الفهرس 
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Abstract
Organizational commitment is the level to which
employees are faithful to their organization. It is directly
related to an organization‟s profitability and competitive
position and it directly affects employees‟ performance and
retention. Moreover, committed employees engage
themselves more in creativeness or innovativeness.
Organizational commitment is affected by many variables
as age, gender, education, heavy workload and burnout and
most importantly by the organizational quality
environment. Therefore, it is important for nurse managers
to understand its influencing factors on nursing workforce.
The aim of this study was to identify the factors
affecting nurses’ organizational commitment. The study
was carried out at Ain-Shams University Medical Hospital
using a descriptive cross-sectional design on a convenience
sample of 210 nurses with one or more years of experience
in current job. Data were collected using a selfadministered
questionnaire with a three-component
organizational commitment instrument to measure the
degree of nurses’ affective, continuance and normative
commitment at work and a questionnaire to identify the
structure, process and outcome factors affecting nurses’
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commitment. The tool was face and content-validated
through experts‟ opinions and the reliability verified in a
pilot study. The fieldwork lasted from July to October
2016.
The main results were as following.
Nurses‟ age ranged between 19 and 59 years, with
90.0% females, all having diploma degrees and 97.1%
had attended training in quality.
Overall, 64.8% of the nurses had high total
organizational commitment, with 65.7% in continuance
commitment and 71.0% in affective commitment.
Concerning job factors, the highest agreement was upon
structure factors (57.1%) and lowest upon outcome
factors (33.8%). In total, 53.8% of them agreed upon
factors.
Significantly more nurses with high total organizational
commitment were in the youngest age group, males,
married, with secondary nursing diploma, less total and
current experience years, not working shifts or overtime
and having training in quality.
The percentages of nurses with high agreement upon
total job factors were significantly higher in younger age
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group, males, married, with fewer experience years,
working with lower nurse-to-bed ratio and having
training in quality.
The percentages of nurses with high agreement upon
total factors were significantly higher among those with
high affective, continuance and total commitment.
Statistically significant positive correlations were shown
among various types of organizational commitment and
of nurses‟ agreement upon various job factors, the
strongest between affective commitment and outcome
factors (r=0.520).
In multivariate analysis:
o Age, married status, higher qualification, current
experience and having had training in quality were
positive predictors of nurses‟ score of agreement
upon job factors, while female gender, total
experience, nurse-to-bed ratio, working shifts and
working overtime were negative predictors.
o Training in quality and the score of agreement upon
structure factors were positive predictors of the
affective commitment score, while the negative
predictors were higher qualification, current
experience, working shifts and working overtime.
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o Age, training in quality and the scores of agreement
upon structure and outcome factors were positive
predictors of the continuance commitment score,
whereas higher qualification, current experience,
working shifts, working overtime and the score of
agreement upon process factors were negative
predictors.
o Married status, having had training in quality and the
score of agreement upon structure factors were
positive predictors of the normative commitment
score, while the negative predictors were current
experience, nurse-to-bed ratio, working shifts and
working overtime.
o Age, married status, training in quality and the score
of agreement upon structure factors were positive
predictors of nurses‟ total commitment score, while
qualification, current experience, working shifts and
working overtime were negative predictors.
In conclusion, many of the nurses in the study settings
have high organizational commitment, particularly the
affective commitment type. They have high agreement
upon certain job factors influencing their commitment,
especially the structure factors. Their organizational
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commitment and agreement upon the job factors are
significantly and positively correlated and are influenced
by most of their personal factors.
The study recommends that hospital administrations
and nurse managers address the factors identified as
influencing commitment. More efforts are needed to
improve nurses‟ continuance commitment to enhance
nurses‟ feelings of the need to maintain membership. Fair
promotion/incentives and compensation would certainly
improve nurses‟ commitment. The efforts to increase
commitment should target younger age nurses with less
experience. Future research is suggested to examine the
relationship between nurses‟ commitment and their
knowledge and skills at workplace