Perceived Professional Practice Environment, Organizational Commitment, and Turnover Intention Among Nurses in a Tertiary Government Hospital in Metropolitan Manila, Philippines

Abstract

Following the pandemic, many nurses continue to choose to work abroad and leave their local healthcare organizations, including the selected tertiary hospital. This can be attributed to their professional practice environment and organizational commitment. This study aims to correlate variables related to the demographic profile, perception of the professional practice environment, organizational commitment, and turnover intention among staff nurses in a selected tertiary hospital in Metro Manila. This study employed a descriptive, correlational, cross-sectional design. The participants (n = 355) were recruited through convenience sampling via an online poll. The tools used were a self-constructed demographic profile questionnaire, the Practice Environment Scale of the Nursing Work Index (PES-NWI), the Organizational Commitment Scale, and the Turnover Intention Scale (TIS-6). STATA 13.1 was used to analyze the data. Overall, perceptions in the professional practice environment and organizational commitment are inversely related to turnover intention (p < 0.0001), such that poor perceptions in the professional practice environment and deficient organizational commitment are associated with higher turnover intention among nurses, and vice versa. Furthermore, the demographic profile has influenced the professional practice environment and organizational commitment. The results suggest that if the professional practice environment and organizational commitment are not nurtured during the nurses' worthwhile stay in their healthcare organization, they may leave; however, if they are nurtured, they may stay longer.