Aim：In order to identify the organizational factors which influence leaving intention of nurses, this study aims to review literature and prior research from two major perspectives 1） job satisfaction and 2） organizational commitment. Review method: Literature review of articles which focus on relationships between various factors and employee retention. A special emphasis is given on employees’ behavior in health sector. A literature search was undertaken using two major healthcare related databases PubMed and Google scholar. The keywords a） organizational factor b） nursing turnover c） organizational commitment d） organizational satisfaction and e） nursing management were used for the search. English language materials published in the last 10 years were considered in this study. Results：Four papers were found to have reported a strong positive relationship between job satisfaction and organizational commitment. There were two papers which reported job satisfaction resulting in organizational commitment. Eight studies, on the other hand, revealed the presence of a significant relationship between organizational commitment and turnover intention. In addition, four research papers indicated that among the three components of the organizational commitment, affective commitment had the strongest positive relationship with the turnover intention. Conclusions：The study has revealed that organizational commitment is a stronger predictor of nursing turnover than job satisfaction. Several factors are found to be essential for a） increasing employees’ affective commitment to their organization b） reducing their intention to leave and c） increasing their job performance.
Joshi et al. (Thu,) studied this question.