Background: Nurses are the backbone of the health care service team, and having a stable team of nurses is critical to effective team operations. Organizational commitment helps nurses remain in their current organization and facilitates the attainment of organizational goals. Understanding the organizational commitment of nurses and its influencing factors is necessary. Purpose: This study was conducted to identify the latent characteristics affecting the level of organizational commitment in nurses and explore their influencing factors to provide feasible recommendations for improving hospital nursing management measures. Methods: From November 2023 to February 2024, 1,037 nurses from hospitals in Beijing, Changsha (Hunan Province), and Jinhua (Zhejiang Province) participated in this study. The data were collected using a socio-demographic information questionnaire, Organizational Commitment Scale, Global Job Embeddedness Items, and Caring Assessment Tool-administration. Data analysis included latent profile analysis, χ 2 test, analysis of variance, and multifactorial logistic regression. Results: The level of organizational commitment may be classified into four distinct profiles, namely Observers ( n =95, 9.16%), Stabilizers ( n =319, 30.76%), Aspirants ( n =369, 35.58%), and Stalwarts ( n =254, 24.49%). The results of this study showed that higher levels of perceived management care, job embeddedness, and salary satisfaction, earning a lower monthly income, longer years of service, having children, and being employed in a permanent position were positively associated with higher organizational commitment. Conclusion/Implication for Future Practice: The findings indicate that organizational commitment in nurses is affected by factors including self-perceived management care, job embeddedness, salary satisfaction, employment form, whether they have children, monthly income, and years of service. The results of this study provide evidence that hospital nursing managers may reference in enhancing measures to strengthen the organizational commitment of nurses, which may include improving humane management practices and the work environment as well as rationalizing income distribution and human resources allocation, thereby promoting nurses’ identification with organizational goals, increasing retention, and enhancing the quality of nursing services and patient satisfaction.
Gong et al. (Fri,) studied this question.