Title : Organizational Commitment and Associated Factors among Nurses Working in Jimma University Medical Center, South West Ethiopia
Background: The level of staff perception of organizational commitment reflects an employee's loyalty to the organization. This indirectly indicates organizational success and wellbeing. However, there is the scarcity of information about perceived organizational commitment and its associated factors among nurses working at Jimma university medical center.
Objective: To assess level of organizational commitment and its associated factors among nurses working in Jimma University Medical Center, South West Ethiopia, 2018.
Methods: Institution based cross-sectional study design was conducted at Jimma University Medical Center from March 1 to 18, 2019 on 221 randomly selected nurses. The data were collected using a self-administered questionnaire. After checking for completeness of the questioner the data were entered in to Epi data version 3.1 and analyzed by SPSS version 23.0 for statistical analysis. Simple (at P-value <0.25) and multivariable linear regression (at P-value <0.05) analysis were used to identify independent predictors of organizational commitment. Finally, the findings were presented using graphs, tables, narratives and descriptive numerical summary.
Results: The overall percentage mean score of organizational commitment was 52% (SD=9.9). Work experience (β=4.39, 95%CI: (0.424,8.36), monthly salary (-β=2.94, 95%CI: (-5.72,-0.162), perceived role influence on their jobs scale score (β=2.09, 95%CI:(0.979,3.21), perceived nurses motivation on punctuality scale score (β=1.43, 95%CI: (0.419,2.43), perceived nurses satisfaction scale score (β=1.378, 95%CI: (0.179,2.578) were significant predictors of nurses organizational commitment.
Conclusion and Recommendation: The level of organizational commitment among nurses working at Jimma University Medical Center was low. Work experience, salary, influence at work, satisfaction and level of motivation were predictors of job commitment. So, we recommended that hospital managers should establish appropriate reward systems to increase nurses’ satisfaction and their organizational commitment.