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The role of job satisfaction and embeddedness in managing turnover intention in healthcare industries

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Warianty tytułu
PL
Zarządzanie intencjami obrotowymi w branżach ochrony zdrowia poprzez badanie organizacji i dopasowania do pracy: rola zadowolenia z pracy i umieszczenia pracy
Języki publikacji
EN
Abstrakty
EN
Nurses' turnover has been a major concern globally, which is strongly influenced by nurses' intent to leave. However, only a few large sample studies on the predictive factors associated with nurses’ turnover intention were conducted in Bali Province, which is currently promoting health tourism. This study analyses the effect of Person Organization Fit and Person Job Fit on Nurse Turnover Intention mediated by job satisfaction and moderated by Job Embeddedness. The study was conducted at a private hospital involving 311 employees as a sample. The data were collected utilising a questionnaire through the distribution of questionnaires; then, the data was analysed using Logistic Regression. The results show that PO-Fit, PJ-Fit, job embeddedness and job satisfaction have an essential impact on reducing turnover intention. PO-Fit and PJ-Fit may increase job satisfaction. However, job satisfaction and job embeddedness do not mediate the effect of PO-Fit and PJ-Fit towards intention. This study contributes to developing an integrated model to reduce turnover intention. This study enriches the literature on turnover intention and related variables to be considered for decision-making in the healthcare industry, especially in hospitals.
PL
Rotacja pielęgniarek jest głównym problemem na całym świecie, na który silny wpływ ma zamiar odejścia pielęgniarek. Jednak w prowincji Bali przeprowadzono tylko kilka dużych badań próbnych dotyczących czynników predykcyjnych związanych z intencjami związanymi z rotacją pielęgniarek, które obecnie promują turystykę zdrowotną. Niniejsze badanie analizuje wpływ dopasowania organizacji osoby i dopasowania osoby do stanowiska na intencję rotacji pielęgniarek za pośrednictwem satysfakcji z pracy i moderowanej przez zakorzenienie w pracy. Badanie przeprowadzono w prywatnym szpitalu na próbie 311 pracowników. Dane zostały zebrane za pomocą kwestionariusza poprzez dystrybucję kwestionariuszy; następnie dane analizowano za pomocą regresji logistycznej. Wyniki pokazują, że PO-Fit, PJ-Fit, zakorzenienie w pracy i satysfakcja z pracy mają istotny wpływ na zmniejszenie zamiaru rotacji. PO-Fit i PJ-Fit mogą zwiększyć satysfakcję z pracy. Jednak satysfakcja z pracy i zakorzenienie w pracy nie mediują wpływu PO-Fit i PJ-Fit na intencję. Badanie to przyczynia się do opracowania zintegrowanego modelu w celu zmniejszenia zamiaru rotacji. Niniejsze badanie wzbogaca literaturę dotyczącą zamiaru obrotu i powiązanych zmiennych, które należy wziąć pod uwagę przy podejmowaniu decyzji w branży opieki zdrowotnej, zwłaszcza w szpitalach.
Rocznik
Strony
228--241
Opis fizyczny
Bibliogr. 51 poz., tab.
Twórcy
  • Doctoral Program of Management, Faculty of Economics and Business, Udayana University, Indonesia
  • Department of Management, Faculty of Economics and Business, Faculty of Economics and Business, Udayana University, Indonesia
  • Department of Management, Faculty of Economics and Business, Faculty of Economics and Business, Udayana University, Indonesia
autor
  • Department of Management, Faculty of Economics and Business, Faculty of Economics and Business, Udayana University, Indonesia
Bibliografia
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  • 10.De Simone, S., Planta, A. and Cicotto, G., (2018). The role of job satisfaction, work engagement, self-efficacy and agentic capacities in nurses' turnover intention and patient satisfaction. Applied Nursing Research, 39, 130-140.
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  • 14.Fasbender, U., Van der Heijden, B. I. and Grimshaw, S., (2019). Job satisfaction, job stress and nurses’ turnover intentions: The moderating roles of on‐the‐job and off‐the‐job embeddedness. Journal of Advanced Nursing, 75(2), 327-337.
  • 15.Fasbender, U., Drury, L., (2021). One plus one equals one: age-diverse friendship and its complex relation to employees’ job satisfaction and turnover intentions. European Journal of Work and Organizational Psychology, 1-14.
