Turnover intention among Italian nurses: The moderating roles of supervisor support and organizational support

Galletta, Maura; Penna, Maria Pietronilla; Battistelli, Adalgisa; Saiani, Luisa

doi:10.1111/j.1442-2018.2011.00596.x

Cited by 88 publications

(100 citation statements)

References 34 publications

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“…This result was consistent with the results of previous studies (e.g. Galletta, Portoghese, Penna, Battistelli, & Saiani, 2011;Newman et al, 2012). These results showed that when health workers perceive their hospitals' support positively and with high level (M=3.41), their intention to leave their present hospital would be decreased.…”

Section: Discussionsupporting

confidence: 93%

The Mediating Effect of Organizational Support between Job Insecurity and Turnover Intention in Private Hospitals

Günalan¹,

Ceylan²

2015

IJBM

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The main purpose of this study is to investigate the mediator role of health workers' organizational support perceptions between job insecurity dimensions and turnover intentions. Participants of the study were 217 nurses and allied health professionals working in four private hospitals located in Balikesir, Turkey. According to results of hierarchical regression analyses, both quantitative and qualitative dimensions of job insecurity had positive effects on turnover intention. Furthermore, perceived organizational support had a partial mediator role between qualitative job insecurity and turnover intention. On the contrary, the results did not reveal any mediator effect of perceived organizational support between quantitative job insecurity and turnover intention since quantitative job insecurity did not have a significant effect on perceived organizational support. In the light of these results, several managerial suggestions related to support perceptions, quantitative and qualitative job insecurity concerns, and turnover intentions of health workers were provided, and implications for future researches were discussed.

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Section: Discussionsupporting

confidence: 93%

The Mediating Effect of Organizational Support between Job Insecurity and Turnover Intention in Private Hospitals

Günalan¹,

Ceylan²

2015

IJBM

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“…All studies involved adult workers and used a sample size ranging from 239-1240. Only one study involved registered nurses [15]. The characteristics of samples are presented in Table 1.…”

Section: Resultsmentioning

confidence: 99%

“…Eight studies examined the work-related supervisor support, which commonly was called Perceived Supervisor Support (PSS). Examples of PSS behaviors included: recognition, encouragement, and positive feedback [15]. Two studies examined the family-related supervisor support, including behaviors such as listening and showing care for employees' work-family demands, and responding to an employee's family needs in the form of day-to-day management [16].…”

Section: Synthesis Of Literature Types Of Supervisor Support Behaviorsmentioning

confidence: 99%

The Influence of Supervisor Support on Nurses’ Turnover Intention

Alshutwi¹

2017

Health Syst Policy Res

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Maintaining adequate nursing staff is a real challenge that many healthcare organizations are facing. Many factors have been identified to positively influence the reduction of turnover intention among. A comprehensive search was conducted in 2016 to review six databases CINAHL, Academic Search Complete, Business Source Premier, Education Research Complete, Health Source, and PsycINFO using a combination of keywords.All 12 studies included in the review consistently found a negative association between supervisor support and turnover intention. However, there were variations in the strength of this association. This systematic review points to the potential of decreasing turnover intention by improving supervisors' support behaviors. Although there are discrepancies within the literature regarding the strength of the association between supervisor support and turnover intention, evidence suggests that supervisor support could impact employees' turnover intention and thus actual turnover. Further research to evaluate the effectiveness of supervisor support on turnover intention is highly recommended, including interventional studies. Support in the workplace could be seen as a serious resource for reducing nursing turnover. Nursing supervisor and managers are encouraged to improve their supportive behaviors. Nursing policies are needed to promote supervisor supportive behaviors such as training programs and workshops. In addition to the direct effect on turnover, the PSS has an indirect effect on the TI. Researchers have suggested that the relationship between PSS and TI is mediated through other factors such as job satisfaction [12], and perceived organizational support [11]. MethodThe five steps for conducting a systematic review was adopted [13]. These steps include (a) framing questions, (b) identifying relevant studies, (c) assessing the quality (d) summarizing the evidence, and (e) interpreting the findings. Electronic databases CINAHL, Academic Search Complete, Business Source Premier, Education Research Complete, Health Source, and Psyc info were searched using a combination of keywords; Supervisor Support OR Supportive supervisions, and Turnover Intention OR Intention to quit. References of all included studies were searched manually for additional studies. The inclusion criteria for the studies were: (a) published in English language between 1995 and 2016, and (b) reported the associated between supervisor support and TI.To assure the quality of the systematic review, the Effective Public Health Practice Project (EPHPP) Quality Assessment Tool for Quantitative Studies [14] was used to assess each of the studies. Based on the tool's standard criteria, each component was rated as 'strong', 'moderate' or 'weak'. Each study was evaluated separately using this tool. An overall quality rating was determined based on review of all the component ratings. Studies with an overall rating of strong and moderate were included. Studies with an overall rating of weak were excluded from this review ResultsIn...

