a comparison of organizational climate and nurses’ intention to leave among excellence awarded hospitals and other hospitals in 2013

conclusions performing quality improvement pattern such as organization’s excellence plan improves organizational climate of healthcare sectors, it can reduce nurses’ intentions to leave and retain human resources. background human resource is the most important factor of performance, success and better revelation of excellence goals of each organization. by performing excellence plan, healthcare organizations improve their organizational climate and play a valuable role in retaining nurses and improving the quality of their services to patients. objectives the aim of this study was to compare hospital organizational climate and intention to leave among working nurses in hospitals performing the excellence plan and other hospitals of tehran university of medical sciences. patients and methods this was a cross-sectional descriptive comparison study. its population included 248 nurses of the hospitals performing the excellence plan and other hospitals of tehran university of medical sciences in iran selected by random sampling. the used instrument had three parts: the first part was related to personal characteristics, the second part was the munn’s organizational climate questionnaire and the third part was hinshaw’s questionnaire of “anticipated turnover scale”. data was analyzed using spss software, version 17 and indices of descriptive statistics and inferential statistics. results the results of the mean and standard deviation for organizational climate and intention to leave in both performing and non-performing hospitals of the organizational excellence plan were respectively (65.28 ± 19.31 and 56.42 ± 21.36) and (33.64 ± 5.58 and 35.59 ± 4.94). independent t test revealed a significant difference between the mean scores for organizational climate in both performing and non-performing hospitals, and also a significant difference between the mean scores for intention to leave in both performing and non-performing hospitals (p = 0.004). moreover, pearson correlation test showed a reverse significant correlation between organizational climate and intention to leave in performing hospitals of the organizational excellence plan (r = -0.337) and non-performing hospitals (r = -0.282) (p = 0.001).