  • 16.Ghasemy, M., Sirat, M., Rosa-Díaz, I. M. and Martín-Ruiz, D., (2021). Causes and consequences of academics’ emotions in private higher education institutions: implications for policy and practice through the lens of affective events theory. Educational Research for Policy and Practice, 20(3), 367-393.
  • 17.Greguras, G. J., Diefendorff, J. M., (2009). Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using selfdetermination theory. Journal of Applied Psychology, 94(2), 465.
  • 18.Hair, J. F., Black, W. C., Babbin, B. J. and Anderson, R. E., (2010). Multivariate Data Analysis. Pearson Prentice Hall.
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  • 20.Ihm, J., Baek, Y. M., (2021). Why do participants in voluntary organisations leave? Exploring the relationship between value congruence and length of stay. Nonprofit Management and Leadership, 31(3), 505-524.
  • 21.Indrayanti, D.P., dan Riana, I.G., (2016). Pengaruh kepuasan kerja terhadap turnover intention melalui mediasi komitmen organisasional pada PT. Ciomas Adisatwa di Denpasar. E-Jurnal Manajemen Unud, 5(5), 2727-2755.
  • 22.Issah, M., (2021). Perception of Fit and Job Satisfaction Among Administrative Staff in a Mid-Western University in the United States of America. SAGE Open, 11(2), 21582440211027564.
  • 23.Jung, H.Y., Hye H., (2011). The effects of organisational service orientation on person-organisation fit and turnover intent. Service Industries Journal, 3(3),1-23.
  • 24.Kaur, N., Kang, L. S., (2021). Person-organisation fit, person-job fit and organisational citizenship behaviour: An examination of the mediating role of job satisfaction. IIMB Management Review, 33(4), 347-359.
  • 25.Karatepe, O. M., Avci, T., (2019). Nurses’ perceptions of job embeddedness in public hospitals. SAGE Open, 9(1), 1-9.
  • 26.Kim, T. Y., Schuh, S. C. and Cai, Y., (2020). Person or job? Change in person‐job fit and its impact on employee work attitudes over time. Journal of Management Studies, 57(2), 287-313.
  • 27.Kristof-Brown, A.L., Zimmerman, R.D. and Johnson, E.C., (2005). Consequences of individuals' fit at work: A meta-analysis of person-job person-organisation, person-group and person-supervisor fit. Personnel Psychology, 58(2),281-342.
  • 28.Labrague, L. J., De Los Santos, J. A. A., Falguera, C. C., Nwafor, C. E., Galabay, J. R., Rosales, R. A. and Firmo, C. N., (2020). Predictors of nurses’ turnover intention at one and five years’ time. International Nursing Review, 67(2), 191-198.
  • 29.Lee, J., (2022). Nursing home nurses' turnover intention: A systematic review. Nursing Open, 9(1), 22-29.
  • 30.Li, N., Zhang, L., Xiao, G., Chen, J. and Lu, Q., (2019). The relationship between workplace violence, job satisfaction and turnover intention in emergency nurses. International emergency nursing, 45, 50-55.
  • 31.Liu, J., Zhu, B., Wu, J. and Mao, Y., (2019). Job satisfaction, work stress, and turnover intentions among rural health workers: a cross-sectional study in 11 western provinces of China. BMC Family Practice, 20(1), 1-11.
  • 32.Madigan, D. J., Kim, L. E., (2021). Towards an understanding of teacher attrition: A meta-analysis of burnout, job satisfaction, and teachers’ intentions to quit. Teaching and Teacher Education, 105, 103425.
  • 33.Memon, M.A., Salleh, R. and Baharom, M.N.R., (2015). Linking person-job fit, personorganisation fit, employee engagement and turnover intention: a three-step conceptual model. Asian Social Science, 11(2),313-320.
  • 34.Neuenschwander, M. P., Hofmann, J., (2021). Career decision, work adjustment, and person- job fit of adolescents: Moderating effects of parental support. Journal of Career Development, 0894845321995960.).
  • 35.Marasi, S., Cox. S.S. and Bennett, R.J., (2016). Job embeddedness: Is it always a good thing? Journal of Managerial Psychology, 31(1),141-153.
