Turnover intention and job fit among nurses in Ghana: Does psychological climate matter?

Abstract

Aim The study examined the relationship between turnover intention and job fit among Registered Nurses in Ghana. Further analysis was done to explore how nurses' psychological climate has an impact on the relationship between job fit and turnover intention. Design The study adopted the quantitative research approach and the cross‐sectional survey design in collecting data on the variables of interest. Methods Purposive sampling was used to select the eight hospitals from both the public and the private sectors. In all, 322 Registered Nurses participated in the study and the data were analysed using simple and hierarchical multiple regression. Results The results of the study showed no statistically significant relationship between nurses' turnover intention and job fit. However, psychological climate was found to fully mediate the relationship between turnover intention and job fit among the participants studied. Finally, the finding adds to theory by proposing a review and an extension of the Attraction‐Selection‐Attrition theory by Schneider (Personnel Psychology, 40, 1987, 437)

Factors associated with difficulty in adapting and intent to leave among new graduate nurses in South Korea

“…It is desirable to work in large hospitals, which often provide better employee benefits, more career development opportunities, and high social status/recognition in the Korean culture. However, large hospitals often cater to patients with more acute medical conditions, requiring intensive and complex nursing care by applying advanced medical equipment or high-skilled nursing procedures (Atitsogbui & Amponsah-Tawiah, 2019). Such patient care responsibilities can be overwhelming, both physically and mentally, to most recently graduated nurses (Shin et al, 2019).…”

“…R. Edwards (1991) conceptualized intent to leave as a worker’s voluntary decision to exit an organization or job. It is also an indicator of employees not contributing to organizational productivity (Atitsogbui & Amponsah-Tawiah, 2019). Substantial research identified various factors related to intent to leave among nurses, including difficulty in adapting, job satisfaction, person–job fit, individual characteristics (youth, gender: male, marital status: single, and higher educational level), and organizational factors (working overtime, hospital size, and shift rotation), but are still inconclusive about other factors (L.…”

Moderating Role of Person Job-Fit Facet between Hierarchical Plateau and Turnover Intention

“…Currently, these are considered dynamic sectors both for the employees and employers; as per recent studies turnover ratio has significantly increased due to hierarchical plateau (Awan & Tahir, 2015). In the broad category, empirical investigations have demonstrated that individuals who have an extraordinary good job fit have higher degrees of job satisfaction, organizational responsibility, and hierarchical recognizable outcomes and expanded work execution, resulted diminished turnover goals and real turnover intentions (Atitsogbui & Amponsah-Tawiah, 2019). Different scholars have exhibited that hierarchical plateau could be utilized as a compelling instrument for procuring and choice of employees.…”

The Effects of Congruence Between Person and Environment on Innovation Performance in Ports

“…In addition, a high level of job satisfaction requires much personal engagement. People may feel frustrated and nervous or even leave the job if they sense an imbalance between investment and reward (Atitsogbui and Amponsah-Tawiah, 2019), which indicates an inverted U-shaped relationship between personenvironment fit and job satisfaction. Based on the above findings, the following is proposed: Hypothesis H1a: N-S fit has a decreasing incremental effect on job satisfaction, that is, a positive linear and negative conic effect.…”