Organisational climate, organisational commitment and intention to leave amongst hospital nurses in Taiwan
Article first published online: 13 MAY 2010
© 2010 Blackwell Publishing Ltd
Journal of Clinical Nursing
Volume 19, Issue 11-12, pages 1635–1644, June 2010
How to Cite
Liou, S.-R. and Cheng, C.-Y. (2010), Organisational climate, organisational commitment and intention to leave amongst hospital nurses in Taiwan. Journal of Clinical Nursing, 19: 1635–1644. doi: 10.1111/j.1365-2702.2009.03080.x
- Issue published online: 13 MAY 2010
- Article first published online: 13 MAY 2010
- Accepted for publication: 30 June 2009
- intention to leave;
- organisational climate;
- organisational commitment;
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.