Relationships Among Ethical Climates, Perceived Organizational Support, and Intent-to-Leave for Licensed Nurses in Skilled Nursing Facilities

This study tests a model that examines the effects of ethical climates and perceived organizational support on licensed nurses' intent to leave through job satisfaction and organizational commitment. A cross-sectional survey design was implemented. Three hundred and fifty nine skilled nursing facilities were selected in the midwestern United States. While a total of 110 facilities (31%) agreed to participate, responses were received from nurses representing 100 of those facilities (28%). A total of 656 usable questionnaires were returned of the 3,060 distributed-a 21.4% response rate. Descriptive statistics, Pearson correlation, and hierarchical regression analyses were used. The explained variance of intent to leave was 53%, with six major determinants: commitment, job satisfaction, years in facility, instrumental climate, age group, and facility ownership type. Commitment completely mediated the relationship between perceived organizational support and intent to leave. Findings suggest that organizational ethics and support may be used as means to generate positive outcomes such as retention.