Journal of nursing management · 2026
Predictors of Organisational Commitment and Retention Intent Among Midcareer Nurses: Addressing the Midcareer Dip in Taiwan.
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Wei Ching-Wen, Chen Yen-Chin, Hu Ching-Wen
Аннотация
BACKGROUND: The global nursing workforce shortage has been intensified by the COVID-19 pandemic, placing frontline nurses under sustained pressure and potentially diminishing their organisational commitment. This study aimed to examine differences in organisational commitment among midcareer nurses in Taiwan across demographic and work-related characteristics and to investigate the relationships between work excitement, work frustration and organisational commitment in order to identify key predictors of organisational commitment.
METHODS: A cross-sectional design with convenience sampling was employed. A total of 240 registered female nurses working at or above the regional hospital level in northern Taiwan were recruited between July and December 2024 through online professional nursing networks. Data were collected using a demographic questionnaire, the Work Excitement Scale, the Work Frustration Scale and the Organisational Commitment Scale. Descriptive statistics, independent t-tests, one-way ANOVA and multiple regression analyses were performed.
RESULTS: Participants had a mean age of 32.54 years and an average of 10.36 years of nursing experience. Higher organisational commitment was observed among nurses who were older, held managerial positions, worked regular day shifts and perceived lighter workloads. Work excitement was positively associated with organisational commitment, whereas work frustration and perceived workload were negative predictors. Importantly, nurses in the midcareer stage (3-8 years of tenure) demonstrated significantly lower organisational commitment compared with those at earlier or later career stages, whereas chronological age was not an independent predictor after adjustment for tenure and other covariates.
CONCLUSION: Midcareer nurses encounter distinct challenges, including heavy workloads, constrained career advancement and discrepancies between expectations and workplace realities, which together undermine their organisational commitment. As this group represents the core of the nursing workforce, tailored retention strategies are essential. Drawing on international best practices, Taiwan should establish structured professional development and continuing education frameworks that support midcareer nurses across clinical, educational, managerial and research trajectories. Such initiatives are crucial to enhancing job satisfaction, reinforcing commitment and promoting long-term workforce stability.
METHODS: A cross-sectional design with convenience sampling was employed. A total of 240 registered female nurses working at or above the regional hospital level in northern Taiwan were recruited between July and December 2024 through online professional nursing networks. Data were collected using a demographic questionnaire, the Work Excitement Scale, the Work Frustration Scale and the Organisational Commitment Scale. Descriptive statistics, independent t-tests, one-way ANOVA and multiple regression analyses were performed.
RESULTS: Participants had a mean age of 32.54 years and an average of 10.36 years of nursing experience. Higher organisational commitment was observed among nurses who were older, held managerial positions, worked regular day shifts and perceived lighter workloads. Work excitement was positively associated with organisational commitment, whereas work frustration and perceived workload were negative predictors. Importantly, nurses in the midcareer stage (3-8 years of tenure) demonstrated significantly lower organisational commitment compared with those at earlier or later career stages, whereas chronological age was not an independent predictor after adjustment for tenure and other covariates.
CONCLUSION: Midcareer nurses encounter distinct challenges, including heavy workloads, constrained career advancement and discrepancies between expectations and workplace realities, which together undermine their organisational commitment. As this group represents the core of the nursing workforce, tailored retention strategies are essential. Drawing on international best practices, Taiwan should establish structured professional development and continuing education frameworks that support midcareer nurses across clinical, educational, managerial and research trajectories. Such initiatives are crucial to enhancing job satisfaction, reinforcing commitment and promoting long-term workforce stability.