2026-10-18T23:54:12Zhttps://ebyu-rdlopen.rawdatalibrary.net/oai/request

oai:ebyu-rdlopen.rawdatalibrary.net:ebyu/121502026-10-18T21:13:20Zopenairedrivercom_ebyu_10000col_ebyu_10001

Examination of the Relationships Between Change Fatigue and Perceived Organizational Culture, Burnout, Turnover Intention, and Organizational Commitment in NursesSarıgül, Seval SelviUğurluoğlu, Özgürburnoutchange fatigueorganizational commitmentorganizational cultureturnover intentionBackground and Purpose: This study aims to reveal the relationships between change fatigue and perceived organizational culture, burnout, organizational commitment, and turnover intention; to examine the effects of change fatigue on burnout, turnover intention, and organizational commitment; to determine whether there is any mediator effect of burnout on the relation between change fatigue, organizational commitment, and turnover intention or not; and finally, to determine the effects of organization culture on change fatigue. Methods: This cross-sectional study was conducted on 403 nurses working in a university hospital in Erzincan, Türkiye. Multiple and hierarchical regression analyses were used to determine the relationships between change fatigue, organizational culture, burnout, turnover intention, and organizational commitment. Results: As a result of the analysis, it was determined that change fatigue has a significantly positive effect on burnout and turnover intention and a negative effect on organizational commitment. In addition, it was revealed that burnout has a partial mediating effect on the relationship between change fatigue, turnover intention, and organizational commitment. Moreover, it was found that clan and adhoc-racy cultures, which are perceived organizational culture types, have a negative effect on change fatigue, and a hierarchical culture has a significantly positive effect. Implications for Practice: To prevent change fatigue, managers of health institutions can be advised to inform nurses about the process before each change initiative. In addition, creating a culture in the organization that adopts respect and understanding as a philosophy, is based on employee participation, and exhibits modern leadership behaviors. © 2023 Springer Publishing Company.Springer Publishing Company2023Articlehttps://rdlopen.rawdatalibrary.net/r/ebyu/12150https://doi.org/10.1891/rtnp-2023-00181541-6577enResearch and Theory for Nursing Practiceinfo:eu-repo/semantics/openAccessinfo:eu-repo/semantics/articlehttps://ebyu-rdlopen.rawdatalibrary.net/tr/items/ebyu/12150