Perceived Organizational Support and its Role in Reducing Turnover Intention Among Healthcare Professionals

ORIENTATION: Organizational Justice is very crucial for an organizations’ success and how it is perceived by employees. It develops great trust between the management and the employees, enhancing their job satisfaction, commitment, efficiency, and thus reduces turnover intention and improves the level of employees’ citizenship behaviour. AIM: This study is designed to determine the impact of organizational justice on job satisfaction, turnover intention, and organizational citizenship behaviour among healthcare professionals working in Ireland. MOTIVATION FOR THE STUDY: The selection of healthcare professionals was to add another perspective and research dimension to the currently limited research material on organizational justice and citizenship behaviour among Irish healthcare professionals. Work exhaustion and turnover intention among healthcare professionals are the major issues faced by healthcare employees and management respectively and different forms of organizational justice play a major role in attenuating these factors. METHOD: An online survey by using validated tools was employed to achieve the research objective. A total number of 53 healthcare personnel participated in the study who completed a questionnaire comprising of organizational justice, job satisfaction, turnover intention, and organizational citizenship behaviour scales and were evaluated for their organizational citizenship in terms of altruism, sportsmanship, and courtesy. RESULT: It has been identified from this survey that organizational justice, is positively related to job satisfaction and organisational citizenship behaviour whereas negatively related to turnover intention among Irish healthcare professionals.CONCLUSION: It is concluded that organisational justice is a strong indicator of organisational citizenship behaviour among healthcare professionals and also influences job satisfaction and turnover intention moderately.

Aim: The aim of current study is to investigate the moderating effects of Locus of control and perceived employment alternatives among Job embeddedness ethical climate with turnover intention Background: Quality care and health services are based on the diligence of health workforce. As per the report of WHO Pakistan is also one of the countries having shortage of workforce especially paramedical staff. Material and Methods: This is a quantitative study. Survey based approach was used. Self-administered questionnaire was used. 242 completed questionnaires were received and used in the statistical analyses. Results: Results elaborated that there is significant relationship among job embeddedness, ethical climate, and turnover intention, ethical climate, LOC. and turnover, PAEO, LOC and turnover. LOC does act as a moderator on JE, and turnover while PAEO does not act as moderator on JE and turnover, on the contrary LOC and PAEO does not moderate on JE and EC and turnover intention. The future researchers can explore the concept in depth to keep employees stick to their jobs. Conclusion: Nurses work in a stressful environment in the healthcare organizations it is therefore essential for the healthcare organizations to retain the nurses for long time and reduce turnover intention. Practical Implications: Ministry of Health (MoH) Pakistan and healthcare professionals, hospitals’ administration can take benefit and formulate policies to increase the job satisfaction of nurses and reduce turnover intention. Turnover incurs direct and indirect cost and healthcare organizations’ cannot afford high turnover intention of the nurses as there is already shortage of health workforce in Pakistan.

