Abstract
Purpose: Retention of skilled emergency nurses has become a growing challenge worldwide. This study examined how personality traits, work values, and organizational commitment relate to the intention to remain in the workplace. The findings aim to help nursing leaders identify practical approaches to improve retention and strengthen organizational culture.
Methods: A cross-sectional study was carried out in the emergency department of a medical center in northern Taiwan. Data were collected from 120 emergency nurses between December 1 and 31, 2023, using validated Chinese versions of the IPIP-15 Big Five Personality Scale, Work Values Questionnaire, Organizational Commitment Scale, and Intent to Quit and Job Search Scales. Descriptive statistics, Pearson correlation, and multiple regression analyses were performed with SPSS 24.0.
Results: Participants averaged 31 years of age, and most were female (86.7%). Conscientiousness and agreeableness predicted higher work values (β = .365, p < .001; β = .252, p = .001). Work values and job satisfaction were associated with stronger organizational commitment (β = .252, p < .005; β = .195, p < .05). Extraversion and job satisfaction positively predicted retention intention (β = .414, p < .001; β = .207, p < .05), whereas salary satisfaction showed a negative association (β = −.316, p < .001). These factors explained 22–55% of the variance across outcomes.
Conclusion: Personality and value alignment are key to understanding why nurses stay. While fair compensation remains important, intrinsic factors—such as job satisfaction, belonging, and shared organizational values—play a greater role in supporting workforce stability.
Implications for Leadership and Practice: Leaders can use personality and value-based insights in recruitment, mentoring, and professional development to enhance commitment and build supportive workplaces. Such strategies may reduce turnover and promote resilience among emergency nursing teams, contributing to sustainable health systems.
Notes
References:
1.Gassas, R., & Salem, O. (2023). Nurses’ professional values and organizational commitment. J Taibah Univ Med Sci, 18(1), 19–25. https://doi.org/10.1016/j.jtumed.2022.07.005
2.Tang, P., Zhang, X., Feng, F., et al. (2022). The relationship between organizational commitment and work engagement among clinical nurses in China: A cross-sectional study. J Nurs Manag, 30(8), 4354–4363. https://doi.org/10.1111/jonm.13847
3.Al Sabei, S. D., Labrague, L. J., Miner Ross, A., et al. (2020). Nursing work environment, turnover intention, job burnout, and quality of care. J Nurs Scholarsh, 52(1), 95–104. https://doi.org/10.1111/jnu.12528
4.Chen, L. C., Perng, S. J., Chang, F. M., & Lai, H. L. (2016). Influence of work values and personality traits on intent to stay among nurses. J Nurs Manag, 24(1), 30–38. https://doi.org/10.1111/jonm.12268
5.World Health Organization. (2020). State of the World’s Nursing 2020: Investing in education, jobs and leadership. Geneva: WHO.
Sigma Membership
Non-member
Type
Poster
Format Type
Text-based Document
Study Design/Type
Cross-Sectional
Research Approach
Quantitative Research
Keywords:
Workforce, Mentoring and Coaching, Emergency Nursing, Nurse Retention
Recommended Citation
Wang, Boyu; Wang, Bo-Cyuan; Fan, Jun-Yu; Chen, Li-Chen; Chen, Li-Chin; and Wang, Yi-Ting, "Personality Traits, Work Values, and Organizational Commitment Predict Retention in Emergency Nursing" (2026). International Nursing Research Congress (INRC). 8.
https://www.sigmarepository.org/inrc/2026/posters_2026/8
Conference Name
37th International Nursing Research Congress
Conference Host
Sigma Theta Tau International
Conference Location
Toronto, Ontario, Canada
Conference Year
2026
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record. All permission requests should be directed accordingly and not to the Sigma Repository. All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2026-07-22
Personality Traits, Work Values, and Organizational Commitment Predict Retention in Emergency Nursing
Toronto, Ontario, Canada
Purpose: Retention of skilled emergency nurses has become a growing challenge worldwide. This study examined how personality traits, work values, and organizational commitment relate to the intention to remain in the workplace. The findings aim to help nursing leaders identify practical approaches to improve retention and strengthen organizational culture.
Methods: A cross-sectional study was carried out in the emergency department of a medical center in northern Taiwan. Data were collected from 120 emergency nurses between December 1 and 31, 2023, using validated Chinese versions of the IPIP-15 Big Five Personality Scale, Work Values Questionnaire, Organizational Commitment Scale, and Intent to Quit and Job Search Scales. Descriptive statistics, Pearson correlation, and multiple regression analyses were performed with SPSS 24.0.
Results: Participants averaged 31 years of age, and most were female (86.7%). Conscientiousness and agreeableness predicted higher work values (β = .365, p < .001; β = .252, p = .001). Work values and job satisfaction were associated with stronger organizational commitment (β = .252, p < .005; β = .195, p < .05). Extraversion and job satisfaction positively predicted retention intention (β = .414, p < .001; β = .207, p < .05), whereas salary satisfaction showed a negative association (β = −.316, p < .001). These factors explained 22–55% of the variance across outcomes.
Conclusion: Personality and value alignment are key to understanding why nurses stay. While fair compensation remains important, intrinsic factors—such as job satisfaction, belonging, and shared organizational values—play a greater role in supporting workforce stability.
Implications for Leadership and Practice: Leaders can use personality and value-based insights in recruitment, mentoring, and professional development to enhance commitment and build supportive workplaces. Such strategies may reduce turnover and promote resilience among emergency nursing teams, contributing to sustainable health systems.
Description
This study explored how personality traits, work values, and organizational commitment influence emergency nurses’ intent to stay. The results highlight practical leadership approaches to foster supportive workplaces and improve staff retention, aligning with global goals for workforce sustainability.