scholarly journals The Correlation between Organizational Culture and Nurses' Turnover Intention in Educational and Therapeutic Centers of Hamadan University of Medical Sciences

2018 ◽  
Vol 6 (6) ◽  
pp. 37-45
Author(s):  
Amir Sadeghi ◽  
Javad Mohseni Fard ◽  
Jalal Poorolajal ◽  
◽  
◽  
...  
Keyword(s):  
Organizational Culture ◽  
Turnover Intention ◽  
Medical Sciences

Hubungan Budaya Organisasi dengan Intensi Turnover di Rumah Sakit Awal Bros Batam

2019 ◽  
Vol 4 (3) ◽  
pp. 464
Author(s):  
Endang Sulastri ◽  
Yulastri Arif ◽  
Utari Christhya Wardhani
Keyword(s):  
Organizational Culture ◽  
Interpersonal Relationships ◽  
Turnover Intention ◽  
Random Sampling ◽  
Binary Logistic Regression ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Chi Square ◽  
Cross Sectional ◽  
Good Communication

<p>Intensi turnover pada institusi pelayanan kesehatan merupakan masalah serius dan harus segera ditindaklanjuti, karena akan berdampak terhadap kualitas sumber daya manusia yang dapat mempengaruhi dalam pemberian pelayanan kesehatan kepada pasien. Intensi turnover di Rumah Sakit  Awal Bros Batam sejak lima tahun terakhir diatas standar rata-rata turnover dan Rumah Sakit belum mempunyai stategi yang efektif untuk mencegahnya. Tujuan penelitian ini untuk menganalisis hubungan budaya organisasi dengan risiko intensi turnover di Rumah Sakit Awal Bros Batam. Metode penelitian menggunakan desain kuantitatif dengan cross sectional study. Pengambilan sampel kuantitatif menggunakan kuesioner berdasarkan proposional random sampling, Chi Square dan Uji Regresi Logistic Berganda (Binary Logistic). Hasil penelitian menunjukkan bahwa budaya organisasi di Rumah Sakit Awal Bros Batam  mempunyai hubungan yang bermakna dengan intensi turnover dengan nilai pValue 0.005. Saran yang dapat diberikan peneliti adalah  menciptakan suasana kerja yang kondusif dengan menjaga hubungan interpersonal dan komunikasi yang baik antar karyawan maupun atasan.</p><p> </p><p>The intention of turnover in health care institutions is a serious problem and must be followed up immediately, because it will have an impact on the quality of human resources that can affect the delivery of health services to patients. The intention of the turnover in Batam Awal Bros Hospital since the last five years is above the average turnover standard and the Hospital does not yet have an effective strategy to prevent it. The purpose of this study was to analyze the relationship between organizational culture and risk of turnover intention at Awal Bros Batam Hospital. The research method uses quantitative design with cross sectional study. Quantitative sampling using a questionnaire based on proportional random sampling, data processing using the mean, Chi Square and Binary Logistic Regression Test. The results showed that the organizational culture in Batam Awal Bros Hospital had a significant relationship with turnover intention with a pValue 0.005. Suggestions that can be given by researchers is establish a conducive work atmosphere by maintaining interpersonal relationships and good communication between employees and superiors</p>

scholarly journals The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

2015 ◽  
Vol 8 (7) ◽  
pp. 195 ◽  
Author(s):  
Arbabisarjou Azizollah ◽  
Farhang Abolghasem ◽  
Dadgar Mohammad Amin
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
P Value ◽  
Medical Sciences ◽  
Continuance Commitment ◽  
Statistical Population ◽  
The Face ◽  
Level Of Significance ◽  
The Relationship

<p><strong>BACKGROUND &amp; OBJECTIVE:</strong> Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. </p><p><strong>MATERIALS &amp; METHODS:</strong> This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer &amp; Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at P&lt;0.05.</p><p><strong>FINDINGS:</strong> The findings of the study showed that there was a significant relationship between organizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009).</p>

Relationship between ICU nurses’ moral distress with burnout and anticipated turnover

2014 ◽  
Vol 22 (1) ◽  
pp. 64-76 ◽  
Author(s):  
Foroozan Atashzadeh Shoorideh ◽  
Tahereh Ashktorab ◽  
Farideh Yaghmaei ◽  
Hamid Alavi Majd
Keyword(s):  
Intensive Care Unit ◽  
Intensive Care ◽  
Turnover Intention ◽  
Work Experience ◽  
Moral Distress ◽  
Statistical Correlation ◽  
Medical Sciences ◽  
Anticipated Turnover ◽  
Intensive Care Unit Nurses ◽  
Distress Scale

Background: Moral distress is one of intensive care unit nurses’ major problems, which may happen due to various reasons, and has several consequences. Due to various moral distress outcomes in intensive care unit nurses, and their impact on nurses’ personal and professional practice, recognizing moral distress is very important. Research objective: The aim of this study was to determine correlation between moral distress with burnout and anticipated turnover in intensive care unit nurses. Research design: This study is a descriptive-correlation research. Participants and research context: A total of 159 intensive care unit nurses were selected from medical sciences universities in Iran. Data collection instruments included “demographic questionnaire,” “ICU Nurses’ Moral Distress Scale,” “Copenhagen Burnout Inventory” and “Hinshaw and Atwood Turnover Scale.” Data analysis was done by using SPSS19. Ethical considerations: Informed consent from samples and research approval was obtained from Shahid Beheshti Medical Sciences University Research Ethics Board in Tehran. Findings: The findings showed intensive care unit nurses’ moral distress and anticipated turnover was high, but burnout was moderate. The results revealed that there was a positive statistical correlation between intensive care unit nurses’ age, their work experience and the fraction of nurses’ number to number of intensive care unit beds with their moral distress and burnout. However, there were no correlation between gender, marriage status, educational degree and work shift and moral distress. Discussion: Some of the findings of this research are consistent with other studies and some of them are inconsistent. Conclusion: Similarly, moral distress with burnout and anticipated turnover did not have statistical correlation. However, a positive correlation was found between burnout and anticipated turnover. The results showed that increase in the recruitment of young nurses, and nursing personnel, and diminishing intensive care unit nurses’ moral distress, burnout and their turnover intention are essential.

Nurses’ Fatigue, Job Stress, Organizational Culture, and Turnover Intention: A Culture–Work–Health Model

2019 ◽  
Vol 42 (2) ◽  
pp. 108-116 ◽  
Author(s):  
Eunsook Lee ◽  
Insil Jang
Keyword(s):  
Organizational Culture ◽  
Job Stress ◽  
Indirect Effects ◽  
Turnover Intention ◽  
Goodness Of Fit ◽  
Explanatory Power ◽  
Factors Affecting ◽  
Work Health ◽  
Health Model ◽  
Culture Work

We examined the factors affecting clinical nurses’ turnover intention and constructed a structural equation model based on the Culture–Work–Health Model. This cross-sectional study utilized self-administered questionnaires. Registered nurses ( N = 252) from four tertiary hospitals participated. Factors affecting nurses’ turnover intention included the organizational culture, job stress, and fatigue (explanatory power = 56.7%), and the model showed acceptable goodness of fit. In the final turnover intention model, fatigue and job stress had direct effects and the organizational culture had indirect effects. The organizational culture also had indirect effects on turnover intention through job stress and fatigue. This model, therefore, effectively explained how nursing organizational culture, job stress, and fatigue affect their turnover intention. The results provide support for theory-driven interventions to address developing intention to stay at work among experienced nurses.

Sign in / Sign up

Export Citation Format

Share Document