Purpose: The global health and fitness industry has experienced significant growth, particularly in China, where Beijing serves as a central hub for fitness enterprises. However, high employee turnover remains a pervasive issue, threatening service quality, customer loyalty, and long-term business sustainability. This research seeks to explore the issue of employee retention within the health and fitness sector by investigating how Perceived Organizational Support (POS) influences turnover intention. Specifically, it examines the mediating roles of organizational commitment and job burnout, while also considering the moderating effect of Person–Organization Fit (P–O Fit). By exploring these dynamics within the unique cultural and organizational context of Beijing, China, this research sought to provide industry-specific insights into reducing turnover and enhancing employee retention. Introduction/Background: The global fitness industry has experienced rapid growth, with China emerging as a significant market. However, high employee turnover threatens business sustainability and service quality. While POS has been extensively studied in Western contexts, its role in reducing turnover intention within China's fitness sector remains underexplored. Furthermore, the interplay between POS, organizational commitment, job burnout, and P–O Fit requires empirical validation to inform retention strategies in this unique industry. Methods: A quantitative research approach was used, with survey data from 401 fitness employees in Beijing. Purposive sampling was used, ensuring that respondents worked in fitness organizations and resided in Beijing. Data was collected through an online questionnaire, which included validated scales for POS, organizational commitment, job burnout, turnover intention, and P–O Fit. Structural Equation Modeling was used to test direct, mediating, and moderating effects. Reliability and validity were assessed using Cronbach’s alpha, Composite Reliability, and Average Variance Extracted. Hierarchical regression analysis was conducted to examine the moderating role of P–O Fit. Findings: The study presents several research findings. First, POS negatively affected turnover intention, indicating that employees perceiving higher organizational support were less likely to leave. Second, POS positively influenced organizational commitment, reinforcing employees' loyalty. Third, POS negatively impacted job burnout, suggesting that higher organizational support reduces employee exhaustion. Fourth, organizational commitment negatively affected turnover intention, affirming that committed employees were less likely to leave. Next, job burnout positively influenced turnover intention, indicating that burnout contributes to employees' desires to leave. Furthermore, organizational commitment mediated the relationship between POS and turnover intention, implying that POS enhanced commitment, which subsequently reduces turnover intention. In addition, job burnout mediated the negative relationship between POS and turnover intention, showing that POS reduces burnout, which in turn lowers turnover intention. Finally, P–O Fit moderated the relationship between POS and turnover intention, revealing that when employees’ values align with organizational values, the impact of POS on reducing turnover intention is stronger. Contribution/Impact on Society: This study extended organizational behavior research by applying established theories to the fitness industry, a sector often overlooked in retention studies. It provides empirical evidence on how POS, organizational commitment, and job burnout interact to shape turnover intention, while also introducing P–O Fit as a crucial moderating variable. For organizations, the findings highlight the necessity of fostering a supportive work environment, strengthening organizational commitment, and mitigating burnout to enhance employee retention. Recommendations: First, organizations should implement career development programs, mentorship initiatives, and mental health resources to improve POS. Moreover, structured interventions, such as flexible work schedules and workload management, should be introduced to reduce burnout. Furthermore, hiring strategies should prioritize candidates with high P–O Fit to ensure long-term alignment with organizational values. Lastly, leadership training focusing on emotional intelligence and communication should be implemented to enhance employee engagement. Research Limitations: This study had certain limitations, one of which was its geographical focus on Beijing, potentially restricting the applicability of the findings to other regions. Additionally, the use of self-reported survey data may have led to potential biases, such as social desirability bias. The study also did not explore other potential moderating or mediating factors, such as leadership style or work-life balance, which could provide further insights into turnover intention. Future Research: Future studies should expand the geographic scope to include multiple cities or countries for cross-cultural comparisons. Researchers should explore additional moderating factors, such as leadership style and job embeddedness, to develop a more comprehensive model of turnover intention. Longitudinal studies could also be conducted to track the long-term effects of POS on employee retention in dynamic industries like fitness.

Objectives This study aims to analyze firm-level and worker-level variables in conjunction with each other, this study used data from the the Human Capital Corporate Panel Survey II (HCCP II) of the Korea Research Institute of Occupational Proficiency to set up a partial mediation model with workers' turnover intention as the outcome variable and corporate education and training investment as the independent variable, and to test the relationship between them through a partial mediation of worker job proficiency and organizational culture perception. Methods To achieve the purpose of the study, we analyzed the data of 10,759 respondents who responded to the 2023 HCCP II of the Korea Research Institute. To examine the relationship and distribution of each variable, basic statistical analysis and correlation analysis were conducted using STATA 17 version, and ICC and rwg index were used to verify the validity of the data in the process of aggregation to the organization level, and partial mediation model analysis and bootstrap analysis were used to test the significance. The independent variable is the company's investment in education and training, the outcome variable is the employee's turnover intention, and the mediating variables are the employee's job proficiency and organizational culture perception. Results First, a corporate training and development investment will have a negative effect on workers' turnover intention. Second, a corporate training and development investment will affect the reduction of turnover intention through workers' job proficiency and organizational culture perceptions. The results of the analysis show that the corporate training and development investment has a significant effect on reducing workers' turnover intention. Second, the corporate training and development investment has a positive effect on reducing turnover intention by improving workers' job skills. Third, the improvement of employees' perception of organizational culture has a positive effect on reducing turnover intention. Conclusions The findings of this study confirm the necessity of investing in training and education to reduce employee turnover intention, and confirm that the higher the job skills of employees through training and education, the lower the turnover intention, and that the improvement of organizational culture awareness has a positive effect on reducing turnover intention. The results of this study are significant in that they support the organizational culture literature's assertion that corporate training investments have a positive effect on workers' job skills and organizational culture perceptions, and the finding that corporate training investments significantly reduce turnover intentions provides a foundation for suggesting that corporate training investments are necessary to retain and manage human resources.

BackgroundHigh turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China.MethodsA cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants’ career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis.ResultsCareer adaptability was positively related to psychological capital and negatively linked to turnover intention (P < 0.01). Psychological capital played a fully mediating role (β = -0.085, P < 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension.ConclusionsThe management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

This study aims to determine the effect of work-life balance and leadership style on turnover intention through job satisfaction as an intervening variable. The case study for this research was conducted at PT. Permodalan Nasional Madani, Jember Branch. The basis for this study is the issue of turnover intention, or the desire of employees to leave the company, which is one of the challenges currently faced by PT. Permodalan Nasional Madani, Jember Branch. As we know, a high number of turnover intentions greatly affects the development of the company's business. The data used in this study were obtained from 391 employees who filled out a questionnaire provided by the researcher, with a deadline of 5 days. The results of this study indicate that a good work-life balance improves job satisfaction. However, even with a good work-life balance, turnover intention cannot be reduced. High job satisfaction can reduce turnover intention. A good leadership style improves job satisfaction. However, even with a good leadership style, turnover intention cannot be reduced. Job satisfaction mediates work-life balance in reducing turnover intention. Job satisfaction also mediates leadership style in reducing turnover intention.

