The relationship between nurses' migration attitude and the organizational commitment level with the turnover intention

Aim: The aim of this study is to examine the relationship between nurses' migration attitude and organizational commitment level and turnover intention. Material and Method: This descriptive and correlational study was conducted between 24.04.2024-30.05.2025. The study was conducted on 203 nurses working in Ordu State Hospital. The data were collected using Personal Information Form, Brain Drain Attitude Scale for Young Adults Aged 18-35, Organizational Commitment Scale and Turnover Intention Scale. Descriptive statistics, Mann Whitney U test, Kruskal Wallis test, Spearman Correlation Test, Linear Regression Test and Process Hayes test were used to analyze the data. Before starting the study, permission was obtained from Ordu Provincial Health Directorate and Ordu University Non-Interventional Scientific Research Ethics Committee. Written and verbal consents were obtained from the participants. Results: The mean score of the attractive factors of the Brain Drain Attitude Scale of the nurses was 25.41±7.37, the mean score of the push factors was 19.07±4.74, and the mean total score of the Brain Drain Attitude Scale was 44.48±11.51; Organizational Commitment Scale total mean score 67.3±12.01 and Nurses' Intention to Quit Scale mean score 7±2.61. A statistically significant, positive and low-level relationship was found between the total scores of the attractive factors, push factors and Brain Drain Attitude Scale and the total score of the Turnover Intention Scale. In the study, it was found that a one-point increase in the attractive factors sub-dimension increased the mean Intention to Quit score by 0.068 points. It was determined that the mediating effect of Organizational Commitment Scale scores on the relationship between brain drain attitude and turnover intention scores was insignificant. The mediating effect of brain drain attitude scores on the relationship between Organizational Commitment Scale and turnover intention scores was found to be insignificant. Conclusions: In the study, it was determined that nurses had a neutral attitude towards brain drain, their organizational commitment was at a moderate level and their turnover intention was at a moderate level. In line with the results of the research, it is recommended to examine brain drain, organizational commitment and turnover intention with in-depth studies and to develop policies at national level.