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Abstract
ABSTRACT A deteriorating doctor-patient relationship (DPR) and an increasing turnover of doctors are two challenges faced by Chinese public hospitals. The literature suggests that commitment human resource (HR) practices may translate into better DPR and lower turnover intention. Given that pragmatism is an important cultural value in Chinese society, this study aims to understand the extent to which pragmatism may affect the relationships among commitment HRM, DPR, and turnover intentions of doctors in China. A moderated SEM analysis with 508 samples shows that commitment HR practices are effective in improving DPR for all doctors surveyed, but its effect on turnover intention depends upon the pragmatism-level of the respondents. Specifically, pragmatism has a significant moderation effect in the paths established from commitment HR practices to DPR and turnover intention in such a way that, in the low-pragmatism sample, commitment HR practices are associated with better DPR, while DPR is associated negatively with lower turnover intention.
Highlights
Healthcare management policy makers are currently concerned about tackling the deteriorating doctor-patient relationship (DPR) that is raising a question among Chinese healthcare physicians: “to be or not to be a doctor”
Using a sample of doctors from 33 tertiary public hospitals in China, this study examined the moderator effect of pragmatism on the relationship between commitment human resource management (HRM) policies and turnover intention via DPR
The study reveals that commitment human resource (HR) practices is positively associated with the DPR and that overall DPR is negatively related with turnover intention
Summary
Healthcare management policy makers are currently concerned about tackling the deteriorating doctor-patient relationship (DPR) that is raising a question among Chinese healthcare physicians: “to be or not to be a doctor” (see Pan et al 2015). Commitment HRM assumes the employees reciprocate to positive investment, but this assumption may not hold in a pragmatism-based situation in which decision-making is mostly of a transactional nature, a situation common in current Chinese hospital settings (Cooke and Bartram 2015). This study challenges this assumption by testing a boundary condition of commitment HRM policies in healthcare settings in China. Cooke and Bartram (2015) argue that when individuals bear high costs, as consumers they in turn have high expectations of services from the medical staff and hospitals at all levels
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