The relationship between trust in first‐line nurse managers and organizational commitment
Ayşe Akgerman, Betül Sönmez
Abstract
AIM: To determine the effects of nurses' trust in first-line nurse managers on their organizational commitment. BACKGROUND: Trust in managers is known to have important effects on employees' organizational commitment. METHODS: A descriptive, cross-sectional and correlational research design used in this study. The sample was selected using proportional quota sampling which consisted of 723 nurses working in four hospitals in Istanbul (n = 723). The data collection tools were a nurse information questionnaire, the Trust in Manager Scale and the Organizational Commitment Scale. The data were analysed using descriptive tests, correlation and regression analysis (backward elimination). RESULTS: The three regression models which were developed in this study were significant. In these models, the affective commitment subscale had the highest explanatory rate (29.5%). The variables such as being over 40 years old, being employed in a public institution and working on a permanent day shift and the subscales of the trust in manager scale such as support for subordinates and providing a positive work environment were predictors that affected the nurses' organizational commitment scores positively. CONCLUSION: The study results show that trust in nurse managers is a determinant of nurse's organizational commitment. IMPLICATIONS FOR NURSING AND HEALTH POLICY: First-line nurse managers can increase nurses' organizational commitments by building their trust with positive and encouraging behaviours. Top managers should point out the role of trust in first-line nurse managers and indicate the components of trust that lead to positive organizational outcomes.