The Mediating Role of Occupational Commitment in the Effects of Work–Family Conflict on Intention to Leave

Yıl 2023, Cilt: 5 Sayı: 2, 137 - 144, 16.08.2023

Zeynep Görmezoğlu , Merve Koçoğlu Sazkaya

https://doi.org/10.48071/sbuhemsirelik.1277847

Öz

Introduction: It is important to increase the occupational commitment of nurses who experience work-family conflict to decrease their intention to leave.
Aim: This study’s aim was to demonstrate the role of occupational commitment in the effects of work–family conflict on the turnover intention of nurses during the COVID-19 pandemic.
Method: This descriptive study was conducted with 390 nurses working in two different hospitals of a foundation university in Istanbul.
Results: The results of this study showed that there was an effect of work–family conflict on intention to leave (r2 = 0.19; p < 0.05) and occupational commitment (r2 = 0.01; p < 0.05). Another result of the research is that occupational commitment also affected the intention to leave (r2 = 0.24; p < 0.05). In addition, according to the results of the mediation analysis carried out to test the hypothesis of the research, there was a mediating effect of occupational commitment since the β coefficient of nurses' perceptions of work-family conflict in the first stage was 0.43, while it decreased to 0.40 in the third stage. This result showed that occupational commitment had a mediating role in the effects of work–family conflict on the intention to leave.
Conclusion: This study showed that occupational commitment had a mediating role in the effects of work–family conflict on the intention to leave. According to the research results, although nurses experience work–family conflict due to working conditions during the COVID-19 pandemic, their occupational commitment decreases their intention to leave.

Anahtar Kelimeler

COVID-19, family conflict, institutional adherence, nurses

İş-Aile Çatışmasının İşten Ayrılma Niyeti Üzerindeki Etkisinde Mesleki Bağlılığın Aracılık Rolü

Öz

Giriş: İş-aile çatışması yaşayan hemşirelerin işten ayrılma niyetlerini azaltmak için mesleki bağlılıklarını arttırmak önemlidir.
Amaç: Bu çalışmanın amacı COVID-19 pandemi sürecinde hemşirelerin yaşamış oldukları iş-aile çatışmasının işten ayrılma niyetleri üzerindeki etkisinde mesleki bağlılığın rolünü belirlemektir.
Yöntem: Bu çalışma tanımlayıcı bir araştırma olup, İstanbul'da bir vakıf üniversitesine ait iki farklı hastanede çalışan 390 hemşire ile yapıldı.
Bulgular: Araştırma sonuçları, iş-aile çatışmasının işten ayrılma niyeti (r2 = 0,19; p < 0,05) ve mesleki bağlılık (r2 = 0,01; p < 0,05) üzerinde etkisi olduğunu gösterdi. Ayrıca mesleki bağlılığın işten ayrılma niyetini de etkilemesi araştırmanın bir diğer sonucudur (r2 = 0,24; p < 0,05). Bunun yanı sıra, araştırmanın hipotezini test etmek için yapılan aracılık analizi sonuçlarına göre hemşirelerin birinci aşamadaki iş-aile çatışması algıları β katsayısı 0,43 iken üçüncü aşamada 0,40’a anlamlı bir biçimde düşmesi nedeniyle mesleki bağlılığın kısmi aracılık etkisi söz konusudur. Bu sonuç, iş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisinde mesleki bağlılık aracı rolü olduğu belirlendi.
Sonuç: İş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisinde mesleki bağlılığın aracılık rolüne sahip olması araştırmanın sonucudur. Bir başka ifadeyle, araştırmada hemşirelerin COVID-19 pandemi döneminde çalışma koşullarından kaynaklı iş-aile çatışması yaşamalarına rağmen sahip oldukları mesleki bağlılıkları onların işten ayrılma niyetlerini azalttığı görüldü.

