Perceived Organizational Support, Psychological Empowerment and Intention to Stay among Staff Nurses at a Selected Hospital

Abstract

Background: Since employees are a critical component of any organization, effort must put to increase perception of organization support, to make them more engaged and satisfied, which signals healthier organization and increases employee intentions to stay, which is essential in determining organization effectiveness. Aim: The present study was conducted to investigate the relationship between perceived organizational support, psychological empowerment and intention to stay among staff nurses at a selected hospital. Research Questions: 1.What is the relationship between perceived organizational support and psychological empowerment? 2.What is the relationship between psychological empowerment and staff nurses intention to stay? and 3.What is the relationship between perceived organizational support and staff nurses intention to stay?. Research Design: A descriptive correlation design was utilized to achieve the objective of the present study. Sample: All nurses who agreed to participate in the study at the time of data collection were included. They divided as follows (118) female and (57) male. Tools: I-Perceived Organizational Support Questionnaire, developed by Eisenberger, Huntington, Hutchison and Sowa (1986), II- Psychological Empowerment Questionnaire. It was developed by (Spreitzer, 1995) and III-Intention to Stay Questionnaire, it was developed by the investigator guided by literature.  Results & Conclusion: The present study concluded that there is a statistical significant relationship between perceived organizational support and psychological empowerment, there is a statistical significant relationship between psychological empowerment and intention to stay, and there is a statistical significant relationship between perceived organizational support and intention to stay among staff nurses. Recommendations: the study recommended that Nurse Managers and hospital administrators need to consider ways to enhance both nurses’ organizational support and career success when planning a retention program for clinical nurses. Also, training programs and working opportunities might also be given to lead nurses to feel supported and facilitate their career success.