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Im, Lee, and Kim: Nurses' Perception of Organizational Commitment, Nursing Work Environment, and Social Support in a General Hospital
Original Article

Journal of Korean Academy of Nursing Administration 2015; 21(1): 1-9.

Published online: 31 January 2015

DOI: https://doi.org/10.11111/jkana.2015.21.1.1

Nurses' Perception of Organizational Commitment, Nursing Work Environment, and Social Support in a General Hospital

Sook Bin Im1, Mi Young Lee1, Se Young Kim2

1College of Nursing, Eulji University, Korea.

2Department of Nursing, Changwon National University, Korea.

Corresponding author: Kim, Se Young. Department of Nursing, Changwon National University, 20 Changwondaehak-ro, Uichang-gu, Changwon 641-773, Korea. Tel: +82-55-213-3576, Fax: +82-55-213-3579, sarakimk@changwon.ac.kr

Received 27 July 2014       Revised 25 November 2014       Accepted 16 December 2014

Copyright © 2015 Korean Academy of Nursing Administration

(open-access):

This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

Abstract

Purpose

This study was done to identify the influence of nursing work environment and social support on multidimensional organizational commitment among nurses.

Methods

The survey was conducted in August 2012 with self-report questionnaire. Participants were 480 registered nurses working in one general hospital. Data were analyzed with descriptive statistics, t-test, ANOVA, Pearson correlation, and multiple regression using SPSS/WIN(16.0).

Results

The average scores were; for affective commitment 2.84, for continuance commitment 2.48, and for normative commitment 2.57. There were significant relationships between affective, continuance, normative commitment and sub-factors of nursing work environment and social support. The affective, continuance, and normative commitment were all influenced by 'staffing and resource adequacy' and 'nursing foundations for quality of care', sub-factors of nursing work environment. Distinctively, affective commitment was influenced by 'staffing and resource adequacy', nurses' age, 'nurse-doctor relations', 'supervisor's emotional support', 'nurse participation in hospital affairs', 'nursing foundations for quality of care', and 'supervisor's informational support', which explained 30.9% of variance in affective commitment(F=31.57, p<.001).

Conclusion

The findings show that programs which promote supervisors' emotional and informational support are important to enhance nurses' affective commitment. Also, it is necessary to improve nursing work environment to improve nurses' organizational commitment.

Keywords: Nurses, Environment, Social Support

Figures and Tables

Table 1

Differences in Sub-scales of Organizational Commitment according to Characteristics of Participants (N=480)

jkana-21-1-i001

*Post hoc: Scheffé test.

Table 2

Descriptive Statistics of Variables (N=480)

jkana-21-1-i002
Table 3

Correlations of Sub-scales of Organizational Commitment, Nursing Work Environment, Social Support from Supervisor and Colleagues (N=480)

jkana-21-1-i003

*p<.05, **p<.01.

Table 4

Factors Influencing Sub-scales of Organizational Commitment (N=480)

jkana-21-1-i004

Notes

This study was financially supported by Eulji University.

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