Work Commitment Nurses - Assessment 2

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Running head: WORK COMMITMENT NURSES
WORK COMMITMENT NURSES – Assessment 2
Name of the Student
Name of the University
Author’s Note

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WORK COMMITMENT NURSES
Table of Contents
Introduction......................................................................................................................................2
Work Commitment Varies across Gender.......................................................................................2
Work Commitment Varies across Ethnicity....................................................................................3
Relation of Work Related Stress and Work Commitment...............................................................4
Work Competency Level.................................................................................................................7
Opportunities for Development.....................................................................................................12
Professional Support Received......................................................................................................15
Interpretation..................................................................................................................................19
Final Interpretation........................................................................................................................19
Conclusion.....................................................................................................................................22
References......................................................................................................................................24

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WORK COMMITMENT NURSES
Introduction
In the present assignment we use inferential statistics to evaluate the intention to leave of
the nurses. For the inferential statistics we use t-test, ANOVA and regression analysis.
Work Commitment Varies across Gender
Null Hypothesis: There is no difference in work commitment of nurses across Gender
H0 : μMale =μFemale
Alternate Hypothesis: There are differences in work commitment of nurses across Gender
H0 : μMale ≠ μFemale
Decision Rule: The decision rule at the alpha level of 0.05 level of significance that is beyond 95
% confidence interval is to accept the null hypothesis if p value < 0.05 or equal to 0.05.
However, if the test statistic value falls within the 95 % confidence interval then null hypothesis
should be rejected and alternate hypothesis should be accepted. It will be interpreted that there
exists enough statistical evidence regarding the fact that work related stress has statistically
significant impact upon the intention to leave off the nurses (Black, 2016).
t-test: To test the hypothesis independent sample t-test is used.

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Table 1: Independent Samples Test
Commitment
Equal variances
assumed
Equal variances
not assumed
Levene's Test for Equality of
Variances
F 1.462
Sig. .228
t-test for Equality of Means T .808 .755
Df 184 69.016
Sig. (2-tailed) .420 .453
Mean Difference 2.282 2.282
Std. Error Difference 2.824 3.023
95% Confidence Interval of
the Difference
Lower -3.289 -3.748
Upper 7.854 8.313
Interpretation: From table 1 it is found that t(184) = 0.808, p-value = 0.420. Since p-value
(0.420) is more than the significance level (0.05) hence we do not reject the Null Hypothesis.
Discussion: Thus it can be inferred that there is no significant difference in intention to leave
between male and female nurses.
Work Commitment Varies across Ethnicity
Null Hypothesis: There is no difference in work commitment of nurses across Ethnicity
Alternate Hypothesis: There are differences in work commitment of nurses across Ethnicity
Decision Rule: The decision rule at the alpha level of 0.05 level of significance that is beyond 95
% confidence interval is to accept the null hypothesis if p value < 0.05 or equal to 0.05.
However, if the test statistic value falls within the 95 % confidence interval then null hypothesis
should be rejected and alternate hypothesis should be accepted. It will be interpreted that there
exists enough statistical evidence regarding the fact that work related stress has statistically
significant impact upon the intention to leave off the nurses.
One-way ANOVA : To test the hypothesis one-way ANOVA is used.

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WORK COMMITMENT NURSES
Table 2: ANOVA
Commitment
Sum of Squares df Mean Square F Sig.
Between Groups 354.463 3 118.154 .425 .735
Within Groups 50626.276 182 278.166
Total 50980.739 185
Interpretation: From table 2 it is found that F(3,182) = 0.425, p-value = 0.735. Since p-value
(0.735) is more than the significance level (0.05) hence we do not reject the Null Hypothesis.
Discussion: Thus it can be interpreted that there is no significant difference in intention to leave
between ethnicity of nurses.
Relation of Work Related Stress and Work Commitment
Research Questions: The research question is concerns with the ability of work related stress to
influence the intention to leave of the nurses. Thus the relevant research question can be
highlighted as follows:
1) To what extent work related stress renders impact upon the intention to leave of the
nurses?
Null Hypothesis (H0) = Work related stress renders significant impact upon the intention to leave
of the nurses.
Alternate Hypothesis (H1) = Work related stress has no impact upon the intention to leave of the
nurses.
Decision Rule: The decision rule at the alpha level of 0.05 level of significance that is beyond 95
% confidence interval is to accept the null hypothesis if p value < 0.05 or equal to 0.05.
However, if the test statistic value falls within the 95 % confidence interval then null hypothesis
should be rejected and alternate hypothesis should be accepted. It will be interpreted that there

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WORK COMMITMENT NURSES
exists enough statistical evidence regarding the fact that work related stress has statistically
significant impact upon the intention to leave off the nurses (Anderson et al., 2017).
Analysis:
Table 3: Descriptive Statistics
Mean Std. Deviation N
Commitment 66.07 16.600 186
Work Related
Stress
15.92 4.363 186
The statistical valuations incorporate the fact that mean values of work related stress is
15.92 and the mean of 66.07. While the respective standard deviation is 4.363 and 16.600. The
total number of sample population 186.
Table 4: Correlations
Commitment Work Related Stress
Pearson Correlation Commitment 1.000 -.206
Work Related Stress -.206 1.000
Sig. (1-tailed) Commitment . .002
Work Related Stress .002 .
N Commitment 186 186
Work Related Stress 186 186
From the correlation table it is seen that the Pearson correlation between work
related stress and that of work commitment is -0.206. This reflects the fact that the correlation
that exists between work commitment and work related stress is negatively and moderately
correlated.