Page 1 of 14
Journal for Studies in Management and Planning
Available at http://internationaljournalofresearch.org/index.php/JSMaP
e-ISSN: 2395-0463
Volume 01 Issue 07
August 2015
Available online: http://internationaljournalofresearch.org/ P a g e | 558
Factors Associated With Organizational Commitment among Nurses
*Ms. Rekha Timalsina1
, Ms. Lalita Rai2
, Ms. Saraswoti Gautam2 & Mr. Prem Panta3
1Lecturer, Lalitpur Nursing Campus, Sanepa Lalitpur
2Lecturer, Nursing Campus Maharajgunj, Maharajgunj, Kathmandu
3Associate Professor, Nepal Institute of Health Sciences, Jorpati, Kathmandu
*Email: rekha.timalsina@gmail.com
Abstract:
Organizational commitment among nurses is necessary for
the attainment of the organizational goals and sustainability
of the health service organization. The descriptive cross- sectional study was carried out to determine the factors
associated with organizational commitment among nurses.
Proportionate stratified random sampling technique was
used for the selection of 288 nurses working in Tribhuvan
University Teaching Hospital and Manmohan
Cardiothoracic Vascular and Transplant Centre. Self- administered semi-structured questionnaires related to
socio-demographic information and structured
questionnaires related to Organizational Commitment
(Myer & Allen, 2004), Job Satisfaction (Spector, 1994) and
Perceived Organizational Support (POS) (Eisenberger et
al., 1986) were used for data collection. Double data entry
and data cleaning were done by using Epi Data Software
and analysis was done by using SPSS Software version 20.
Descriptive statistics along with inferential statistics namely
Chi-square test and Binary Logistic Regression were used.
The findings showed that 65.3 percent of respondents had
moderate, 34 percent had high and the least 0.7 percent had
low level of organizational commitment. While controlling
confounding factors, perceived organizational support
(POS) was only one variables that is statistically
significantly associated with organizational commitment.
However, age, marital status, education in nursing and other
field, position, type of appointment, having dependent family
members towards respondents, work experiences, perceived
staff developmental opportunity, and job satisfaction were
no statistically significantly associated with organizational
commitment.
Based on the findings of the study, it is concluded that the
higher the perceived organizational support the nurses have,
the higher will be the organizational commitment.
Therefore, nurse administrators should pay attention to
enhance perceived organizational support.
Key Words: Job Satisfaction, Organizational Commitment,
Perceived Organizational Support
Introduction
Employees are viewed as one of the most important assets
for most organizations, particularly in service-based
organizations, because of the benefits of delivering
successful performances (Evans, Campbell, & Stonehouse,
2003; Fiorita, Bozeman, Young, & Meurs, 2007). But,
nowadays, hospitals are confronting great competition and
scarce resources than ever before. Hospitals have challenges
by the external and internal environment to achieve their
goals effectively and efficiently. In health care institution,
nurses’ are playing an important role in determining the
quality and cost of healthcare (Sakthivel & Jayakrishnan,
2012). Similarly, high-quality patient care depends on a
nursing workforce that is empowered to provide care
according to professional nursing standards (Ibrahem,
Elhoseeny, & Mahmoud, 2013).
