Millennial Nurses’ Affective Organizational Commitment The Role of Work Autonomy and Development Opportunities, and the Moderating Effect of Workplace Social Support and Team Climate
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2023-07-07
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en
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The high voluntary turnover intention among Millennials, in combination with the shortage of healthcare personnel, imposes the question of how organizations can commit Millennial nurses. The job-demands resources model and Herzberg’s two-factor theory propose that work characteristics can play a detrimental role in organizational outcomes, such as affective organizational commitment, and that there are potentially moderating effects of workplace social support and team climate. Multiple linear regressions and hierarchical regressions were performed to investigate this. The current study examined the data of 55 millennial nurses from a Dutch academic hospital, to investigate whether development opportunities and work autonomy predict affective organizational commitment and the moderating effects of workplace social support and team climate. However, no significant results were found in the to support this. Findings may be explained by the sample composition and unavailability of measurement instruments for millennials. Future research should consider using the KUT-scale for organizational commitment.
Keywords: Millennials, Affective Organizational Commitment, Work Autonomy, Development opportunities, Social Support, Team Climate
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Faculteit der Sociale Wetenschappen