The relationship between the perceived power sources from their managers,organizational commitment and job satisfaction of nurses working in intensive care units

The purpose of this study is to find the relationship between the nurses which are working at intensive care unit of perceived power sources from their managers, organizational commitments and job satisfactions. This study is a cross-sectional, descriptive and relationship-seeking research. The sample of the study consisted of 200 intensive care nurses working in a City Hospital in Istanbul. Introductory information form, "Nurse Managers Perceived Power Scale", "Organizational Commitment Scale" and "Job Satisfaction Scale for Nurses "were used to collect the data. Data were evaluated using "number, percentage, mean, standard deviation, Independent groups" t test, One-way ANOVA test, Mann-Whitney U test, Kruskal Wallis Test, Spearman's (rho) correlation test MANOVA and ANCOVA tests"in SPSS statistical package program. In the study, a statistically positive significant relationship was determined between charismatic power, rewarding power, legal power and expertise power perceived by nurses from their managers and their organizational commitment and job satisfaction. The power perceived by nurses from their managers explained nurses' organizational commitment by 13.3%, job satisfaction by 32.4%, and nurses' job satisfaction explained their organizational commitment by 32.6%. The power resources perceived by intensive care nurses from their managers, organizational commitment and job satisfaction are important concepts that affect each other. Especially nurse managers can increase the organizational commitment and job satisfaction of intensive care nurses by using appropriate power resources. iv Key Words:Perceived power sources, job satisfaction, organizational commitment, intensive care nurse, nurse manager.