Nursing 2016), pp.94-97

http://dx.doi.org/10.14257/astl.2016.128.19

A Study of Relationship between

Nursing Performance, Job Satisfaction,
and Organizational Commitment

Miyoung Kim1*, Eun Jung Kim2, Sujin Choi2

Ewha Womans University, College of Nursing

1

Ewha Womans University, Graduate School

2

mykim0808@ewha.ac.kr*, haera2000@hanmail.net, 620bobwhite@ewhain.net

Abstract. This study examined the factors influencing turnover intention of

nurses in integrated nursing service units. A convenience sample of 184 nurses
from integrated nursing service units answered structured questionnaires to
measure the level of nursing performance, job satisfaction, organizational
commitment, and turnover intention. Data were analyzed using t-test, ANOVA,
Pearson correlation coefficient, and Stepwise multiple regression. Turnover
intention of nurses in integrated nursing service units showed a negative
relation with nursing performance, job satisfaction, and organizational
commitment. Organizational commitment was the significant predictor of
turnover intention followed by age, education level, and nursing performance.
There is a need of strategic management in nursing workforce for the settlement
and development of integrated nursing service system by enforcing
organizational commitment that can lower turnover intention.

Keywords: Nurses, Nursing performance, Job satisfaction, Job commitment,

Turnover intention

1 Introduction

In 2013, the Ministry of Health and Welfare initiated pilot program of hospitals with
no guardians to resolve the burden of patients hiring patient sitters and established a
new paradigm for hospitalization service. Since December 2015, the pilot program
changed to integrated nursing service has been enacted and one nurse has provided
total care to 8~12 patients. The pilot program resulted in nursing hours increased by
1.7 times per patient and reduced nosocomial infection rates[1], but integrated nursing
service has caused work overload in assisting patients daily routine[2] and increased
nurses turnover due to excessive work stress[3]. Organizational commitment and job
satisfaction were the most frequently identified variable to predict nurses turnover
intention[4]. However, no study has found to consider nurses working in integrated
nursing service unit. This study examined the relationships between work

ISSN: 2287-1233 ASTL

Copyright 2016 SERSC
 Advanced Science and Technology Letters
Vol.128 (Healthcare and Nursing 2016)

performance, organizational commitment, and job satisfaction, as well as the

influence on turnover intention of nurses in integrated nursing service unit.

2 Methods

2.1 Data collection

This study received IRB approval and 20 hospitals running integrated nursing service
were selected using convenience sampling. A total of 166 sample was derived using
the G*Power 3.1.9, an effect size of .15, power of .95, significance value of .05, and 9
predictors. To accommodate dropouts, 200 questionnaires were distributed. The
questionnaires that 184 participants completely answered were analyzed.

2.2 Data analysis

Two independent t-test and ANOVA were employed to analyze relationships between
job satisfaction, organizational commitment, and turnover intention according to
demographic characteristics. Pearsons correlation coefficient and stepwise multiple
regression were used to review relationship between variables and its effects on turn-
over intention.

3 Results

3.1 Nursing performance, job satisfaction, organizational commitment, turnover

intention

The descriptive analysis of survey on nurses providing an integrated nursing service

showed an average score of 3.700.46 for nursing performance, 3.150.42 for job
satisfaction, 3.150.42 for organizational commitment, and 3.440.88 for turnover
intention on a scale of 1-5. It was similar to the results of the study documenting
nurses in national and public hospitals[9], which refers to the characteristics of public
healthcare organizations. Nursing performance of nurses in general wards(3.610.29)
was as similar as the nurses in integrated nursing service unit. It was different from
the expectations that nursing performance of nurses in integrated nursing service unit
with enough staffing may be higher than that of nurses in general ward with nursing
staff shortage.

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Advanced Science and Technology Letters
Vol.128 (Healthcare and Nursing 2016)

3.2 Nursing performance, job satisfaction, organizational commitment, and

turnover intention according to general characteristics

In general characteristics, there were significant differences of nursing performance,

job satisfaction, organizational commitment, and turnover intention according to age,
marital status, position, clinical experience, and wage. In organizational
characteristics, nursing performance was significantly associated with hospital type
and organizational commitment was significantly related to number of hospital bed.
The results support the literature review of nurses turnover intention[10] found to be
that the general characteristics relative to turnover intention were age, education,
position, marital status, shift, clinical experience, and wage.

3.3 Correlation analysis

Turnover intention of nurses in integrated nursing service unit was negatively related
to nursing performance(r=-.16, p<.05), job satisfaction(r=-.38, p<.001), and
organizational commitment(r=-.68, p<.001). Organizational commitment was
correlated with job satisfaction(r=.50, p<.001) and nursing performance(r=.34,
p<.001).

3.4 Regression analysis

Multiple stepwise regression analyses were then performed to test the effect of
general characteristics, nursing performance, job satisfaction, and organizational
commitment on turnover intention of nurses (Table 1). The most significant predictor
of turnover intention was organizational commitment followed by age, associate
degree of education, and nursing performance. Predictors explained 51.6% of
turnover intention (F=49.84, p<.05). These results suggest that a program in
consideration of nurses age and education level should be provided to enhance
organizational commitment and reduce turnover intention. It may also be a strategy to
increase organizational commitment of nurses and establish stability of nursing
workforce by helping nurses have a strong attachment to their job and garner better
understanding of operation and direction in the healthcare organization.

Table 1. Factors Influencing Turnover Intention (N=184)

Variables t p Adj. R2 R2 ( Adj. R2)

Organizational
-.58 -9.38 <.001 .45 .46(.46)
commitment
Age -.23 -3.60 <.001 .48 .03(.03)
< Bachelors degree .15 2.77 .006 .50 .02(.02)
Nursing
.15 2.66 .009 .52 .02(.02)
performance
F=49.84, p<.05

96 Copyright 2016 SERSC

 Advanced Science and Technology Letters
Vol.128 (Healthcare and Nursing 2016)

4 Conclusion

This study identified the affecting factors of turnover intention among nurses in
integrated nursing service. Organizational commitment was a strong significant
predictor of turnover intention and then age, associate degree of education, and
nursing performance. The study variables explained 51.6% of turnover intention.
Hence, the characteristics of public hospital should be considered to significantly
influence organizational commitment among nurses in integrated nursing service.
Future studies need to provide plans to have nurses feel strong attachment to their job.

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