The examination of the relationships between the change fatigue and perceived organizational culture, burnout, turnover intention and organizational commitment: A practice in health sector

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, burnout, organizational commitment and turnover intention. In this concept data collected from 403 nurses working in a university hospital in Erzincan has been evaluated. The data was collected via a questionnaire form as interviewing face to face with nurses. As a result of the analyses, it is determined that there is a significant difference between nurses' working units and change fatigue. Additionally, it is seen that when change fatigue levels of nurses' increase, the burnout and turnover intention levels increase and organizational commitment level decrease. Similarly, it is determined that when the burnout level of nurses' increase, the organizational commitment level of the nurses' decrease and turnover intention level increase. However, it is revealed at the end of this study that there is a partial mediator effect of burnout on the relations between change fatigue, organizational commitment and turnover intention. Finally, it is detected that the nurses' perceived organizational culture types have mainly affected the variables namely change fatigue, burnout, organizational commitment and turnover intention.