Organisational culture, organisational commitment and turnover intentions

Abstract

The purpose of the study was to establish the relationship between Organizational culture, Organizational Commitment and Turnover intention of nurses of Mulago and Mengo Hospitals. The study was guided by the three objectives: namely, to establish the relationship between Organizational culture and Organizational commitment, to establish the relationship between Organizational culture and turnover intention, to establish the relationship between Organizational commitment and turnover intention.

The study utilized a correlation design and the sample consisted of 250 nurses selected using cluster sampling where a cluster was a ward. A total of 150 usable questionnaires were returned for a response rate of 60%. Data was collected using a self administered, close ended structured questionnaire and was analyzed using Pearson Product Moment Correlation(r), t-test for independent samples to establish significant difference.

Results of the study showed that there is significant relationship between organizational culture and organizational commitment; there is no significant relationship between organizational culture and turnover intentions; also it was established that there is a significant relationship between organizational commitment (components of affective, continuance and normative) with turnover intentions. T-test showed no significant difference between the two hospitals

This study has implications for organizations attempting to enhance organizational commitment through increased favorable organizational culture. It is therefore, anticipated that by improving these various factors the outcome will be reduced turnover intentions. A more effective organizational culture will be more favorable to good nursing practice.