Intrinsic Motivation, Job Autonomy and Turnover Intention in the Italian Healthcare: The mediating role of Affective Commitment

Abstract

Drawing on Self-Determination and Work Characteristics theories, we hypothesized that job \ud autonomy and intrinsic motivation were key exogenous variables positively related to \ud affective commitment, which in turn is negatively related to turnover intention, by \ud performing a mediating role. A sample of 442 nurses has been involved in this research. \ud Through the cross-validation technique, the results showed that the hypotheses of this study \ud were supported and affective commitment completely mediated the relationships between job \ud autonomy, intrinsic work motivation and turnover intention. These findings have important implications for\ud healthcare organizations by helping to promote effective work environments and major opportunities of\ud responsibility to workers to develop their own activity. Conclusions were examined considering practical \ud implications for organizations, employees and the need for further researches

Nurses Intent to Leave and Job Satisfaction in Hematology/Oncology Areas: Implications for Policy and Practice

“…The best way of anticipating actual nurses' turnover or attrition is their intent to leave or stay and job satisfaction [3][4][5]21,23,25]. Results of previously mentioned studies were similar to the findings from this study which support that, nurses intend to leave when they are less satisfied, and intend to stay when they are more satisfied.…”

“…Indeed, these results support the findings of the previously mentioned studies [3,5] and give a broader better explanation of how job satisfaction is one of the indicators to detect nurses' intention to leave. This result highlighted that being satisfied with different aspects of the job will encourage nurses to stay and decrease their intention to leave their current job in H/O area, the hospital or even the nursing profession entirely.…”

“…The higher the turnover rates the lower the retention reached and the more adverse influence on the patients' outcome. Turnover negatively impacts the patient care as it is the leading cause of the shortage in "qualified and skilled nurses", at the same time; it adds more cost to the process of selection and training of the newly hired nurses [5].…”

“…Turnover among nurses is a significant phenomenon that persists in health care organizations [1][2][3][4][5][6][7][8]. It is a major issue both in the developed and the developing countries [9].…”

Work-Family Psychological Contract, Job Autonomy and Organizational Commitment

“…Job autonomy is capable of stimulating high levels of employee commitment to organization (Ahuja et al, 2007), specifically affective organizational commitment that is employee's willingness to maintain membership in organization and to work and help organization accomplish its goal (Meyer and Allen, 1991). This is further supported by results from the study of Galletta et al (2011) concerning the attractive working environment characteristics which showed that job autonomy perceived by workers was among the most important factors related to retention. Other studies also reported that job autonomy had a significant relationship with organizational commitment (Liu et al, 2010;Chu and Lai, 2011).…”