دانلود رایگان مقاله انگلیسی پیش بینی کننده تعهد سازمانی در دانشکده پرستاری دانشگاه Kathmandu Valley - اشپرینگر 2018

Abstract

Background: Increasing work efficiency, improving psychological health, decreasing turnover, turnover intention, and absenteeism may be dependent on organizational commitment of an employee. This study was carried out to identify the predictors of organizational commitment among university nursing faculty within Kathmandu Valley, Nepal. Methods: A cross-sectional analytical study was conducted based on a sample of 197 nursing faculty selected from 18 nursing colleges affiliated to 5 universities in Kathmandu Valley by using a proportionate stratified random sampling technique. Structured questionnaires regarding socio-demographic information, perceived faculty developmental opportunity, job satisfaction, perceived organizational support, and organizational commitment were used for data collection. Double data entry and data cleaning were done by using Epi-data software; and data analysis was carried out with SPSS version 16 software. Binary regression analysis was used to identify the predictors of organizational commitment and the adjusted odds ratio (AOR) was also calculated. Results: The findings of this study showed that a majority of respondents had moderate level of organizational commitment (68%) followed by high level (29%) and low level (3%). This study also revealed that the nursing faculty who had a master’s degree in nursing, a permanent appointment, and job satisfaction had a high level of organizational commitment. On the contrary, this study also revealed that the nursing faculty who were in the position of assistant instructor to assistant lecturer level and more than 5 years of work experience within same organization were less likely to have a high level of organizational commitment. Conclusions: Nursing faculty within Kathmandu Valley have a moderate level of organizational commitment. The predictors of organizational commitment are higher education in nursing, position, type of appointment, current organizational tenure, and job satisfaction. Therefore, an organizational authority must pay attention to the modifiable predictors of organizational commitment to enhance organizational commitment of its nursing faculty. This will help to reduce faculty turnover, increase quality of teaching and student’s satisfaction.

Conclusion

In conclusion, university nursing faculty have moderate level of organizational commitment. Higher education in nursing, position, type of appointment, current organizational tenure and job satisfaction are predictors of organizational commitment. Hence, human service organizations must focus on developing strategies to retain experienced employees by offering permanent appointments and provide professional and academic career development tools. They must do more to offer novel faculty developmental opportunities, provide organizational support, and improve job satisfaction. These cumulative actions will foster an environment for enhancing organizational commitment amongst nursing faculty. Effectively, such an ecosystem will reduce turnover, improve quality of teaching, lower absenteeism, improve the student’s satisfaction level, and enhance organizational effectiveness.