Background: The COVID-19 pandemic has placed unprecedented strain on nurses, especially those working in COVID-19 isolation units across the Middle East and African regions, including Egypt. This immense pressure has not only jeopardized their career paths but also disrupted organizational outcomes, creating long-lasting challenges for healthcare systems in Egypt. Objectives: This study endeavors to assess the affective organizational commitment, job insecurity, and turnover intention among nurses serving in COVID-19 isolation units. Methods: A cross-sectional descriptive research design was employed, utilizing proportional stratified random sampling of 120 nurses. A Google Form link was sent via email to eligible nurses, inviting them to complete an electronic web-based questionnaire package that included scales for affective organizational commitment, job insecurity, and turnover intention. Data collection took place between April 2023 and May 2024. The ANOVA test was used to compare between more than two categories and the student t-test was used to compare two categories for normally distributed quantitative variables. Additionally, Pearson coefficient was used for bivariate analysis. Regression analysis was utilized to predict factors affecting job insecurity and turnover intention. Significance of the obtained results was judged at the 5% level. Results: Majority of participants (88%) were female, and 60% were aged between 20 and 29. Among the single participants, 58.2% reported low affective organizational commitment, and 61.5% expressed a high intention to leave their jobs. Notably, low organizational commitment and high turnover intentions were observed in more than half of the single participants (58.2% and 61.5%, respectively), compared to their married counterparts. A negative and substantial relationship was detected by Pearson correlation test between affective organizational commitment with both job insecurity and turnover intention (r= -0.225, p < 0.013; r= -0.227, p < 0.002, respectively), highlighting the predictive role of affective organizational commitment in retention intention. This association was validated by linear and multiple regression analysis, which revealed that affective organizational commitment predicted job insecurity and turnover intention (B=-0.225, t=-2.509, P< 0.013; B= -0.305, t= -3.125, P<0.002). Conclusions: Participants reported lower scores in affective organizational commitment and higher scores in both job insecurity and turnover intention. A significant difference in organizational commitment and turnover intentions was observed based on marital status, with more than half of single nurses indicating an intention to leave, compared to nearly one-third of married nurses. The existing findings call for the development of resilience training programs and capacity-building workshops to help nurses adapt and cope with adverse and unforeseen situations, such as COVID-19.

Background: The COVID-19 pandemic has placed unprecedented strain on nurses, especially those working in COVID-19 isolation units across the Middle East and African regions, including Egypt. This immense pressure has not only jeopardized their career paths but also disrupted organizational outcomes, creating long-lasting challenges for healthcare systems in Egypt. Objectives: This study endeavors to assess the affective organizational commitment, job insecurity, and turnover intention among nurses serving in COVID-19 isolation units. Methods: A cross-sectional descriptive research design was employed, utilizing proportional stratified random sampling of 120 nurses. A Google Form link was sent via email to eligible nurses, inviting them to complete an electronic web-based questionnaire package that included scales for affective organizational commitment, job insecurity, and turnover intention. Data collection took place between April 2023 and May 2024. The ANOVA test was used to compare between more than two categories and the student t-test was used to compare two categories for normally distributed quantitative variables. Additionally, Pearson coefficient was used for bivariate analysis. Regression analysis was utilized to predict factors affecting job insecurity and turnover intention. Significance of the obtained results was judged at the 5% level. Results: Majority of participants (88%) were female, and 60% were aged between 20 and 29. Among the single participants, 58.2% reported low affective organizational commitment, and 61.5% expressed a high intention to leave their jobs. Notably, low organizational commitment and high turnover intentions were observed in more than half of the single participants (58.2% and 61.5%, respectively), compared to their married counterparts. A negative and substantial relationship was detected by Pearson correlation test between affective organizational commitment with both job insecurity and turnover intention (r= -0.225, p < 0.013; r= -0.227, p < 0.002, respectively), highlighting the predictive role of affective organizational commitment in retention intention. This association was validated by linear and multiple regression analysis, which revealed that affective organizational commitment predicted job insecurity and turnover intention (B=-0.225, t=-2.509, P< 0.013; B= -0.305, t= -3.125, P<0.002). Conclusions: Participants reported lower scores in affective organizational commitment and higher scores in both job insecurity and turnover intention. A significant difference in organizational commitment and turnover intentions was observed based on marital status, with more than half of single nurses indicating an intention to leave, compared to nearly one-third of married nurses. The existing findings call for the development of resilience training programs and capacity-building workshops to help nurses adapt and cope with adverse and unforeseen situations, such as COVID-19.