The effect of macro‐control and organizational support perception on nurses and physicians intention to quit during the COVID‐19 pandemic

Abstract

Aim The aim of this study is to determine the effect of organizational support and COVID‐19 macro‐control perception levels on intention to quit in physicians and nurses. Background During the pandemic process, healthcare workers faced great health risks and workloads. Many health workers are considering quitting their job. Method A cross‐sectional and explanatory research. The sample of the study consisted of 300 nurses and 73 physicians. To collect data, COVID‐19 perception of macro‐control, perceived organizational support, and intention to quit scales were used. Structural equation modeling was used. Results COVID‐19 macro‐control perception and perceived organizational support have a negative effect on the intention to quit. The perceived organizational support has a partial mediating role, on the COVID‐19 macro‐control perception and the intention to quit. Conclusion This study demonstrated that the macro measures taken against the pandemic and the organizational support received by the nurses and physicians, who are the main actors in the fight against the epidemic, negatively affected their intention to leave. Implications for nursing practice and clinical relevance To reduce the intention to quit health workers during the COVID‐19 pandemic, scientific‐based macro‐control measures should be taken, and organizational support should be provided.

Determinants of intention to leave among nurses and physicians in a hospital setting during the COVID-19 pandemic: A systematic review and meta-analysis

“…Higher perceived organisational support showed decreased intention to leave in nurses and physicians [ 83 , 85 , 86 , 93 , 108 , 129 ]. At the same time, less appreciation of the organization is predicted, taking into consideration leaving the job [ 112 ].…”

“…Also, poor work control had an on turnover intention [ 109 ]. Rafiq et al(2022) described a trusted climate lowering the turnover intention [ 90 ] as is the case of high macro-control perception, defined as “the participant’s belief about the effectiveness of measures taken at the institutional and national level during the pandemic” in COVID-19 [ 129 ]. Organisational justice, measured as “How workers feel about their company’s impartiality or fairness” [ 125 ], was positively correlated with turnover intention [ 125 ].…”

Intention to leave, depersonalisation and job satisfaction in physicians and nurses: a cross-sectional study in Europe

“…In this cross-sectional study, both categories were under pressure, but the higher percentage of nurses expressing the intention to leave the profession compared to physicians suggests that nurses may have been more significantly affected by the pandemic. Previous reports have already highlighted that nurses experienced high levels of burnout, depression, anxiety, and stress during the COVID-19 period, and were more likely to consider leaving their jobs compared to physicians 44 . The main stressors for nurses included increased workload, dealing with death, stigmatization, occupational stress and exposure, the risk of infection 45 , and high levels of COVID-19-related discrimination 46 , 47 .…”