Objective: This study aims to investigate the impact of flexible work arrangements on the turnover intention of female workers in China. The goal is to provide valuable insights for optimizing flexible work policies, strengthening policy guidance, and fostering a more equitable, autonomous, and sustainable work environment for women, ultimately contributing to the realization of SDG 8 (Decent Work). Theoretical Framework: This study draws on key concepts such as SDG 8 (Decent Work), job satisfaction, and turnover intention, which form the theoretical foundation for understanding the impact of flexible work arrangements on female employees. Method: A questionnaire survey was conducted among female working students from the School of Continuing Education at a university in Guangzhou. The participants had already implemented flexible working arrangements, and data were collected to analyze the relationships between flexible work arrangements, job satisfaction, organizational commitment, and turnover intention. Results and Discussion: The results indicate that the prevalence of flexible work arrangements positively influences organizational commitment, job satisfaction, and turnover intention among working women. Specifically, opportunities for flexible work arrangements significantly impact job satisfaction and turnover intention but do not significantly affect organizational commitment. The discussion highlights that organizations should consider both the prevalence and availability of flexible work opportunities when designing policies to meet the needs of female workers, enhancing their job satisfaction and organizational commitment, and reducing turnover intention. Research Implications: This study emphasizes the importance of flexible working arrangements in achieving SDG 8, particularly in improving job satisfaction and reducing turnover intention. Originality: This study uniquely focuses on Chinese working women who have adopted flexible work arrangements, an area underexplored in existing literature. Value: This study explores the impact of flexible working arrangements on working women in alignment with SDG 8, aiming to enhance job satisfaction, reduce turnover intention, and promote decent work.

Background High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China. Methods A cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants’ career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis. Results Career adaptability was positively related to psychological capital and negatively linked to turnover intention (P &amp;lt; 0.01). Psychological capital played a fully mediating role (β = -0.085, P &amp;lt; 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension. Conclusions: The management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

Background High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China. Methods A cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants’ career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis. Results Career adaptability was positively related to psychological capital and negatively linked to turnover intention (P &amp;lt; 0.01). Psychological capital played a fully mediating role (β = -0.085, P &amp;lt; 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension. Conclusions: The management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions.

Aim: This study aimed to investigate the mediating effect of posttraumatic growth in the relationship between second victim experience and turnover intention, as well as the moderating effect of resilience among nurses who have experienced second victimization.Background: Healthcare professionals, particularly nurses, are vulnerable to becoming “second victims” following adverse events. However, the prevalence of second victim experiences among nurses has been largely overlooked, and limited attention has been given to the relationship among posttraumatic growth and turnover intention.Methods: A cross-sectional survey was conducted using convenience sampling. A total of 572 nurses participated in the study, with data collected via the Questionnaire Star Platform. The study utilized a general information questionnaire, the Resilience Scale, the Posttraumatic Growth Inventory, the Second Victim Experience and Support Tool, and the Turnover Intention Scale to assess relevant variables.Results: The average scores of second victim experience, resilience, posttraumatic growth, and turnover intention were (64.86 ± 11.32), (26.52 ± 8.13), (62.12 ± 11.32), and (16.05 ± 4.42), respectively. The second victim experience was positively correlated with turnover intention (r = 0.372, p < 0.001), and the posttraumatic growth partially mediated the relationship between second victim experience and turnover intention, with an indirect effect of −0.015 (95% CI = −0.0027∼−0.006). The relationships between second victim experience and turnover intention, as well as the mediating effect of posttraumatic growth, were moderated by resilience (p < 0.05).Conclusion: The second victim experience among nurses following adverse event has a significant mediating effect on turnover intention. Additionally, resilience moderates both the direct and indirect pathways in the model linking second victim experience, posttraumatic growth, and turnover intention.Implications for Nursing Management: The second victim phenomenon presents a significant challenge and warrants greater attention. Hospital managers should recognize the impact of second victim experiences, foster a supportive and safe practice environment, and provide psychological support to protect healthcare professionals' mental health, reduce turnover intention, and enhance nursing quality and safety.

