Sunday, November 4, 2007

This presentation is part of : Innovations in Teaching Nursing
Climate, Role and Commitment: Factors Influencing Turnover Intention in Nurse Faculty
Denise K. Gormley, PhD, RN, School of Nursing and Health Professions, Northern Kentucky University, Highland Heights, KY, USA
Learning Objective #1: The learner will be able to identify factors that contribute to turnover intention in nurse faculty.
Learning Objective #2: The learner will be able to discuss at least two possible interventions to decrease turnover intention in nurse faculty.

  A number of factors affect nurse faculty commitment to the academic organization, and can influence behavior and attitude in the workplace.  The purpose of this study was to examine how turnover intention is influenced by organizational climate, role ambiguity, role conflict and nurse faculty work role balance in departments/colleges of nursing in Carnegie Doctoral/Research Universities – Extensive. The research was based on Meyer and Allen’s Multidimensional Model of Organizational Commitment (Allen & Meyer, 1990).  The sample was comprised of 45 schools of nursing and 316 full-time tenure track, doctorally prepared nurse faculty.  This descriptive study was conducted using an e-mailed approach.  A survey software package was used for confidential and secure electronic data collection.  Pearson correlation, analysis of variance, and logistical regression were computed to analyze the relationships and evaluate the predictive quality of organizational climate, nurse faculty work role balance, role ambiguity, and role conflict on turnover intention.  Nurse faculty intention to leave the job was predicted by role ambiguity, and the organizational climate subscales of intimacy and disengagement.   Findings indicate that work role balance does not influence the organizational commitment of nurse faculty at Carnegie Doctoral/Research Universities – Extensive, but that role ambiguity, role conflict, and organizational climate are related to all dimensions of organizational commitment and turnover intention.
The results of this study reveal that many nurse faculty are experiencing role ambiguity, role conflict, and disengagement from their organization, which can lead to a decrease in organizational commitment and an increase in turnover intention, particularly for younger nurse faculty.  These findings have implications for the recruitment and retention of nurse faculty.