Examination of the Relationships Between Change Fatigue and Perceived Organizational Culture, Burnout, Turnover Intention, and Organizational Commitment in Nurses


Sarıgül S. S., UĞURLUOĞLU Ö.

Research and Theory for Nursing Practice, vol.37, no.3, pp.311-332, 2023 (SCI-Expanded) identifier identifier

  • Publication Type: Article / Article
  • Volume: 37 Issue: 3
  • Publication Date: 2023
  • Doi Number: 10.1891/rtnp-2023-0018
  • Journal Name: Research and Theory for Nursing Practice
  • Journal Indexes: Science Citation Index Expanded (SCI-EXPANDED), Social Sciences Citation Index (SSCI), Scopus, CINAHL, MEDLINE, Psycinfo
  • Page Numbers: pp.311-332
  • Keywords: burnout, change fatigue, organizational commitment, organizational culture, turnover intention
  • Hacettepe University Affiliated: Yes

Abstract

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.