  • 36.Rahimnia, F., Eslami, G. and Nosrati, S., (2019).Investigating the mediating role of job embeddedness: Evidence of Iranian context. Personnel Review, 48(3), 614-630.
  • 37.Reitz, O. E., (2014). The job embeddedness instrument: An evaluation of validity and reliability. Geriatric Nursing, 35(5), 351-356.
  • 38.Robinson, R. N. S., Kralj, A., Solnet, D. J., Goh, D. J. and Callan, V., (2014). Thinking job embeddedness not turnover: Towards a better understanding of frontline hotel worker retention. International Journal of Hospitality Management, 36, 101-109.
  • 39.Sager, J. K., Griffeth, R. W. and Hom, P. W., (1998). A comparison of structural models representing turnover cognitions. Journal of Vocational Behavior, 53(2), 254-273.
  • 40.Saraç, M., Meydan, B. and Efil, I., (2017). Does the relationship between person-organization fit and work attitudes differ for blue-collar and white-collar employees? Management Research Review, 40(10), 1081-1099.
  • 41.Seggewiss, B. J., Boeggemann, L. M., Straatmann, T., Mueller, K. and Hattrup, K., (2019). Do values and value congruence both predict commitment? A refined multi-target, multi-value investigation into a challenged belief. Journal of Business and Psychology, 34(2), 169-187.
  • 42.Shah, I. A., Csordas, T., Akram, U., Yadav, A. and Rasool, H., (2020). Multifaceted role of job embeddedness within organizations: development of sustainable approach to reducing turnover intention. SAGE Open, 10(2), 2158244020934876.
  • 43.Singh, N. K. D., Loo, J. L., Ko, A. M. N., Husain, S. S., Dony, J. F. and Sharizman, S. A. R. S., (2021). Obesity and mental health issues among healthcare workers: a cross-sectional study in Sabah, Malaysia. Journal of Health Research (In Press).
  • 44.Supeli, A., Creed, P. A., (2014). The incremental validity of perceived goal congruence: The assessment of person-organizational fit. Journal of Career Assessment, 22(1), 28-42.
  • 45.Takawira, N., Coetzee, M. and Schreuder, D., (2014). Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study. SA Journal of Human Resource Management, 12(1), 10.
  • 46.Tang, Y., Shao, Y. F., Chen, Y. J. and Ma, Y., (2021). How to Keep Sustainable Development Between Enterprises and Employees? Evaluating the Impact of Person-Organization Fit and Person-Job Fit on Innovative Behavior. Frontiers in Psychology, 12, 653534.
  • 47.Teng, H. Y., Cheng, L. Y. and Chen, C. Y., (2021). Does job passion enhance job embeddedness? A moderated mediation model of work engagement and abusive supervision. International Journal of Hospitality Management, 95, 102913.
  • 48.Tufail, M., Jehahgir, M., (2018). The nexus of person-organisation fit and person-job fit to job satisfaction: A case of KP Educational Institutions. City University Research Journal, 8(2),311-321.
  • 49.Villar-Rubio, E., Delgado-Alaminos, J. and Barrilao-González, P., (2015). Job satisfaction among Spanish tax administration employees: A logistic regression analysis. Journal of Labor Research, 36(2), 210-223.
  • 50.Widyasari, N. M., Manuati D. and Ayu I G., (2017). Pengaruh ketidakamanan kerja dan kompensasi terhadap kepuasan kerja dan turnover intention karyawan Besakih Beach Hotel Denpasar. E-Jurnal Ekonomi dan Bisnis Universitas Udayana, 6 (5), 2337-3067.
  • 51.Zheng, G., Liu, H., Wang, Y. and Chen, B., (2021). The embedded paradox of organizational turnover and professional autonomy. Research on Social Work Practice, 31(6), 662-670.
Uwagi
Opracowanie rekordu ze środków MEiN, umowa nr SONP/SP/546092/2022 w ramach programu "Społeczna odpowiedzialność nauki" - moduł: Popularyzacja nauki i promocja sportu (2022-2023).
Typ dokumentu
Bibliografia
Identyfikator YADDA
bwmeta1.element.baztech-94c49fa0-3f89-4713-9957-e1e726fb836f
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