Exploring anesthesiology nurse' presenteeism in China: cross-sectional study.

BACKGROUND: The department of anesthesiology is the main battlefield for the treatment of acute and critical patients, with high work risk and high work pressure. Due to the particularity of the working environment and nature of work, medical staff have become a group with a high incidence of occupational exhaustion and presenteeism. OBJECTIVE: To investigate the current status of presenteeism among anesthesiology nurses in China and to analyze the related influencing factors. METHODS: Three hundred twelve anesthesiology nurses in Sichuan Province were surveyed by means of general data questionnaire, presenteeism scale, work-family conflict scale, perceived social support scale, occupational commitment scale and stress resistance scale from September to November 2023 by convenience sampling method. RESULTS: The total score of presenteeism was (14.67 ± 3.92), the score of work-family conflict was (45.44 ± 15.90), the score of professional commitment was (87.28 ± 14.30), and the score of perceived social support was (66.04 ± 12.78). The evaluation score of stress resistance was (73.35 ± 11.54). The results of multivariate analysis showed that age, education, mode of employment, position, overtime hours per week, work-family conflict, perceived social support and stress resistance were the factors that affected the presenteeism of anesthesiology nurses, which could explain 44.1% of the total variation. The position ( ß = 0.296, P < 0.001), overtime hours per week (h) ( ß = 0.271, P < 0.001), perceived social support ( ß = -0.279, P < 0.001) turned out as the stronger predictors of presenteeism. CONCLUSION: The presenteeism of anesthesiology nurses is at a high level and needs to be further improved. Clinical nursing managers should pay attention to the physical and mental health and special needs of anesthesiology nurses. Interventions are made according to the main influencing factors, so as to reduce the incidence of presenteeism and improve the quality and safety of surgery.

Patterns of occupational commitment among nurses: a latent profile analysis.

Background: Occupational commitment (OC) is a multidimensional construct that predicts turnover intentions. The interindividual variability of nurses' OC merits further exploration. Therefore, this study aims to examine patterns of OC and its relationship with psychological empowerment and job crafting in nurses. Methods: A sample of 1,061 nurses was recruited from February 2022 to April 2022 by using a stratified four-stage cluster sampling procedure. A self-report survey included the Psychological Empowerment Scale, Job Crafting Scale, and Occupational Commitment Scale. Latent profile analysis (LPA) was used to examine the patterns of OC. Associations of the latent class membership with individual characteristics, psychological empowerment and job crafting were examined using multinomial logistic regression. Results: Three patterns of OC were identified: (1) "Low OC group" (n = 224, 21.1%); (2) "Moderate OC group" (n = 665, 62.7%); (3) "High OC group" (n = 172, 16.2%). Nurses with higher education, fewer years of service, working in medicine, lower psychological empowerment and lower job crafting had a higher likelihood of belonging to Class 1 (Low OC group). In contrast, nurses working in emergency and with higher psychological empowerment and job crafting were more likely to belong to Class 3 (High OC group). Conclusion: The findings revealed the heterogeneity of occupational commitment among nurses in China and could guide the identification and early intervention of nurses with low level of occupational commitment.

Effects of person-job fit on occupational commitment among kindergarten teachers: occupational well-being as mediator and perceived organizational support as moderator.

INTRODUCTION: The objective of this research was to investigate the effect of person-job fit on occupational commitment among Chinese kindergarten teachers, and to identify strategies for improving the occupational commitment of this professional group. METHODS: A survey was conducted among kindergarten teachers utilizing the Occupational Commitment Scale, Person-job Fit Scale, Occupational Well-being Scale, and Perceived Organizational Support Scale, resulting in the acquisition of 1539 valid data. RESULTS: A significant positive correlation was observed between person-job fit and occupational commitment, with occupational well-being serving as a partial mediator in this association. Additionally, the direct effect of person-job fit on occupational commitment was moderated by perceived organizational support. Specifically, a significant positive correlation between person-job fit and occupational commitment was evident when the scores of perceived organizational support were below 0.21, whereas a significant negative correlation was observed when the scores of perceived organizational support were above 1.67. CONCLUSIONS: In order to enhance the degree of occupational commitment among kindergarten teachers, it is imperative to pay attention to their person-job fit, perceived organizational support, and occupational well-being.

Perceived organizational support and occupational commitment: A study among male kindergarten teachers.

