Predicting the Turnover Intention of Nurses through Their Organizational Commitment by Mediating the Compatibility of Personal and Organizational Values in the Hospitals ofAffiliated with Islamic Azad University of Medical Sciences in Tehran

Reyhaneh Ashofteh; Ghasem Begloo-Amin; Maryam Sadat Motevalli

doi:10.18502/tbj.v23i1.15522

Reyhaneh Ashofteh Master student of health care management, Faculty of health, Tehran medical sciences, Islamic Azad University, Tehran, Iran.
Ghasem Begloo-Amin Assistant Professor, Department of health care management, Faculty of Azad University, Tehran, Iran.
Maryam Sadat Motevalli Instructor, Department of public health, Hygiene Faculty, Tehran Medical Science, Islamic Azad University, Tehran, Iran.

DOI: https://doi.org/10.18502/tbj.v23i1.15522

Keywords: Organizational commitment, Turnover intention, Personal and organizational values, Nurses

Abstract

Introduction: Turnover of nurses creates great problems in providing services to and the quality of care regarding patients. Organizational commitment and compatibility between personal and organizational values of nurses reduces turnover intention in nurses. The current research was conducted with the aim of investigating the relationship between organizational commitment and turnover intention, considering the mediating role of personal and organizational values.

Methods: In this descriptive study, the statistical population included nurses working in the hospitals of Tehran Islamic Azad University of Medical Sciences in 2023. 250 people were selected by simple random sampling method and responded to the questionnaires of Kim et al.'s turnover intention, Allen and Meyer's organizational commitment, Scroggins' person-organization fit, and demographic questionnaires. . In order to analyze data, Pearson's correlation coefficient, bootstrap method, and Sobel's test were used in structural equation modeling with Amos software.

Results: The results of path analysis showed that the direct effect of organizational commitment on personal and organizational value and turnover intention was significant, and the direct effect of personal and organizational values on turnover intention was also significant. Moreover, the indirect effect of organizational commitment on turnover intention was confirmed through the mediation of personal and organizational values.

Conclusion: The findings of the current research show the mediating effect of personal and organizational values on the relationship between the turnover intention and organizational commitment. It is suggested that nursing managers try to formulate intervention strategies to improve organizational commitment and compatibility of personal and organizational values of nurses.