Effects of Job Satisfaction, Affective Commitment, and Organizational Support on Job Performance and Turnover Intention in Healthcare Workers

Gün, İbrahim; Söyük, Selma; Özsari, Salih

doi:10.5152/archealthscires.2021.21044

Cited by 8 publications

(10 citation statements)

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“…Hypothesis 3, which assumed a negative and significant effect of affective commitment on turnover intentions, was also confirmed. These results also corroborate what the literature tells us: affective commitment has a negative and significant effect on turnover intentions, since employees stay with the organization when they feel affectively committed to it ( ˙Ibrahim et al 2021;Luturlean and Prasetio 2019;Meyer and Allen 1991). This result holds for participants from all three generations.…”

Section: Discussionsupporting

confidence: 89%

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

Moreira,

Tomás,

Antunes

2024

Administrative Sciences

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The main objective of this investigation was to study the effect of organizational competency development practices on turnover intentions and whether affective commitment explains this relationship. Another of the study’s objectives was to test whether these relationships vary according to the generation to which the participant belongs. The study sample consisted of 2123 participants working in Portuguese organizations. The results indicate that organizational competency development practices (training, individualized support, and functional rotation) negatively and significantly affect turnover intentions and that affective commitment mediates this relationship. However, these relationships vary according to the participant’s generation. For Generation Y and Generation X, this mediating effect is found in all dimensions of organizational competency development practices. For the baby boomer generation, there is only a mediating effect of affective commitment in the relationship between individualized support and turnover intentions. These results indicate that human resources should consider the generation to which the participant belongs when implementing competency development practices.

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Section: Discussionsupporting

confidence: 89%

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

Moreira,

Tomás,

Antunes

2024

Administrative Sciences

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“…They also revealed that the teachers' having high level of job satisfaction decreased their intention to leave. Similarly, Gun et al (2021) discovered that job satisfaction and emotional commitment had a negative and significant relationship with intention to leave. Moreover, Yucel and Kocak (2018) determined that there was a negative and significant relationship between job satisfaction and intention to leave and that burnout had a full mediation effect on this relationship.…”

Section: Discussionmentioning

confidence: 98%

“…However, in many studies, it is seen that the cultural intelligence level of the managers positively predicts the job satisfaction of the employees (Barakat et al, 2015;Bucker et al, 2014;Licki & Van Der Walt, 2021;Lie et al, 2016;Sahin, 2011;Sozbilir & Yesil, 2016). Again, in many studies, it has been stated that the job satisfaction of employees negatively predicts employees' intention to leave (Gun et al, 2021;Hardianto et al, 2019;Masath, 2015;Paulsen, 2014;Yucel & Kocak, 2018). When these research results are evaluated together, it can be concluded that the cultural intelligence of the school principals positively predicts the job satisfaction of the teachers, and the job satisfaction of the teachers negatively predicts the teachers' intention to leave.…”

Section: Discussionmentioning

confidence: 99%

“…In addition to the cultural intelligence of the managers, the job satisfaction of the employees is also related to their intention to leave (Gun et al, 2021;Hardianto et al, 2019;Yucel & Kocak, 2018). According to Mobley et al (1978), low job satisfaction can activate the intention to leave, lead to the evaluation of alternatives, and ultimately result in the behavior of intention to leave.…”

Section: Introductionmentioning

confidence: 99%

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The Relationship Between School Principals' Cultural Intelligence Level and Teachers' Job Satisfaction and Intention to Leave the Job

Gokalp¹

2021

EUROPEAN J ED RES

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<p style="text-align: justify;">This research aims to determine the relationship between school principals' cultural intelligence level and teachers' job satisfaction and intention to leave. The relational survey model was used in this study. The data of the research were collected from 800 teachers working in public middle schools in the central districts of Mersin Province in the 2020-2021 academic year. The data were collected through Personal Information Form, Cultural Intelligence Scale, Job Satisfaction Scale, and Intention to Leave Scale. The data were analyzed through correlation analysis, Structural Equation Modeling and Sobel Test. According to the results of the research, a strong, positive and significant relationship was found between the cultural intelligence level of school principals and the job satisfaction of teachers. A strong, negative, and significant relationship was determined between the cultural intelligence level of school principals and teachers' intention to leave. A strong, negative, and significant relationship was determined between teachers' job satisfaction and their intention to leave. It was found that the cultural intelligence level of school principals negatively predicted teachers' intention to leave. It was also determined that cultural intelligence levels of school principals negatively predicted teachers' intention to leave through job satisfaction, and teachers’ job satisfaction was a partial mediator of the relationship between the cultural intelligence levels of school principals and teachers' intention to leave. It was suggested that candidates with high cultural intelligence levels should be given priority in the appointment process of school principals.</p>

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“…Researchers have been increasingly dedicating their attention to turnover intention (Gün et al 2021;Richer et al 2002;Shim et al 2015;Siu et al 2015), especially regarding the relationship of this indicator with absenteeism (Somers 1995), satisfaction (Tett and Meyer 1993), stress (Chao et al 2015;Li et al 2021;Summers et al 1989), performance (McElroy et al 1995Ribeiro et al 2021), compassion satisfaction and organizational justice, which are all determinant variables of turnover (Khatri et al 2001). Researchers agree on the great impact it has on professionals and organizations.…”

Section: Turnover Intentionmentioning

confidence: 99%

The Impact of Burnout on Police Officers’ Performance and Turnover Intention: The Moderating Role of Compassion Satisfaction

Gomes

Ribeiro

Gomes

2022

Administrative Sciences

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Burnout should be seen as an important phenomenon influencing the services provided by police forces, due to its high exposure to stressful events. The study sought to examine the impact of burnout on performance and turnover intention of Portuguese police forces, as well as to analyze the moderating effect of compassion satisfaction (CS) on this relationship. Data were collected in 2021 from 1.682 Portuguese police officers, using individual surveys. The results showed that (1) burnout is negatively related to performance; (2) burnout is positively related to turnover intention; (3) CS, although it has a positive effect on performance, does not assume a moderating role, as expected, in the relationship between burnout and performance; (4) CS assumes a moderating role in the relationship between burnout and turnover intention. That is, when a person who still suffers from burnout feels CS, it decreases the intention to leave the organization. The implications and the bearings of this study are discussed and presented regarding the theoretical, empirical and practical perspectives in order to better support both the comprehension of burnout in police officers and offer the best practical recommendations.

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Effects of Job Satisfaction, Affective Commitment, and Organizational Support on Job Performance and Turnover Intention in Healthcare Workers

Cited by 8 publications

References 0 publications

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

The Mediating Effect of Affective Commitment on the Relationship between Competence Development and Turnover Intentions: Does This Relationship Depend on the Employee’s Generation?

The Relationship Between School Principals' Cultural Intelligence Level and Teachers' Job Satisfaction and Intention to Leave the Job

The Impact of Burnout on Police Officers’ Performance and Turnover Intention: The Moderating Role of Compassion Satisfaction

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