ArticleJournal of advanced nursing2020
The importance of organizational commitment in rural nurses' intent to leave.
Article in Journal of advanced nursing, 2020. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 12 papers.
What it found
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
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Who cites it
12 citing papers in PubMed.
- Rural Nursing Workforce Sustainability in Australia: A Scoping Review of Global Retention Strategies.The Australian journal of rural health · 2025Article
- Rural perinatal nursing in Canada: A hermeneutic literature review.International journal of nursing studies advances · 2025Review
- Experiences of developing competency in a network of nurse executives working at rural medical facilities: an ethnographic qualitative study.Journal of rural medicine : JRM · 2025Article
- Orchestrating care for a good life event: a hermeneutic study of the overlooked practices of rural perinatal nurses.BMC pregnancy and childbirth · 2025Article
- Help Wanted, Experience Preferred, Stamina a Must: A Narrative Review of the Contextual Factors Influencing Nursing Recruitment and Retention in Rural and Remote Western Canada from the Early Twentieth Century to 2023.The Canadian journal of nursing research = Revue canadienne de recherche en sciences infirmieres · 2024Review
- Licensed Practical Nurses' (LPNs') Evaluations of the Attractiveness of Work and Wellbeing at Work: A Cross-Sectional Nationwide Study.Journal of nursing management · 2024Article
- Mental health nursing practice in rural and remote Canada: Insights from a national survey.International journal of mental health nursing · 2022Article
- The meaning of nursing practice for nurses who are retired yet continue to work in a rural or remote community.BMC nursing · 2021Article
- The Effect of Nurses' Work-Life Balance on Work Engagement: The Adjustment Effect of Affective Commitment.Yonago acta medica · 2021Article
- Model of Organizational Commitment Applied to Health Management Systems.International journal of environmental research and public health · 2021Review
- Mediating effects of nurses 'personal and organizational values between organizational commitment and turnover: Cross-sectional study.PloS one · 2021Article
- The importance of organizational commitment in rural nurses' intent to leave.Journal of advanced nursing · 2020Article
Corrections and comments
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Authors and funding
9 authors.
Funding
Abstract
aimsTo examine determinants of intention to leave a nursing position in rural and remote areas within the next year, for Registered Nurses or Nurse Practitioners (RNs/NPs) and Licensed Practical Nurses (LPNs).
designA pan-Canadian cross-sectional survey.
methodsThe Nursing Practice in Rural and Remote Canada II survey (2014-2015) used stratified, systematic sampling and obtained two samples of questionnaire responses on intent to leave from 1,932 RNs/NPs and 1,133 LPNs. Separate logistic regression analyses were conducted for RNs/NPs and LPNs.
resultsFor RNs/NPs, 19.8% of the variance on intent to leave was explained by 11 variables; and for LPNs, 16.9% of the variance was explained by seven variables. Organizational commitment was the only variable associated with intent to leave for both RNs/NPs and LPNs.
conclusionsEnhancement of organizational commitment is important in reducing intent to leave and turnover. Since most variables associated with intent to leave differ between RNs/NPs and LPNs, the distinction of nurse type is critical for the development of rural-specific turnover reduction strategies. Comparison of determinants of intent to leave in the current RNs/NPs analysis with the first pan-Canadian study of rural and remote nurses (2001-2002) showed similarity of issues for RNs/NPs over time, suggesting that some issues addressing turnover remain unresolved. IMPACT: The geographic maldistribution of nurses requires focused attention on nurses' intent to leave. This research shows that healthcare organizations would do well to develop policies targeting specific variables associated with intent to leave for each type of nurse in the rural and remote context. Practical strategies could include specific continuing education initiatives, tailored mentoring programs, and the creation of career pathways for nurses in rural and remote settings. They would also include place-based actions designed to enhance nurses' integration with their communities and which would be planned together with communities and nurses themselves.
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