In the field of early childhood education, research has increasingly paid attention to male kindergarten teachers as research subjects. The shortage of male professionals in this field, coupled with the persistent issue of high turnover rates, presents significant challenges to the preschool education sector. Elevating the retention rate of male kindergarten teachers stands as a vital concern, with occupational commitment emerging as a pivotal factor influencing retention. This study endeavors to construct a moderated mediation model to unveil the potential pathways through which perceived organizational support, occupational well-being, and person-job fit impact occupational commitment. This study administered a questionnaire that included person-job fit, perceived organizational support, occupational well-being, and occupational commitment scales. The study collected 402 valid responses from male kindergarten teachers. The findings reveal several key insights: perceived organizational support has a positive direct influence on occupational commitment; occupational well-being acts as a mediator in the relationship between perceived organizational support and occupational commitment; and person-job fit plays a moderating role, negatively impacting the predictive effect of occupational well-being on occupational commitment. Consequently, perceived organizational support can exert both a direct influence on occupational commitment and an indirect impact, mediated by occupational well-being, with person-job fit moderating the latter pathway. These results contribute to the quantitative literature surrounding male kindergarten teachers, offering valuable insights. Moreover, they furnish policymakers in preschool education and kindergarten management with effective strategies to bolster the occupational commitment of male kindergarten teachers, ultimately addressing the pressing issue of teacher turnover in this field.

How surface acting affects turnover intention among family doctors in rural China: the mediating role of emotional exhaustion and the moderating role of occupational commitment.

BACKGROUND: Family doctors in rural China are the main force for primary health care, but the workforce has not been well stabilized in recent years. Surface acting is an emotional labor strategy with a disparity between inner feelings and emotional displays, provoking negative effects such as emotional exhaustion, occupational commitment reduction, and, consequently, increasing turnover rate. With the Conservation of Resources theory, this study explores how the surface acting of rural family doctors affects turnover intention through emotional exhaustion and investigates what role occupational commitment plays in this relationship. METHODS: With a valid response rate of 93.89%, 953 valid data were collected by an anonymous self-administered questionnaire survey in December 2021 in Shandong Province, China. Cronbach's Alpha and confirmatory factor analysis (CFA) were used to estimate reliability and construct validity, respectively. The PROCESS macro in SPSS was performed to analyze the mediating and moderated mediation effects of surface acting, emotional exhaustion, occupational commitment, and turnover intention. RESULTS: Reliability and validity indicated that the measurement instruments were acceptable. Surface acting had a direct positive effect on turnover intention (ß = 0.481, 95% CI [0.420, 0.543]). Emotional exhaustion partially mediated the effect of surface acting on turnover intention (indirect effect: 0.214, 95% CI [0.175, 0.256]). Occupational commitment moderated the effect of emotional exhaustion on turnover intention (ß = - 0.065, 95% CI [- 0.111, - 0.019]), and moderated the indirect effect of surface acting on turnover intention via emotional exhaustion (index of moderated mediation: - 0.035). CONCLUSIONS: Emotional exhaustion partially mediates the relationship between surface acting and turnover intention among family doctors in rural China, and occupational commitment moderates the direct effect of emotional exhaustion on turnover intention and further moderates the mediating effect. Policymakers should pay more attention to the effects of emotional labor and emotional resource depletion on the stability of rural health human resources.

The mediator role of well-being in the effect of COVID-19 anxiety on occupational commitment: research in the aviation sector.

The coronavirus (COVID-19) pandemic, which emerged in China in December 2019, has severely affected many industries across the world and created substantial psychological, social and economic impact on individuals. With the coronavirus outbreak labelled as a pandemic by the World Health Organization, the first measures have been taken for the aviation industry. The crisis environment created by the pandemic had a negative impact on aviation personnel. The main purpose of this research is to investigate the mediator role of employee well-being in the effect of COVID-19 anxiety on occupational commitment. The data were collected through a survey of cabin and cockpit staff (n = 3862). After the analyses, it was found that the effect of COVID-19 anxiety on well-being, and occupational affective and normative commitment was significant. Moreover, it is among the findings that well-being has a partial mediator role in the effect of COVID-19 anxiety on occupational affective and normative commitment.

How servant leadership motivates young university teachers' workplace well-being: The role of occupational commitment and risk perception.

