Person-organization fit, organizational commitment and intent to leave among nursing leaders

This study considered the relationships between person-organization fit (P-O fit) measured by personal and organizational values, organizational commitment (OC) and intent to leave among nursing executives. The research questions were: Does the degree of similarity or fit between an individual's personal values and perceived organizational values positively impact the individual's level of OC? and Does a decreased fit between individual values and organizational values increase the likelihood the individual will leave the organization?; The population was the membership of the American Organization of Nurse Executives. The instrument consisted of McDonald and Gandz' Values Taxonomy, Allen and Meyer's Organizational Commitment Scales (affective (AC), continuance (CC), and normative (NC)), Mowday's items regarding intent to leave and demographic data regarding age, gender, educational preparation and years of service in current position and organization.; The participants rated items on the McDonald and Gandz' value taxonomy twice, indicating the importance of the values to the individual and rating the values as the individual perceived the importance of the value to the employing organization. In addition, participants completed the organizational commitment scales, a measure of intent to leave and the demographic information requested.; Factor analysis of value taxonomy items identified three factors, humane, conscientious and conventional. Responses to the intent to leave questions allowed the sample to be divided into two groups. Group 1 (leavers) indicated intent to stay less than one year in the current position and group 2 (stayers) indicated intent to stay greater than a year. The P-O fit factors, organizational commitment, and intent to leave were analyzed using polynomial regression to determine the nature of their relationships.; Results indicated significant relationships between perceived organizational values, organizational commitment and intent to leave. Personal values were not significantly related with the exception of humane personal value and NC. Humane values were significantly related to AC and NC and intent to leave. Conscientious values were significantly related to AC and NC and intent to leave. Conventional values were significantly related to AC. None of the values were significantly related to CC. Significant differences were found between the stayers and leavers for AC, NC, and CC.