Linking meaningful work and nurse turnover intention: a multilevel modeling

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2022-10-11 DOI:10.1108/ebhrm-01-2022-0016
Decha Dechawatanapaisal
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引用次数: 2

Abstract

PurposeThis study aims to examine the moderating role of perceived supervisor support at the team level on the relationships between meaningful work, job embeddedness, and turnover intention at the individual level.Design/methodology/approachA cross-sectional study was performed in 52 work-units from private general hospitals in Thailand. A total of 719 nurses completed a self-reported questionnaire. The hypotheses were tested through a multilevel approach.FindingsThe results indicate that job embeddedness mediates the relationship between meaningful work and intention to quit, and that perceived supervisor support at the team level reduces turnover intention by reinforcing the impact of meaningful work on job embeddedness.Research limitations/implicationsDespite a possible absence of common method variance, social desirability bias may exist due to a single-source survey data. The generalizability of the findings may be limited due to the nature of the sample, which involved only one industry.Practical implicationsCoaching supervisors on management and communication styles and providing team members with a say in concerns and expectations potentially improve how supervisors can be more supportive toward their respective team members.Originality/valueThe novelty of this study lies in its inclusion of meaningful work and a supportive constituent from team supervisors in the mediational pathway of job embeddedness-turnover model by considering a cross-level perspective.
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有意义工作与护士离职意向的关联:一个多层次的模型
目的本研究旨在检验团队层面的主管支持对个人层面的有意义工作、工作嵌入性和离职意向之间关系的调节作用。设计/方法/方法一项横断面研究在泰国私立综合医院的52个工作单位进行。共有719名护士完成了一份自我报告问卷。这些假设通过多层次方法进行了检验。研究结果表明,工作嵌入性介导了有意义工作与辞职意向之间的关系,团队层面的主管支持通过强化有意义工作对工作嵌入性的影响来降低离职意向。研究局限性/含义尽管可能没有常见的方法差异,但由于单一来源的调查数据,可能存在社会期望偏差。由于样本的性质,这些发现的可推广性可能有限,因为样本只涉及一个行业。实际含义指导主管管理和沟通风格,并为团队成员提供关注和期望的发言权,这可能会提高主管对各自团队成员的支持程度。独创性/价值本研究的新颖性在于,通过考虑跨层面的视角,将有意义的工作和团队主管的支持成分纳入工作嵌入性离职模型的中介路径中。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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