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“…Cette situation préoccupante est particulièrement problématique dans le secteur de la santé, notamment chez le personnel infirmier (Galletta et al, 2010). Selon Wagner (2010), le roulement des infirmiers et des infirmières est un dysfonctionnement qui affecte négativement la performance en matière de ressources humaines et, ultimement, celle de l'organisation tout entière : en effet, une réduction de l'effectif influencera négativement la qualité des soins donnés, augmentera la charge de travail de ceux et celles qui auront survécu au roulement, baissera le moral de ces rescapés et risquera d'intensifier leurs intentions de quitter suite au bris ressenti du contrat psychologique de travail.…”

Section: Résumé De L'articleunclassified

Conflits travail-famille et intention de quitter dans le domaine de la santé

Rhnima

Wils

Pousa

et al. 2014

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La conciliation entre la vie professionnelle et la vie de famille cristallise un défi majeur aussi bien pour les travailleurs, les organisations que pour la société. De nombreux changements et mutations survenus dans le marché du travail et dans la vie familiale participent de l’avènement de cette situation (c.-à-d. les exigences accrues au niveau de la charge de travail suite aux restructurations, les changements fréquents d’affectation, la nécessité d’accorder des soins particuliers à des membres de la famille, etc.). Plusieurs facteurs nocifs à la performance des entreprises découlent de cette situation dont, entre autres, la recrudescence actuelle des comportements de retrait, des intentions de quitter et du roulement volontaire des travailleurs. Ce contexte s’avère particulièrement préoccupant dans le secteur de la santé, notamment chez le personnel infirmier. L’objectif général de la présente recherche est d’étudier l’influence de différents conflits travail-famille à l’endroit de l’intention de quitter l’organisation au niveau du personnel infirmier. Deux modèles théoriques rivaux, soit le modèle du stress organisationnel et le modèle d’effets d’entraînement, prétendent expliquer l’influence des conflits travail-famille sur l’intention de quitter l’organisation. Le but de cette étude est de vérifier lequel de ces deux modèles théoriques explique le mieux l’influence de la conceptualisation multidimensionnelle de ce conflit (deux directions de ce conflit, soit travail→famille et famille→travail exprimées chacune en termes de temps, d’effort et de comportement) à l’endroit de l’intention de quitter. À partir d’un échantillon de 404 sujets provenant du personnel infirmier d’un centre hospitalier, l’analyse de régression hiérarchique montre que le modèle du stress organisationnel explique davantage l’intention de quitter l’organisation que le modèle d’effets d’entraînement. En outre, les résultats indiquent que ce sont les ingérences de la vie d’emploi, en termes de temps et surtout d’effort, qui intensifient l’intention de quitter. Des avenues de recherche et des implications managériales sont déduites à la lumière des résultats enregistrés.Balancing the demands of professional and family life represents a major challenge for workers, organizations and society. The main causes of these challenges can be traced to drastic changes at the workplace and family life, including the increased workload due to downsizing and an evolution in work and family roles. All these changes negatively affect organizational performance, through the mediating effect of withdrawal behaviors, intentions to quit and voluntary turnover. This situation is particularly severe in health services, especially in the case of nurses, where voluntary turnover can reduce the quality of health care, increase the workload of the re...

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Turnover intention among Italian nurses: The moderating roles of supervisor support and organizational support

Cited by 88 publications

References 34 publications

The Mediating Effect of Organizational Support between Job Insecurity and Turnover Intention in Private Hospitals

The Mediating Effect of Organizational Support between Job Insecurity and Turnover Intention in Private Hospitals

The Influence of Supervisor Support on Nurses’ Turnover Intention

Conflits travail-famille et intention de quitter dans le domaine de la santé

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