Learning Objective #1: Understand how the nurses' turnover rates correspond to a particular level of nurses' organizational commitment

Learning Objective #2: Understand what effective factors enhance the nurses' organizational commitment

---

Background: Nurse turnover has been a problem in health industry. The consequences of nurse turnover are demonstrated in terms of reduced quality of care, poorer patient care outcomes, damaged work climate, and increased medical costs. Objective: The purpose of this study was to investigate the existing factors of nurses' organizational commitment that associated with nurse turnover rate in the medical center hospitals in Taiwan. Method: A descriptive design was to facilitate identification of the relationships that exist among the nurses' perceived factors of organizational commitment, nurses' organizational commitment, and nurses' turnover rate. The sample consisted of 588 full-time staff nurses were randomly selected in four medical center hospitals. Each subjects completed a survey packet including demographic data, Porter's Organizational Commitment Questionnaire, and questions regarding their perceived commitment factors. The nurse turnover rate was gathered from existing data of four selected hospitals. Discriminate Functional Analysis, frequency distributions, and regression were applied in the data analyses Result / Conclusion: The study revealed that the nurses' organizational commitment levels can predict their turnover rates. The study also discovered the organizational commitment factors have 72 % of predictability in nurses' organizational commitment. Moreover, organizational structures such as the availability of training programs, organizational readiness, work schedule adjustments, and job security constitute the factors with the greatest predictability of nurses' organizational commitment. Recommendations for further research included longitudinal and qualitative investigations to triangulate theses findings.