Introduction Nurses play a central role in patient safety and healthcare delivery and nurses who suffer from work stress may suffer from difficulties in providing good and ideal nursing care. Missed nursing care has been described as a global problem for nursing practice, which leads to lower levels of staff satisfaction and has been associated with negative impacts on nursing outcomes and workforce issues such as intention to leave or turnover. Aim & Objectives The overall aim of this study was to investigate the psychological mechanisms through which missed nursing care influences organizational commitment. Moreover, to identify the relationship among job stress missed nursing care and organizational commitment. Methods An online cross-sectional survey of nurses in Saudi Arabia (n = 1,905) from 26 hospitals in five regions. Data collected utilising the survey instrument included a demographic section and professional characteristics where gender, age, nationality, and years in nurse practice were captured. In addition, the same section also prompted for information such as the unit or department that the nurses worked in, nursing education level, extra qualification other than nursing, the years of nursing experience, the current organization experience, and the years of nursing experience in Saudi Arabia, as well as the working hour’s information, was gathered. In addition to the demographic data and professional characteristics, the questionnaire comprised three other sections. In these sections, the various prompts were drawn from validated data collection instruments for the respective study variables, as elaborated in the corresponding subsections below. The sections were used to collect data to measure various concepts related to the research variables of missed nursing care, job stress, and organizational Commitment. These included the MISSCARE Nursing Survey to assess missed nursing care, the Interpersonal Conflict at Work Scale (ICAWS), the Quantitative Workload Inventory (QWI), and the Organizational Constraints Scale (OCS) to measure job stress, and the organizational Commitment Questionnaire (OCQ) to measure organizational commitment. Moreover, data were statistical analysis through descriptive, correlation, ANOVA, and regression statistics performed in SPSS 26. In addition, Hayes’ PROCESS Macro was used to perform a sequential mediation analysis of the relationship between missed nursing care and organizational commitment mediated by job stress. Outcomes Basic care interventions were more frequently missed than other facets of care. Aspects of care most often missed were ambulation three times per day (26%, n=494), turning the patient two hourly (24.3%, n=464), and mouth care (19.8%, n=376). Over half (54%, n= 1028) of nurses do not plan to leave their current organization and (57%, n= 962) do not plan to leave their current position. From an organizational commitment perspective (39% n=746) were willing to go beyond what is normally expected to help their organization be successful. A significant relationship existed between Missed Nursing Care and the Nurse's Intention to leave (r = .125**) and correlation coefficient (P <0.001). In addition to that, Job stress had a significant positive effect on missed nursing care and the results of the mediation analysis showed that job stress had a significant negative mediation effect on the relationship between organizational commitments and missed nursing care. Conclusion By reducing job stress and missing nursing care, the organizations may be able to minimize nurses’ intention to leave and increase the organizational commitment. These findings can contribute to finding innovative solutions to nurse turnover rates and be part of the nurses' retention plan strategies.