Enhancing the organizational commitment of hospital nurses is crucial for providing high-quality nursing services in hospital environments and for personal development. This study aimed to identify the effects of hospital nurses’ resilience, emotional exhaustion, and communication competency on organizational commitment. A cross-sectional study with a self-rated questionnaire survey tool was used. The study was conducted at a tertiary hospital in South Korea. Convenience sampling was used to recruit participants from nursing services ( N = 144). Collected data were analyzed using descriptive statistics, a t-test, ANOVA, Scheffé’s test, Pearson’s correlation, and hierarchical multiple regression analysis using SPSS/WIN 23.0. The significant factors affecting the organizational commitment of hospital nurses included emotional exhaustion, working department, religious affiliation, and age. The explanatory power of these factors on organizational commitment was 49.8%. Our findings recommend that special consideration should include tailored intervention strategies regarding emotional exhaustion and the working department’s characteristics, an interventional factor, to enhance the hospital nurses’ organizational commitment. This study provides practice-based theoretical evidence and a practical approach for hospital and nursing administrators to formulate strategies to improve organizational commitment.

Inadequate communication between nurses and surgeons can lead to patient injuries and increased healthcare costs. This study aimed to identify and understand subjective perceptions of communication between Korean nurses and surgeons in operating rooms (ORs), focusing on their values, beliefs, and attitudes. The Q-methodology was employed in this research, as it integrates the strengths of both quantitative and qualitative approaches. A convenience sample of 46 participants classified 45 Q-statements by using a nine-point forced normal grid. The collected data were analyzed by using by-person factor analysis with the pc-QUANL program. This study revealed four distinct types of nurse–surgeon communication in the OR: professional communication, cynical conflict, passive task-oriented communication, and relationship-oriented endurance. These four types accounted for 58.7% of the total variance, distributed as follows: type 1 (38.7%), type 2 (9.8%), type 3 (5.4%), and type 4 (4.8%). The eigenvalues were 15.8, 4.1, 2.2, and 1.9, respectively. Based on these findings, tailored strategies to enhance nurse–surgeon communication according to each type are essential. Enhancing communication dynamics can lead to more effective interactions, improve patient care and safety, and boost job satisfaction among healthcare professionals. The results have significant implications for healthcare organizations and nursing managers aiming to improve nurses’ communication skills. Additionally, this study provides insights for healthcare organizations in other countries regarding the communication competence traits among Korean health professionals.