The Relationship Between Turnover Intention and Organizational Commitment Among Nurses in Primary Healthcare

Abstract

Background: Turnover intention is a predictor of the decision to leave an organization, which can impact the quality of care. Research suggests that nurses' organizational commitment is inversely related to turnover intention; as nurses become more committed to their work environment, they are less likely to leave. Aim: This study aimed to assess turnover intention and organizational commitment among nurses in primary healthcare settings and explore their relationship. Method: A quantitative, descriptive, cross-sectional study was conducted with 230 nurses. Turnover intention was measured using the Intention of Turnover Scale, while organizational commitment was assessed with the Organizational Commitment Scale. Data was analyzed using descriptive statistics and Pearson’s correlation coefficient. Results: The study found that 92.8% of nurses intended to stay at their current workplace, with only 7.3% planning to leave soon, indicating low turnover intention. Regarding organizational commitment, 84.5% of nurses expressed willingness to go beyond normal duties to support the organization, and 88.7% showed strong interest in its future. A significant negative correlation was found between the factors “Intention to leave” and “Committed to the organization” (r = −0.51, p < 0.01), suggesting that higher organizational commitment is associated with lower turnover intention. Conclusion: The findings indicate that fostering organizational commitment can reduce turnover intention. Nurse managers and policymakers should focus on strategies that enhance commitment to retain nurses and ensure the continuity of care.