Understanding hospital employee job stress and turnover intentions in a practical setting

Abstract

Purpose -This study seeks to fill a gap by investigating the moderating effects of LOC on each model path across internals and externals. Design/methodology/approach -The sample comprised 242 professional staff across a wide range of departments of a large organization in metropolitan Taipei, Taiwan. Following data collection, structural equation modeling is applied to conduct data analysis for confirmatory factor analysis. Findings -Test results indicate that global job satisfaction influences turnover intentions and organizational commitment is more for internals than externals. Organizational commitment influences turnover intentions similarly for both internals and externals. Furthermore, the influence of perceived job stress on job satisfaction and organizational commitment is stronger for externals than internals. Finally, leadership support influences job satisfaction more for internals than externals. Practical implications -Support for the proposed model provides encouragement for health care leaders interested in creating stable and low turnover environments that benefit both employees and organizations. Creating enhanced work environments that strengthen leadership support for employees acting on their own expert judgment and relieving job stress are essential for fostering job satisfaction and organizational commitment. Moreover, boosting job satisfaction and organizational commitment will ultimately lead to reduced turnover intentions. Originality/value -This study suggests that employees differ in terms of their locus of control, and that the differences are manifested in perceptions of job stress and leadership support.

The Buffering Role of Social Support on the Relationship between Job Stress and Intention to Leave

“…Nonetheless, there is evidence for a lack of relationship between job stress and intention to leave (Leong et al, 1996). Such contradictory findings may stem not only from the mediating effects but also from miscellaneous individuals (Chiu, Chien, Lin, & Hsiao, 2005;Shader, Broome, Broome, West, & Nash, 2001) or situational (Pomaki, DeLongis, Frey, Short, & Woehrle, 2010) moderating variables. One such variable is social support, defined as supportive interaction or give-and-take within an individual's formal or informal affairs (Thoits, 1982).…”

The Impact of job stress: An imperative insight into the Banking sector

“…Individuals with external locus of control are less adaptive and more vulnerable to stress, due to which their performance decreases and they get dissatisfied than individuals with internal locus of control who are more composed and account themselves for their level of performance (Chen & Silverthorne, 2008;Chiu, Chien, Lin & Hsiao, 2005). Linking personality to job performance, satisfaction and stress Chen & Silverthorne (2008) unveiled the same fact that along with the institutional factors ‗locus of control' is the personality characteristic of need for reinforcement.…”

Individual Control over the Physical Work Environment to Affect Creativity

“…Personal control over the workspace can reduce the negative effect of distraction from the work environment (Lee and Brand, 2010) and enhance employees satisfaction with work environment (Lee and Brand, 2005). It also reduces the negative effect of psychological and employees' turnover plan (Huang et al, 2004;Leather et al, 2003;O'Neill and Carayon, 1993;Chiu et al, 2005) and enhances their performance and creative outcome as well (Lee and Brand, 2005). Personal control over the physical aspects of the work environment such as lighting can improve individuals' mood, well-being, and satisfaction, but cannot improve their task performance Veitch and Gifford, 1996a;Veitch and Gifford, 1996b).…”