A Causal Relationship Model of Factors Affecting Organizational Commitment of Nurses in Hospitals under the 8th Regional Health Area in the Office of Permanent Secretary Ministry of Public Health

Abstract

The objectives of this research were to 1) develop a causal relationship model of factors affecting organizational commitment among nurses, and 2) verify the developed causal relationship model .The research was conducted in two phases: 1) developing the causal relationship model through document analysis, research review, and interviews with seven experts, and 2) verification of model congruence with the empirical data by using questionnaires. The sample consisted of 420 professional nurses with at least one year of work experience. Data were analyzed using descriptive statistics, Pearson’s correlation coefficient, and confirmatory factor analysis. The results revealed that: 1) the causal relationship model of factors affecting organizational commitment comprised four factors: transformational leadership, job characteristics, organizational climate, and job satisfaction; 2) the developed model demonstrated good fit with empirical data, and the four factors explained 90% of the variance in organizational commitment. Job satisfaction had the highest direct effect, while transformational leadership had the highest indirect and total effects. This causal relationship model demonstrates the complexity of factors affecting organizational commitment. Organizations should emphasize developing transformational leadership, designing meaningful and challenging work, creating a supportive organizational climate, and promoting job satisfaction.