Organizational commitment, the spirit of the organization, is
essential for the success of any organization because until or
unless the employees of any organization are not loyal and
sincere to it, it is difficult for organization to meet challenges
and pressures faced internally and externally (Hashmi &
Naqvi, 2012). Therefore, committed employees would lead
to higher levels of performance and increased effectiveness
and productivity at both the individual and organizational
Page 2 of 14
Journal for Studies in Management and Planning
Available at http://internationaljournalofresearch.org/index.php/JSMaP
e-ISSN: 2395-0463
Volume 01 Issue 07
August 2015
Available online: http://internationaljournalofresearch.org/ P a g e | 559
level. Therefore, the potential organizational benefits have
resulted to focus on the nature of the organizational
commitment (Fiorita et al., 2007; Mirza, Redzuan,
Halimatusaadiah, & Shahrimin, 2012). Job satisfaction is the
most dominant factor that decides how well the organization
satisfies employees’ prospect. The relationship between the
job satisfaction and organizational commitment is very vital
because people often do not prefer to stay with the same
organization for long duration. The employers generally
wish that people with higher levels of job satisfaction be able
to exhibit a higher level of the organizational commitment
(Warsi, Fatima, & Sahibzada, 2009). Organizational
commitment and job satisfaction had a positive relationship
among nurses (Ahmad & Oranya, 2010; Jahangir &
Shokrpour, 2009; Mahmaud, 2008; Moneko & Umeh, 2013;
Rainayee, Bhat, Ahmad, & Shah, 2013).
Perceived Organizational Support (POS) refers to
employees’ perception concerning the extent to which the
organization values their contribution and cares about their
wellbeing (Eisenberger, Hungtington, Hutchison, & Sowa,
1986). POS plays a vital role in enhancing employees’
organizational commitment (Shumaila, Aslam, Sadaqat,
Maqsood, & Nazir, 2012). POS was another factor
frequently found to be positively correlated with an
organizational commitment (Colakoglu, Culha, & Atay,
2010; Gokul & Srinivasan, 2012; Gutierrez, Candela, &
Carver, 2012; Lee, Lee, & Choi, 2013; Lee, 2010; Makanjee,
Hartzer, & Uys, 2006; Shumaila et al., 2012). Besides job
satisfaction and perceived organizational support,
experience in nursing (Jahangir & Shokrpour, 2009), gender
(Adengugau, Adenuga, & Ayodele, 2013; Ferreira, 2007),
marital status (Adengugau et al., 2013), educational status,
job type and tenure (Adengugau et al., 2013; Salami, 2008)
and years of experience (Lee, Chitpakdee, & Chontawan,
2011) were associated with organizational commitment.
Many nurses in Nepal, migrate abroad in search of
employment or to get further training. The main reasons of
migration are better pay and working conditions, greater
career opportunities, professional development, personal
safety and a better life in general (Gurung & Facchini, 2011).
Though organizational commitment, job satisfaction and
perceived organizational support are job related attitudes
that have received considerable attention from the
researchers around the globe and the multiple factors
associated with organizational commitment among nurses
were identified in the previous studies, the research on
factors associated with organizational commitment among
nurses working in hospitals of Nepal, appears to be limited.
Therefore, this study was aimed to identify the level of
organizational commitment and factors associated with it
among nurses. So that the findings of the study would be
helpful to the nurse managers for developing strategies to
ensure organizational commitment.
Materials and Methods
Materials
Design
Descriptive cross-sectional research design was used for
identifying the factors associated with organizational
commitment among nurses.
Setting and Population
The study was carried out in Tribhuvan University Teaching
Hospital (TUTH) and Manmohan Cardiothoracic Vascular
and Transplant Centre (MCVTC) which are located at
Maharajgunj, Kathmandu, Nepal. The population was 590
nurses working in the selected hospitals: 488 nurses in
TUTH and 102 nurses in MCVTC.
Sample Size and Sampling Technique
The total number of nursing staff meeting the inclusion
criteria was 460: 78 nurses of MCVTC (i.e. 70 staff nurse
and 8 sister) and 382 nurses of TUTH (i.e. 289 staff nurse
and 93 sister)]. Proportionate stratified random sampling
technique was used for selecting the desired sample size i.e.,
288 nurse.Therefore, 239 and 49 nursing staffs from TUTH
and MCVTC were selected respectively. Out of 239
respondents from TUTH, 181 staff nurses and 58 sisters and
out of 49 respondents from MCVTC, 44 staff nurses and 5
sisters were selected for the study. The staff nurses and
sisters who have been employed by the organization for 1
year and greater than 1 year were included, where nursing
director, senior nursing supervisors, ward supervisors and
senior auxiliary nurse midwives were excluded.