Drawing on the integration of social exchange theory and situational power theory, this paper explores the effect of servant leadership on young university teachers' workplace well-being and explores the mediating effect of occupational commitment and the moderating effect of risk perception on the indirect effects of servant leadership on workplace well-being. A questionnaire was distributed using the Questionnaire Star online questionnaire platform and a two-wave time-lagged design was used to collect 215 survey samples of young teachers from Chinese higher education institutions. SPSS 23.0 was used to test the hypothesized relationship between the variables. Results revealed that servant leadership was positively related to young university teachers' workplace well-being. Occupational commitment plays a partial mediating role in linking servant leadership and young university teachers' workplace well-being. Risk perception plays a moderating role in the indirect relationship between servant leadership, occupational commitment, and workplace well-being. When risk perception has a low level, the mediating effect of occupational commitment is stronger.

Work stress, burnout, occupational commitment, and social support among Chinese pediatric nurses: A moderated mediation model.

PURPOSE: Pediatric nurses are at high risk for burnout, resulting in unsatisfactory care quality. Although job resources like social support can prevent the development of burnout under work stress, the mediating role of personal resources like occupational commitment is not well studied. This study was to examine the mediating role of occupational commitment in the relationship between work stress and burnout, and test if the effect of work stress on occupational commitment varies at different levels of social support among pediatric nurses. METHODS: A cross-sectional survey was conducted to collect data of pediatric nurses from 6 hospitals in Chengdu, China. Multiple linear regressions and bias-corrected bootstrap confidence intervals were used to test the proposed model. RESULTS: In this sample of 488 pediatric nurses, work stress was significantly associated with emotional exhaustion (ß = 0.278, p < 0.001), depersonalization (ß = 0.112, p < 0.001), and personal accomplishment (ß = -0.047, p < 0.05). Occupational commitment partly mediated the links of work stress and emotional exhaustion (ß = 0.056, 95%CI: 0.034-0.082), and depersonalization (ß = 0.026, 95%CI: 0.014-0.041), and fully mediated the relationship between work stress and personal accomplishment (ß = -0.059, 95%CI: -0.080 ∼ -0.039). Social support significantly moderated the relationship between work stress and occupational commitment (ß = 0.007, p < 0.01). CONCLUSION: Among pediatric nurses, work stress has an indirect influence on burnout through occupational commitment, and such an effect is weakened when social support is high. PRACTICE IMPLICATIONS: Nurse managers could consider developing interventions by promoting both occupational commitment and social support to prevent burnout of employees.

Final clinical practicum shapes the transition experience and occupational commitment of newly graduated nurses in Europe-A longitudinal study.

AIMS: The aim of the study was to examine the association between the characteristics of a nursing student's final clinical practicum and the success of transition of newly graduated nurses (NGNs) in six European countries. DESIGN: A longitudinal design with two data collections points (pre- and post-graduate). METHODS: The data were collected with an online survey between May 2018 and April 2020 from graduating nursing students (n = 1796) in Finland, Germany, Iceland, Ireland, Lithuania and Spain. Altogether, 642 NGNs responded to the second questionnaire 1 year after graduation. Logistic and linear regression analyses were used to examine the associations between five clinical practicum characteristics and three indicators for the success of transition (ease of transition, turnover intentions and occupational commitment). Models were adjusted for demographic and background/workplace factors and professional competence. RESULTS: Several associations were observed between the different clinical practicum characteristics and the indicators for a successful transition. Good pedagogical atmosphere and good supervisory relationship were associated with higher likelihood of an easy transition. Good leadership style of the ward manager, good premises of nursing care on the ward and a good supervisory relationship were associated with higher occupational commitment. No consistent association with turnover intention was found. CONCLUSION: Having a good final clinical practicum before graduation can contribute to an easier transition experience for newly NGNs and strengthen their commitment to the nursing profession. IMPACT: This study adds to the limited existing knowledge about the importance of final clinical practicums in shaping the transition process and occupational commitment of NGNs. Investing in creating a good final practicum experience could help healthcare organizations engage new nursing professionals and thus alleviate the existing shortage of nurses.

Occupational Commitment of Chinese Kindergarten Teachers During the COVID-19 Pandemic: Predictions of Anti-Epidemic Action, Income Reduction, and Career Confidence.

