Journal of nursing management · 2026
Professional Quality of Life, Team Cohesion, Organizational Commitment, and Intent to Leave Among Nursing Personnel: A Cross-Sectional Study.
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Kelly Daniel R, Leighton Kristen, Owens Rhoda A, Zwilling Jana, Schmitz David
Аннотация
AIMS: To examine whether professional quality of life, team cohesion, and organizational commitment were independently associated with intent to leave among nursing personnel.
BACKGROUND: Prior research links professional quality of life with turnover intention, but less is known about joint associations with team cohesion and multidimensional organizational commitment in nursing workforces.
METHODS: A cross-sectional electronic survey of 633 nursing personnel in North Dakota used validated measures. Pearson correlations, multiple regression, and post hoc nested regression were conducted.
RESULTS: The full model explained 47% of intent-to-leave variance. Burnout was positively associated with intent to leave (β = 0.40, p < 0.001), whereas affective commitment (β = -0.41, p < 0.001) and continuance commitment (β = -0.10, p = 0.003) were inversely associated. Secondary traumatic stress (STS) was positively correlated with intent to leave (r = 0.16) but negatively associated after adjustment (β = -0.11, p = 0.005); its coefficient reversed when burnout entered.
CONCLUSIONS: Intent to leave was associated with occupational strain and organizational attachment. The STS reversal is consistent with statistical suppression and should not be interpreted as protective.
IMPLICATIONS FOR NURSING MANAGEMENT: Findings identify burnout and affective commitment as priorities for prospective strategy testing. Longitudinal research should determine whether modifying these domains reduces intent to leave or turnover.
BACKGROUND: Prior research links professional quality of life with turnover intention, but less is known about joint associations with team cohesion and multidimensional organizational commitment in nursing workforces.
METHODS: A cross-sectional electronic survey of 633 nursing personnel in North Dakota used validated measures. Pearson correlations, multiple regression, and post hoc nested regression were conducted.
RESULTS: The full model explained 47% of intent-to-leave variance. Burnout was positively associated with intent to leave (β = 0.40, p < 0.001), whereas affective commitment (β = -0.41, p < 0.001) and continuance commitment (β = -0.10, p = 0.003) were inversely associated. Secondary traumatic stress (STS) was positively correlated with intent to leave (r = 0.16) but negatively associated after adjustment (β = -0.11, p = 0.005); its coefficient reversed when burnout entered.
CONCLUSIONS: Intent to leave was associated with occupational strain and organizational attachment. The STS reversal is consistent with statistical suppression and should not be interpreted as protective.
IMPLICATIONS FOR NURSING MANAGEMENT: Findings identify burnout and affective commitment as priorities for prospective strategy testing. Longitudinal research should determine whether modifying these domains reduces intent to leave or turnover.