Aim: To examine the association between organizational change, turnover intentions, overcommitment and perceptions of quality of care among nurses and nursing assistants employed in eldercare organizations.
Design: A longitudinal survey (baseline, 12‐month follow‐up) was used.
Methods: A panel sample of 226 eldercare employees in Spain and Sweden responded to survey questions concerning organizational change, turnover intentions, overcommitment and perceptions of quality of care. The data were analysed using structural equational modelling.
Results: We found a statistically significant positive relationship between organizational change, employees’ turnover intention and overcommitment. We also found a statistically significant negative relationship between organizational change and perceived quality of care.