Page 3 of 14
Journal for Studies in Management and Planning
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e-ISSN: 2395-0463
Volume 01 Issue 07
August 2015
Available online: http://internationaljournalofresearch.org/ P a g e | 560
Tools
The instrument used in this study were composed of four
parts. Part one was related to semi-structured questionnaire
regarding socio-demographic information and staff
development opportunity. Part two was related to
organizational commitment questionnaires (OCQ) to
measure organizational commitment among nurses. The
commitment to the organizations instrument contains 18
self-reported items consisting of the three factors of the
organizational commitment (Myer & Allen, 2004). Part
three was related to 36 items of job satisfaction survey (JSS)
(Spector, 1994) was used to measure job satisfaction among
nurses. Part four was 8 items of Survey of Perceived
Organizational Support (SPOS) (Eisenberger et al., 1986) to
measure perceived organizational support of nurses.
Before using these research instruments, forward and
backward translation were done. Pretesting of these tools
was done at Sahid Gangalal National Heart Centre of Nepal
by using Nepalese version of the questionnaire among 30
respondents (i.e. 2 sisters and 28 staff nurses) who were
similar in characteristics with actual samples of this study.
Reliability coefficient of the structured instruments was
determined by means of the Cronbach’s alpha, which
revealed 0.74 for organizational commitment scale, 0.85 for
job satisfaction survey and 0.87 for survey of perceived
organizational support. This showed that the instruments
used to measure each variable in this study were reliable.
Ethical Consideration
First of all, permission was taken from Dr. John Meyer and
Professor Robert Eisenberger to use the organizational
commitment scales and perceived organizational support
respectively. JSS tools is provided free for noncommercial
educational and research purposes. Ethical approval was
taken from the Institutional Review Board of Institute of
Medicine, Tribhuvan University, Kathmandu; Nepal.
Administrative approvals for data collection were taken
from TUTH and MCVTC. The respondent’s rights were
protected by taking written informed consent before data
collection and keeping the collected information
confidential. Anonymity was assured by requesting
respondents not to write their names on the questionnaires.
Method of Data Collection
The duration of data collection was 4 weeks that was started
from 6th April and end at 3
rd May, 2014. Semi-structured
questionnaire regarding socio-demographic information and
structured self-administered questionnaires regarding
organizational commitment, job satisfaction and perceived
organizational support were distributed to each respondents
at the time of lunch break and their free time. Before
distributing the questionnaire, orientation about the tools
was given to the respondents and they were informed about
the importance of responding to each statement of the
questionnaire very carefully. Respondents were given 2 days
period to return the completed questionnaire and they were
met after 2 days in their respective departments for the
collection of completed questionnaire based on their duty
shift. One reminder call was given to all non-respondents on
short leave to request them to return the questionnaire within
the next 2 days. The respondents were requested to telephone
the researcher for any queries or for a replacement if they
misplaced the questionnaire. During the data collection
period, one respondents refused to complete the
questionnaire, 2 respondents refused to participate, and 5
respondents, who were included in the sampling frame but
did not meet the inclusion criteria. Therefore, the preceding
random numbers were chosen as a sample.
Each questionnaire was given a code number in the upper
right hand corner ranging from form 1 through form 288.
These numbers were corresponded to each respondent.
Then, the completed questionnaire was received from each
respondents by the researcher and reviewed for
completeness, correctness and accuracy at that time. If the
returned questionnaire were found to be incomplete, the
respondents were asked if they would like to complete it and
if they consented, the questionnaire was given to them for
responding to the missing items. The privacy was
maintained by keeping the collected information
confidential.
Data Analysis
The obtained data were edited, classified and the different
variables of the questionnaire were coded and double
checked. Double data entry as well as data cleaning were
done using Epi Data software. Then, the data were
transferred to SPSS Software version 20. Descriptive