Anahtar Kelimeler

Aile çatışması, COVID-19, kurumsal bağlılık, hemşireler

Kaynakça

• Aşkın, R., Bozkurt, Y., & Zeybek, Z. (2020). COVID-19 pandemic: Psychologıcal effects and therapeutıc interventıons. Istanbul Commerce University Journal of Social Sciences, 19(37), 304-318.
• Baron, R.M., & Kenney, D.A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182. doi: 10.1037/0022-3514.51.6.1173
• Blau, G., & Lunz, M. (1998). Testing the incremental effect of professional commitment on intent to leave one's profession beyond the effects of external, personal, and work-related variables. Journal of Vocational Behavior, 52(2), 260-269. doi: 10.1006/jvbe.1997.1601
• Blau, G. (2001). On assessing the construct validity of two multidimensional constructs: Occupational commitment and occupational entrenchment. Human Resource Management Review, 11(3), 279-298. doi: 10.1016/S1053-4822(00)00052-8
• Boamah, S.A., & Laschinger, H. (2016). The influence of areas of work-life fit and work‐life interference on burnout and turnover intentions among new graduate nurses. Journal of Nursing Management, 24(2), 164-174. doi: 10.1111/jonm.12318
• Brown, P., Fraser, K., Wong, C.A., Muise, M., & Cummings, G. (2013). Factors influencing intentions to stay and retention of nurse managers: A systematic review. Journal of Nursing Management, 21(3), 459-472. doi: 10.1111/j.1365-2834.2012.01352.x
• Chang, H.Y., Chu, T.L., Liao, Y.N., Chang, Y.T., & Teng, C.I. (2019). How do career barriers and supports impact nurse professional commitment and professional turnover intention? Journal of Nursing Management, 27(2), 347-356. doi: 10.1111/jonm.12674
• Cho, V., & Huang, X. (2012). Professional commitment, organizational commitment, and the intention to leave for professional advancement: An empirical study on IT professionals. Information Technology & People, 25(1), 31-54. doi: 10.1108/0959384121120 4335
• Cihangiroğlu, N., Teke, A., Özata, M., & Çelen, Ö. (2015). Analysis of the relationship between professional commitment and organizational commitment.. Gülhane Medical Journal, 57(4), 367-72. doi: 10.5455/gulhane. 154242
• Çetin, M., Dede, B., Kökalan, Ö., & Dede, E. (2021). A multilevel investigation of the effects of daily work–family interaction on daily affect during the COVID-19 pandemic. Journal of Family Issues, 43(12), 3299-3320. doi: 10.1177/0192513X211044
• Dorenkamp, I., & Ruhle, S. (2019). Work–life conflict, professional commitment, and job satisfaction among academics. The Journal of Higher Education, 90(1), 56-84. doi: 10.1080/00221546.2018.1484644
• Duran, S., Celik, I., Ertugrul, B., Ok, S., & Albayrak, S. (2021). Factors affecting nurses' professional commitment during the COVID‐19 pandemic: A cross‐sectional study. Journal of Nursing Management, 29(7), 1906-1915. doi: 10.1111/jonm.13327
• Fernet, C., Gillet, N., Austin, S., Trépanier, S.G., & Drouin-Rousseau, S. (2021). Predicting Nurses’ Occupational Commitment and Turnover Intention: The role of autonomous motivation and supervisor and coworker behaviors. Journal of Nursing Management, 29(8), 2611-2619. doi: 10.1111/jonm.13433
• Goldfarb, N., Grinstein‐Cohen, O., Shamian, J., Schwartz, D., Zilber, R., Hazan‐Hazoref, R., … Cohen, O. (2021). Nurses’ perceptions of the role of health organisations in building professional commitment: Insights from an israeli cross‐sectional study during the COVID‐19 pandemic. Journal of Nursing Management, 29(5), 1102-1110. doi: 10.1111/jonm.13248
• Gül, Ş., & Toptaş Kılıç, S. (2021). Determining anxiety levels and related factors in operating room nurses during the COVID‐19 pandemic: A descriptive study. Journal of Nursing Management, 29, 1934-1945. doi: 10.1111/jonm.13332
• Hair, J.F., Black, W.C., Babın, B.J., & Anderson, R.E. (1998). Multivariate data analysis. NJ: Prentice Hall Inc.
• Hsieh, Y.C., Pearson, T.E., & Kline, S.F. (2008). The moderating effects of job and personal life involvement on the relationship between work–personal life conflict and intention to quit. Journal of Human Resources in Hospitality & Tourism, 8(1), 1-14. doi: 10.1080/15332840802274387
• Klassen, R M, & Chiu, M. M. (2011). The occupational commitment and intention to quit of practicing and pre-service teachers: Influence of self-efficacy, job stress, and teaching context. Contemporary Educational Psychology, 36(2), 114-129. Doi: 10.1016/j.cedpsych.2011.01.002
• Koçoğlu Sazkaya, M., & Görmezoğlu, Z. (2021). The mediating role of perceived organizational support in the effects of job stress on occupational commitment: research on nurses working in a foundation university hospital. Bezmialem Science, 9(4), 465-472. doi: 0.14235/bas.galenos.2021.6475
• Koçoğlu, M. (2013). An investigation of relationship between organizational support, career satisfaction and intention to leave with the employees’ perception of entrepreneurial orientation on their organization: A research in automotive sector. Academic Perspective International Refereed Journal of Social Sciences, 35, 1-20.
• Li, T.M., Pien, L.C, Kao, C.C., Kubo, T., & Cheng, W.J. (2021). Effects of work conditions and organisational strategies on nurses' mental health during the COVID‐19 pandemic. Journal of Nursing Management, 30(1), 1-8. doi: 10.1111/jonm.13485
