A Study of The Relationship Between Quality of Work Life, Organizational Culture, and Organizational Commitment among Professional Nurses: A Case Study of Medical School Hospital

Abstract

This cross-sectional survey examined quality of work life, perceived organizational culture, and organizational commitment among professional nurses in a medical school hospital, a setting characterized by integrated mission of healthcare service delivery, education, and research. A total of 328 professional nurses completed a self-administered questionnaire. Data were analyzed using descriptive statistics, Chi-square test, Spearman’s rank correlation, and multiple linear regression.

The findings showed that organizational commitment was at a high level (72.6%), perceived organizational culture was at a high level (69.8%), whereas quality of work life was at a moderate level (50.9%). Quality of work life was strongly and positively associated with organizational commitment (r = 0.739, p < 0.001), as was perceived organizational culture (r = 0.753, p < 0.001). In the regression model, perceived organizational culture, quality of work life, and years of working experience jointly explained 69.7% of the variance in organizational commitment (Adjusted R² = 0.697).

The findings suggested that strengthening organizational culture and improving nurses’ quality of work life were important strategies for enhancing organizational commitment among professional nurses. In the context of healthcare organizations, these findings might be used to inform human resource management policies and workforce retention strategies, particularly those related to work environment improvement, professional support, and organizational development. Strengthening these areas might help reducing nurses’ turnover rate, promoting workforce stability, and supporting the long-term quality and sustainability of healthcare services.