Date of Award
Doctor of Nursing Science
employee turnover, nursing, organizational commitment, women
The purpose of this study was to describe and explain the impact of work stress, sex role organization, and organizational tenure on self-esteem and work satisfaction, and ultimately, on the organizational commitment of registered nurses. An eclectic framework was utilized which incorporated organizational and personal variables. The correlational design resulted in a temporally ordered causal recursive model with linkages supported by a literature review. Past research has demonstrated less organizationally committed nurses more prone to leave their positions, and high turnover is detrimental to patient care as well as costly to the health care system. The sample consisted of 143 female staff nurses working full time in a southwestern hospital. Volunteers were asked to complete a questionnaire including the Nursing Stress Scale, Bem Sex Role Inventory, Rosenberg Self-Esteem Scale, Social Desirability Scale, Index of Work Satisfaction, Organizational Commitment Questionnaire, and a question on organizational tenure. Utilizing path analytic statistical techniques, findings indicated predictors of organizational commitment were comprised of tenure and the work satisfaction dimensions of organizational policies and pay. Results demonstrate the need to include organizational and personal variables in studies of nurses in their work environments.
Dissertation: Open Access
Digital USD Citation
Burgener Adams, Donna DNSc, "A Model of Organizational Commitment in Staff Nurses" (1991). Dissertations. 225.
Copyright held by the author