This paper investigates the effects of social exchange relationships on job satisfaction and turnover intention in the airline industry. To this end, two constructs of social exchange relationships perceived by flight attendants in South Korea are identified: leader-member exchange (LMX) and team-member exchange (TMX). The results of this study indicate that LMX and TMX positively affected job satisfaction, which reduced turnover intention. LMX also reduced turnover intention, whereas TMX did not significantly affect turnover intention. Meanwhile, job satisfaction mediated the negative relationship between LMX and turnover intention, but did not mediate between TMX and turnover intention. The results of the study provide academic and managerial implications that can be used to reinforce flight attendants’ LMX and reduce turnover intention in the airline industry. Finally, this study also outlines the limitations that should be addressed in future studies.

Examining the problems in CV Tirta Fertindo Pratama, which has a high employee turnover rate so this research was conducted. This study uses a quantitative approach with four variables: Workload, Perceived Organizational Support and Work Life Balance are independent variables, while Turnover intention is the dependent variable. All employees of CV Tirta Fertindo Pratama, a total of 119 people, were used as respondents in this study. This study shows that each independent variable affects its dependent variable. The decision was: (1) workload has an influence on turnover intention, meaning more workload can make turnover intention increase; (2) Perceived Organizational Support has an influence on turnover intention, meaning more organizational support will reduce turnover intention; and (3) Work-life balance has an effect on turnover intention, meaning that more life balance will reduce turnover intention. (4) Workload, Perceived Organizational Support and work life balance simultaneously have an influence on turnover intention

The construction industry is a critical pillar of China’s economy, providing substantial employment opportunities for society. However, the high turnover rate among frontline construction workers has become a significant challenge to the development of the industry. This high mobility not only increases recruitment and training costs for companies but also seriously affects the quality, safety, and productivity of construction projects. This study aims to investigate the impact of employee training on the turnover intention of frontline employees in the construction industry, as well as to analyze the role of organizational identification and perceived supervisor support. Data were analyzed through a structured questionnaire survey of 533 frontline construction employees using the study’s Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that training is effective in reducing turnover intention among frontline employees and that this effect is partly achieved by increasing employees’ organizational identification. In addition, perceived supervisor support moderates the relationship between employee training and turnover intention, and the effect of employee training on reducing turnover intention is more significant when perceived supervisor support is high. This study further validates the applicability of social exchange theory in the context of China’s construction industry, reveals the key roles of employee training and organizational identification in reducing turnover intention, and highlights the important influence of perceived supervisor support as a means of enhancing the effectiveness of employee training, which provides a rationale for Chinese construction firms to optimize the training system and enhance supervisor support in order to improve employee retention intention.

The study examined the role of high-performance work systems in reducing turnover intention within the tourism sector of Kuala Lumpur and the mediation effect of organisational justice and job embeddedness. A quantitative design was applied to the data collected from 112 rank-and-file employees of Kuala Lumpur restaurants. The findings revealed that employee relations, performance management, and appraisal reduced employee turnover intention. The findings contributed to the literature by highlighting the mediation effects of job embeddedness and organisational justice. Moreover, the current study emphasised the importance of promoting employee workplace practices that foster high-performance work systems to retain talented employees. The findings also provide implications for the tourism sector and organisations and reveal the significance of policies and practices to ensure high-performance work systems, organisational justice, and job embeddedness in increasing employee retention and reducing turnover intention.

Introduction/Main Objectives: This study examines the influence of Competence on turnover intention with Emotional Intelligence as a mediating variable in implementing nurses in private hospitals in Palembang City. Competence and Emotional Intelligence are essential factors in reducing turnover intention among nurses. This topic is interesting because the high turnover rate in the health sector can negatively impact the quality of patient service and the operational efficiency of hospitals. Background Problems: The problem studied is the high turnover intention among nurses, which can disrupt the stability of health services. The research question was how Competence affects turnover intention with Emotional Intelligence as a mediating variable. Novelty: This study contributes to the literature by identifying the role of Emotional Intelligence as a mediating variable, which needs to be adequately explained in previous studies regarding the relationship between competence and turnover intention in the health sector. Research Methods: The research method uses a quantitative approach with a survey involving 250 implementing nurses in several private hospitals in Palembang City, namely the hospital. Muhammadiyah Palembang, RS. Pusri Palembang, RS. AR Rasyid and RSI Siti Khodijah. The data were analyzed using a path analysis model to test the direct and indirect relationships between the variables studied. Findings/Results: The study's results show that Competence positively and significantly influences turnover intention. However, emotional Intelligence does not significantly mediate the relationship between competence and turnover intention. Conclusion: This study concluded that high Competence can lower turnover intention, although emotional Intelligence does not mediate the relationship significantly. The implications of this study show the importance of competency development in reducing turnover intention among nurses. These findings can guide hospitals in designing training programs and human resource development.