This study highlights a survey on 5783 kindergarten teachers' occupational commitment and its influencing factors in the socioeconomic context of China during the COVID-19 pandemic. Data were collected through the WenJuanXing public online platform. Quantitative analysis results showed that kindergarten teachers' occupational commitment was optimistic on the whole during this period, among which the affective commitment and the normative commitment were satisfactory, but the continuing commitment needed to be strengthened. The type of kindergartens, the personnel affiliation, the educational background, and the professional post of kindergarten teachers had significant impacts on their occupational commitment. The income reduction was negatively correlated with and predictive of kindergarten teachers' occupational commitment. Anti-epidemic action and career confidence were positively correlated with and predictive of kindergarten teachers' occupational commitment. Furthermore, anti-epidemic action, income reduction, and career confidence had joint predictive effects on kindergarten teachers' occupational commitment. More related backgrounds and suggestions have been discussed.

Predicting nurses' occupational commitment and turnover intention: The role of autonomous motivation and supervisor and coworker behaviours.

AIM: To examine whether supportive supervisor (transformational leadership) and coworker (autonomy-supportive) behaviours predict occupational commitment and turnover intention over time through autonomous motivation. BACKGROUND: Nurse turnover is a serious issue in several countries, straining the efficiency of the healthcare system and compromising both the quality and accessibility of healthcare. METHOD: Longitudinal data were collected over 12 months from 387 French-Canadian registered nurses. Structural equation modeling was used to test the hypothesized model. RESULTS: The relationships between predictors at Time 1 (supervisor and coworker behaviours) and occupational commitment and turnover intention at Time 2 are mediated by autonomous motivation at Time 1. CONCLUSION: In times of global scarcity, the present findings provide insights into how the healthcare work environment acts on nurses' occupational turnover and commitment. IMPLICATIONS FOR NURSING MANAGEMENT: Healthcare organizations are advised to foster supportive work environments and promote autonomous motivation to sustain the nursing workforce.

Linking Self- and Other-Focused Emotion Regulation Abilities and Occupational Commitment among Pre-Service Teachers: Testing the Mediating Role of Study Engagement.

This investigation aimed to explore the mediator role of study engagement (i.e., study vigor and dedication) in the association between self- and other-focused emotion regulation abilities and occupational commitment in a sample of pre-service teachers. The sample was comprised of 249 students (65.5% female; Mage = 27 years) of a master's degree in teacher training for secondary education. Results showed the relationship between self-focused emotion regulation ability and occupational commitment to be fully mediated by levels of vigor. No significant results were found regarding a mediator model involving other-focused emotion regulation as predictor. Although these findings warrant prospective replication, they provide evidence that development of self-focused emotion regulation skills (rather than other-focused skills) may facilitate occupational commitment among beginning teachers through desirable states that facilitate energy and reduce the likelihood of fatigue at work. These results are discussed in terms of their practical implications for developing interventions to improve pre-service teachers' well-being and commitment.

Nurses Working in Nursing Homes: A Mediation Model for Work Engagement Based on Job Demands-Resources Theory.

This study examined the impact that the attractiveness of working in nursing homes and autonomous clinical judgment have on affective occupational commitment, and whether work engagement mediates these relationships. This analysis was based on the job demands-resources theory. The study setting was 1200 nursing homes (including long-term care welfare facilities and long-term care health facilities) in eastern Japan. An anonymous, self-report questionnaire survey was administered to two nurses from each facility, resulting in a prospective sample of 2400 participants. Overall, 552 questionnaires were analyzed, in which structural equation modeling and mediation analysis using the bootstrap method were performed. The results showed that the attractiveness of working in nursing homes does not directly affect affective occupational commitment; work engagement fully mediates the impact of attractiveness of working in nursing homes on affective occupational commitment. Additionally, autonomous clinical judgment showed a direct impact on both work engagement and affective occupational commitment, indicating that work engagement partially mediates the impact on affective occupational commitment. To increase the affective occupational commitment of nurses working in nursing homes, managers should help nurses recognize the attractiveness of working in nursing homes, and then provide appropriate support to help such nurses work in a motivated manner.

Impact of bullying on occupational commitment in young nursing professionals: the mediating role of emotional labour and emotional exhaustion.