• Lu, K.Y, Lin, P.L, Wu, C.M., Hsieh, Y.L., & Chang, Y.Y. (2002). The relationships among turnover intentions, professional commitment, and job satisfaction of hospital nurses. Journal of Professional Nursing, 18(4), 214–219. doi: 10.1053/jpnu.2002.127573
• Mérida-López, S., & Extremera, N. (2020). When pre-service teachers’ lack of occupational commitment is not enough to explain intention to quit: Emotional intelligence matters! Revista de Psicodidáctica, 25(1), 52-58. doi: 10.1016/j.psicoe.2019.05.001
• Mersin, S., İbrahimoğlu, Ö., Çağlar, M., & Akyol, E. (2020). Compassionate love, burnout and professional commitment in nurses. Journal of Nursing Management, 28(1), 72-81. doi: 10.1111/jonm.12892
• Meyer, J.P., Allen, N.J., & Smith, C.A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551. doi: 10.1037/0021-9010.78.4.538
• Mobley, W.H., Griffeth, R.W., Hand, H.H., & Meglino, B.M. (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522. doi: 10.1037/0033-2909.86.3.493
• Munir, F., Nielsen, K., Garde, A.H., Albertsen, K., & Carneiro, I.G. (2012). Mediating the effects of work–life conflict between transformational leadership and health‐care workers’ job satisfaction and psychological wellbeing. Journal of Nursing Management, 20(4), 512-521. doi: 10.1111/j.1365-2834.2011.01308.x
• Muz, G., & Erdoğan Yüce, G. (2021). Experiences of nurses caring for patients with COVID‐19 in Turkey: A phenomenological enquiry. Journal of Nursing Management. 29(5), 1026-1035. doi: 10.1111/jonm.13240
• Netemeyer, R.G, Boles, J.S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of Applied Psychology, 81(4), 400-410. doi: 10.1037/0021-9010.81.4.400
• Noor, S., & Maad, N. (2008). Examining the relationship between work life conflict, stress, and turnover intentions among marketing executives in Pakistan. International Journal of Business and Management, 3(11), 93-102.
• Pekdemir, I., & Koçoğlu Sazkaya, M. (2014). The relationship between workaholic and work iıfe balance: A study on the mediating role of personality. Abant İzzet Baysal University Journal of Social Sciences, 14(1), 309-338.
• Porter, S., & Ayman, R. (2010). Work flexibility as a mediator of the relationship between work–family conflict and intention to quit. Journal of Management & Organization, 16(3), 411-424. doi: 10.5172/jmo.16.3.411
• Radfar, M., Hemmati Maslak Pak, M., & Mohammadi, F. (2021). The organizational and managerial challenges experienced by nurses recovered from COVID‐19: A phenomenological study. Journal of Nursing Management, 29, 2353-2363. doi: 10.1111/jonm.13394
• Robbins, S.P., & Judge T.A. (2017). Organizational behavior. New Jersey: Pearson Education.
• Rode, J.C., Rehg, M.T., Near, J.P., & Underhill, J.R. (2007). The effect of work/family conflict on intention to quit: The mediating roles of job and life satisfaction. Applied Research in Quality of Life, 2(2), 65-82.
• Sorensen, T.J., & McKim, A.J. (2014). Perceived work-life balance ability, job satisfaction, and professional commitment among agriculture teachers. Journal of Agricultural Education, 55(4), 116-132. doi: 10.5032/jae.2014.04116
• Şişman, H., Gökçe, E., Akpolat, R., Alptekin, D., Gezer, D., & Arslan, S. (2022). Survey on the Effects of Work in Covid-19 Clinics on Anxiety-Depression and Family-Work Conflicts. Journal of Family Issues. doi: 10.1177/0192513X221115184
• Tayal, D., & Mehta, A.K. (2022). The struggle to balance work and family life during the covid-19 pandemic: Insights based on the situations of working women in Delhi. Journal of Family Issues, doi: 10.1177/0192513X211058
• Utkan, Ç., & Kırdök, O. (2018). The adaptation study of four-dimensional occupational commitment scale. International Journal of Social Sciences and Education Research, 4(2), 230-244. doi: 10.24289/ijsser.407961
• Watanabe, M., & Falci, C. D. (2016). A demands and resources approach to understanding faculty turnover intentions due to work–family balance. Journal of Family Issues, 37(3), 393-415. doi: 10.1177/0192513X14530972
• Yang, C., & Chen, A. (2020). The double-edged sword effects of career calling on occupational embeddedness: mediating roles of work–family conflict and career adaptability. Asian Nursing Research, 14(5), 338-344. doi: 10.1016/j.anr.2020.09.005
• Yıldız, B., Yıldız, H., & Ayaz Arda, O. (2021). Relationship between work–family conflict and turnover intention in nurses: A meta‐analytic review. Journal of Advanced Nursing, 77, 3317-3330. doi: 10.1111/jan.14846
• Zhang, L., Jin, T., & Jiang, H. (2020). The mediating role of career calling in the relationship between family-supportive supervisor behaviors and turnover intention among public hospital nurses in China. Asian Nursing Research, 14(5), 306-311. doi: 10.1016/j.anr.2020.08.011
• Zheng, J., & Wu, G. (2018). Work-family conflict perceived organizational support and professional commitment: A mediation mechanism for Chinese project professionals. International Journal of Environmental Research and Public Health, 15(2), 344. doi: 10.3390/ijerph15020344