Perceived career opportunities, commitment to the supervisor, social isolation: Their effects on nurses’ well-being and turnover

Abstract

Aim: This research investigated the relationship between perceived career opportunities, affective commitment to the supervisor, and social isolation from colleagues on the one hand and nurses’ well-being and turnover intentions on the other. In addition, this study explored the mediating role of affective commitment to the organisation in these relationships. Background: Previous research suggested that organisational commitment explained the effect of nurses’ work environment on their turnover intentions. However, less is known about how organisational commitment may contribute to explain nurses’ well-being. Method: This research used a cross-sectional design. A sample of 244 nurses completed a questionnaire survey. Results: Results indicated that affective commitment to the organisation partially mediates the relationships between perceived career opportunities, affective commitment to the supervisor, and social isolation on one hand, and turnover intentions and well-being on the other hand. Conclusion: This study showed that the way nurses assess various aspects of their work experience transposes to their emotional bond to their organisation, which in turn explains their well-being and turnover intentions. Implications for nursing management: This paper identifies factors that could contribute to reduce nurses’ intent to quit and promote their well-being.