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Analyzing Organizational Commitment and the Effect on Job Turnover in Nurse Residents

By: Church, Cory D [author].
Material type: TextTextPublisher: Scholar Works at UT Tyler, 2017-04-28T07:00:00ZDescription: 1 online resource text file, PDF.Content type: text Media type: computer Carrier type: online resourceSubject(s): Newly Licensed Registered Nurses | Nurse Residents | Organizational Commitment | Job Turnover | Turnover Intent | Competence | Health and Medical Administration | Industrial and Organizational Psychology | Nursing | Nursing Administration | Organizational Behavior and Theory | Organization Development | Work, Economy and OrganizationsOnline resources: Dissertation Click here to view this dissertation. Dissertation note: Ph.D., University of Texas at Tyler, 2017. Summary: This dissertation is an exploration of psychosocial concepts related to the experiences of a vital health human resource, newly licensed registered nurses. Newly licensed registered nurses are at risk for leaving their first job within the first year due to the difficulty of transitioning to practice. The pressure to gain competence and deliver quality care, all while navigating the workplace environment, can impact their commitment to an organization and the profession. The reader will notice these concepts threaded throughout the dissertation. While these concepts are explored in other nursing workforce populations, the researcher determined a gap in the research on newly licensed registered nurses participating in a nurse residency program. The first manuscript, Defining Competence and its Relevance to Quality Care in Nursing, provides a non-traditional analysis of the concept of competence while relating the focal points of competence to quality care. Organizational Commitment in Newly Licensed Registered Nurses is the second manuscript in this portfolio dissertation. This manuscript, written as a literature review, provides insight into the factors that impact organizational commitment and the implications of the findings. The fourth chapter presents the primary research project undertaken. Using a national database of a nurse residency program, a hypothetical model is tested to determine the effect several antecedent variables have on organizational commitment. Further analysis reveals the impact organizational commitment has on turnover intent and actual job turnover. In completing this dissertation, the researcher was able to contribute to the research on nursing workforce and transition to practice issues.
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Item type Current location Collection Call number URL Status Date due Barcode
UT Tyler Dissertation UT Tyler Online
Online
University Archives & Special Collections RT86 .C58 2017 (Browse shelf) http://hdl.handle.net/10950/563 Available

Ph.D., University of Texas at Tyler, 2017.

Includes bibliographic references.

This dissertation is an exploration of psychosocial concepts related to the experiences of a vital health human resource, newly licensed registered nurses. Newly licensed registered nurses are at risk for leaving their first job within the first year due to the difficulty of transitioning to practice. The pressure to gain competence and deliver quality care, all while navigating the workplace environment, can impact their commitment to an organization and the profession. The reader will notice these concepts threaded throughout the dissertation. While these concepts are explored in other nursing workforce populations, the researcher determined a gap in the research on newly licensed registered nurses participating in a nurse residency program. The first manuscript, Defining Competence and its Relevance to Quality Care in Nursing, provides a non-traditional analysis of the concept of competence while relating the focal points of competence to quality care. Organizational Commitment in Newly Licensed Registered Nurses is the second manuscript in this portfolio dissertation. This manuscript, written as a literature review, provides insight into the factors that impact organizational commitment and the implications of the findings. The fourth chapter presents the primary research project undertaken. Using a national database of a nurse residency program, a hypothetical model is tested to determine the effect several antecedent variables have on organizational commitment. Further analysis reveals the impact organizational commitment has on turnover intent and actual job turnover. In completing this dissertation, the researcher was able to contribute to the research on nursing workforce and transition to practice issues.

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