Perceived organizational support and intention to remain: The mediating roles of career success and self‐esteem

Abstract

The aim of this study was to explore the relationships among perceived organizational support, career success, self-esteem and intention to remain. A cross-sectional study was designed, and subjects were recruited from six nonprofit organizations in China in spring 2015. A convenience sample of 610 nurses answered a survey with questions related to their ideas about their work. Structural equation modelling analyses were conducted. The results revealed that perceived organizational support was positively associated with intention to remain and career success, which, in turn, mediated the relationship between perceived organizational support and intention to remain. We also found that self-esteem mediated the relationships between perceived organizational support and career success and between career success and intention to remain. Higher perceived organizational support, career success and self-esteem can increase intention to remain in Chinese nurses.

Perceptions of organizational support and its impact on nurses’ job outcomes

“…Furthermore, a higher level of POS positively related to work engagement and organizational citizenship behavior and contributed to innovative behaviors in nurses (Ko et al., 2015 and autonomy . A higher POS can therefore increase the intentions in the nurse …”

“…There is a plethora of evidence around the world linking higher POS to nurses’ job outcomes such as job satisfaction, competence, job engagement, innovative behaviors, intention to stay, and burnout . However, it can be noted that there is a paucity of literature examining organizational support perceptions in nurses in relations to job autonomy and work commitment .…”

Understanding the factors which promote registered nurses’ intent to stay in emergency and critical care areas

“…Another study examining intent to stay surveyed nurses working in long‐term care homes and found similar results (McGilton et al., ). Liu and Liu () and Mrayyan () conducted survey‐based studies examining intent to stay in nonspecialty nurses who had been practising for a year or less and found perceived organizational culture, job satisfaction and leadership support as influencing factors. Most of the existing literature concerning both turnover and intent to stay focused on newer nurses working in generalized practice areas.…”

Nurses' intention to stay: The impact of perceived organizational support, job control and job satisfaction

“…If nurses perceive the support of the organization and feel that they are accepted by the organization, they will be motivated to devote themselves to work and care about the development of the organization. Therefore, they probably do not look for other employment opportunities and stay in the current position (Liu & Liu, ). Previous research has indicated that perceived organizational support plays an important role in ITS (Gao, Newcombe, Tilse, Wilson, & Tuckett, ; Li et al, ).…”