BACKGROUND: Nurses are often exposed to workplace bullying, which leads to their burnout and leaving the profession. However, the processes by which workplace bullying leads to such outcomes are not clear. AIMS: This study investigates how work-related and personal-related bullying affect nurses' occupational commitment by integrating emotional labour and emotional exhaustion. METHOD: This study employs a cross-sectional design. The model was tested using structural equation modelling with a sample of 245 Chinese nurses. RESULTS: Work-related bullying is positively related to both surface acting and deep acting, and a negative relationship exists between deep acting and emotional exhaustion. Personal-related bullying is not related to either surface acting or deep acting, but is positively related to emotional exhaustion. Emotional exhaustion is negatively related to affective occupational commitment. CONCLUSIONS: This study implies that bullying behaviours should be distinguished with work-related bullying and personal-related bullying, and emotional regulation strategies are meaningful in managing the negative impact of work-related bullying. IMPLICATION FOR NURSING MANAGEMENT: Policymakers and managers need to distinguish two types of bullying behaviour and manage them accordingly with different strategies. For nursing schools it is important to prepare nursing students with not only professional skills but also social competence and emotional management skills.

Current status and correlation analysis of occupational commitment and job burnout in nurses / 四川精神卫生

ObjectiveTo analyze the current status and correlation of occupational commitment and job burnout in nurses. MethodsOccupational commitment scale and Maslach Burnout Inventory General Survey （MBI-GS） were used to survey 695 nurses in 4 hospitals in Nanchong， and the assessment results were compared among nurses with different demographic characteristics， thereafter， Pearson correlation analysis was conducted to discuss the correlation between occupational commitment and job burnout in nurses. ResultsThe total scores of occupational commitment scale and MBI-GS of nurses were （78.38±12.33） and （37.05±9.61）， respectively. The total occupational commitment scale score showed significant differences among nurses of different hospitals， departments， working years and genders （P<0.05 or 0.01）， and the total MBI-GS score showed statistical differences among nurses of different hospitals， departments， ages， professional titles， working years， educational level and marital status （P<0.05 or 0.01）. Pearson correlation analysis showed that the total score and each dimension score of MBI-GS were negatively correlated with the total score of occupational commitment scale， as well as the scores of affective commitment， normative commitment and economic cost commitment （r=-0.517~-0.075，P<0.05 or 0.01）. The emotional cost commitment score was negatively correlated with the the total MBI-GS score， along with the scores in professional efficacy and depersonalization dimensions （r=-0.172~-0.098， P<0.01）. The score of opportunity commitment was positively correlated with the score of professional efficacy （r=0.106， P<0.01）， and negatively correlated with the score of emotional exhaustion and depersonalization （r=-0.156， -0.123， P<0.01）. ConclusionThe hospital， department and working years of the nurses are the common factors influencing occupational commitment and job burnout. The occupational commitment is higher in female nurses than that in male nurses， and the job burnout is more severe in the unmarried than that in the married， moreover， the job burnout of the nurses is negatively correlated with occupational commitment.

The Impact of Changes in Professional Autonomy and Occupational Commitment on Nurses' Intention to Leave: A Two-Wave Longitudinal Study in Japan.

This study aimed to investigate changes in nurses' attitudes toward professional autonomy and occupational commitment over time, and their effect on nurses' intentions to leave, using a two-wave longitudinal design. Anonymous, self-report questionnaires were distributed to all nurses working at 28 hospitals in western Japan on two separate occasions (n = 1778). Multivariate analysis using a generalized estimation equation was conducted, with the intention to leave at Time 2 as the dependent variable, and the changing secular trends in all subscales of attitudes toward professional autonomy and occupational commitment as the independent variables. Age, sex, education, and intention to leave at Time 1 were control variables. Results showed that increasing changing secular trends in control over work conditions, which is a subscale of attitudes toward professional autonomy, increased intention to leave at Time 2, while increasing changing secular trends in all subscales of occupational commitment decreased intention to leave at Time 2. Nurses with a progressive attitude toward discretion of control over work conditions may have higher intentions to leave. Therefore, increasing control over their work conditions may reduce this intention. Additionally, it is necessary to continually enhance nurses' occupational commitment by offering professional development programs.

The Effects of Chinese Seafarers' Job Demands on Turnover Intention: The Role of Fun at Work.

This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands-turnover intentions relationship. On the basis of the job demands-resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands-turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers' turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.

Relative deprivation and job satisfaction in Army officers: A moderated mediation model.

