Examination of the Relationships Between Change Fatigue and Perceived Organizational Culture, Burnout, Turnover Intention, and Organizational Commitment in Nurses
Research and Theory for Nursing Practice, cilt.37, sa.3, ss.311-332, 2023 (SCI-Expanded, SSCI, Scopus)
- Yayın Türü: Makale / Tam Makale
- Cilt numarası: 37 Sayı: 3
- Basım Tarihi: 2023
- Doi Numarası: 10.1891/rtnp-2023-0018
- Dergi Adı: Research and Theory for Nursing Practice
- Derginin Tarandığı İndeksler: Science Citation Index Expanded (SCI-EXPANDED), Social Sciences Citation Index (SSCI), Scopus, CINAHL, MEDLINE, Psycinfo
- Sayfa Sayıları: ss.311-332
- Anahtar Kelimeler: burnout, change fatigue, organizational commitment, organizational culture, turnover intention
- Hacettepe Üniversitesi Adresli: Evet
Özet
Background and Purpose: This study aims to reveal the relationships between change fatigue and perceived organizational culture, burnout, organizational commitment, and turnover intention; to examine the effects of change fatigue on burnout, turnover intention, and organizational commitment; to determine whether there is any mediator effect of burnout on the relation between change fatigue, organizational commitment, and turnover intention or not; and finally, to determine the effects of organization culture on change fatigue. Methods: This cross-sectional study was conducted on 403 nurses working in a university hospital in Erzincan, Türkiye. Multiple and hierarchical regression analyses were used to determine the relationships between change fatigue, organizational culture, burnout, turnover intention, and organizational commitment. Results: As a result of the analysis, it was determined that change fatigue has a significantly positive effect on burnout and turnover intention and a negative effect on organizational commitment. In addition, it was revealed that burnout has a partial mediating effect on the relationship between change fatigue, turnover intention, and organizational commitment. Moreover, it was found that clan and adhoc-racy cultures, which are perceived organizational culture types, have a negative effect on change fatigue, and a hierarchical culture has a significantly positive effect. Implications for Practice: To prevent change fatigue, managers of health institutions can be advised to inform nurses about the process before each change initiative. In addition, creating a culture in the organization that adopts respect and understanding as a philosophy, is based on employee participation, and exhibits modern leadership behaviors.