BACKGROUND: Despite income growth and improvement in Chinese soldiers' social status, indicators related to occupational well-being have not improved significantly, such as job satisfaction and occupational commitment. OBJECTIVE: This study aimed to examine the mediating effect of occupational commitment on the relationship between relative deprivation and job satisfaction in Chinese Army officers. Additionally, the moderating effect of career calling was also explored. METHODS: 245 army officers (184 male, 61 female) in a short-term training class were recruited as participants and completed questionnaires that measured relative deprivation, occupational commitment, career calling, and job satisfaction. Multivariate regression analysis, bootstrap test, Sobel test, and path analysis were adopted to test the moderated mediating effect. RESULTS: Multivariate regression analysis showed that occupational commitment partially mediated the relationship between relative deprivation and job satisfaction. The results of the bootstrap estimation procedure and subsequent analyses indicated that the indirect effect of relative deprivation on job satisfaction was significant. Additionally, career calling significantly alleviated the effects of relative deprivation on occupational commitment and job satisfaction. Path analysis showed the moderated mediating model fit the data well. CONCLUSIONS: Occupational commitment partially mediates the effect of relative deprivation on job satisfaction, and career calling can moderate the effects of relative deprivation on occupational commitment and job satisfaction in Army officers.

Occupational commitment and job satisfaction mediate effort-reward imbalance and the intention to continue nursing.

AIM: Occupational commitment and job satisfaction are major predictors of the intention to continue nursing. This study's purpose was to verify the mediating effects of job satisfaction and three components of occupational commitment on the relationship between effort-reward imbalance and the intention to continue nursing. METHODS: A self-report questionnaire was distributed to 3977 nurses by the nursing department of 12 hospitals in the Tohoku and Kanto districts of Japan in 2013. Of these, 1531 (response rate: 38.5%) nurses returned the questionnaire by mail and the complete data that were provided by 1241 nurses (valid response rate: 31.2%) were analyzed. RESULTS: Structural equation modeling showed that the effort-reward ratio had negative effects on job satisfaction and affective and normative occupational commitment. Job satisfaction and affective and normative occupational commitment had positive effects on the intention to continue nursing, whereas the effort-reward ratio had no direct effect on the intention to continue nursing. Continuance occupational commitment was not a mediator, but it positively influenced the intention to continue nursing. CONCLUSION: The findings suggest that it is important to increase job satisfaction and affective and normative occupational commitment in order to enhance their buffering effects on the relationship between job stress and the intention to continue nursing. Measures to increase continuance occupational commitment also would be an effective method of strengthening the intention to continue nursing. Improvements in these areas should contribute to an increase in nurses' intention to continue nursing and prevent the loss of this precious human resource from the health sector.

Newly graduated nurses' occupational commitment and its associations with professional competence and work-related factors.

AIMS AND OBJECTIVES: To explore newly graduated nurses' occupational commitment and its associations with their self-assessed professional competence and other work-related factors. BACKGROUND: As a factor affecting nurse turnover, newly graduated nurses' occupational commitment and its associations with work-related factors needs exploring to retain adequate workforce. Nurses' commitment has mainly been studied as organisational commitment, but newly graduated nurses' occupational commitment and its association with work-related factors needs further studying. DESIGN: This study used descriptive, cross-sectional, correlation design. METHODS: A convenience sample of 318 newly graduated nurses in Finland participated responding to an electronic questionnaire. Statistical software, NCSS version 9, was used in data analysis. Frequencies, percentages, ranges, means and standard deviations summarised the data. Multivariate Analyses of Variance estimated associations between occupational commitment and work-related variables. IBM SPSS Amos version 22 estimated the model fit of Occupational Commitment Scale and Nurse Competence Scale. RESULTS: Newly graduated nurses' occupational commitment was good, affective commitment reaching the highest mean score. There was a significant difference between the nurse groups in favour of nurses at higher competence levels in all subscales except in limited alternatives occupational commitment. Multivariate analyses revealed significant associations between subscales of commitment and competence, turnover intentions, job satisfaction, earlier professional education and work sector, competence counting only through affective dimension. CONCLUSION: The association between occupational commitment and low turnover intentions and satisfaction with nursing occupation was strong. Higher general competence indicated higher overall occupational commitment. RELEVANCE TO CLINICAL PRACTICE: Managers' recognition of the influence of all dimensions of occupational commitment in newly graduated nurses' professional development is important. Follow-up studies of newly graduated nurses' commitment, its relationship with quality care, managers' role in enhancing commitment and evaluation of the impact of interventions on improving commitment need further studying.