The Mediating Effect of Organizational Support between Job Insecurity and Turnover Intention in Private Hospitals

Mustafa Gunalan,Adnan Ceylan

doi:10.5539/ijbm.v10n10p74

Mustafa Gunalan, Adnan Ceylan

Open Access

https://doi.org/10.5539/ijbm.v10n10p74

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Abstract

The main purpose of this study is to investigate the mediator role of health workers’ organizational support perceptions between job insecurity dimensions and turnover intentions. Participants of the study were 217 nurses and allied health professionals working in four private hospitals located in Balikesir, Turkey. According to results of hierarchical regression analyses, both quantitative and qualitative dimensions of job insecurity had positive effects on turnover intention. Furthermore, perceived organizational support had a partial mediator role between qualitative job insecurity and turnover intention. On the contrary, the results did not reveal any mediator effect of perceived organizational support between quantitative job insecurity and turnover intention since quantitative job insecurity did not have a significant effect on perceived organizational support. In the light of these results, several managerial suggestions related to support perceptions, quantitative and qualitative job insecurity concerns, and turnover intentions of health workers were provided, and implications for future researches were discussed.

Highlights

In recent years, number of private hospitals in Turkey has rapidly increased due to the changes in Turkish health policy in accordance with European Union membership processes
The study aimed to investigate the effect of perceived organizational support on turnover intention
The reason of the weaker effect may be that the quantitative job insecurity could be associated to actual turnover behavior more than turnover intention depending on the changes in health labor market conditions mentioned above

Summary

Introduction

Number of private hospitals in Turkey has rapidly increased due to the changes in Turkish health policy in accordance with European Union membership processes. It is important to note that health workers are, at the same time, employees in the private sector, and bounded to an employer with a contract This condition may bring some organizational and individual issues into health sector such as job insecurity and turnover. It is commonly recognized that intention to leave is the strongest antecedent of turnover behavior (Youngblood, Mobley, & Meglino, 1983; Tett & Meyer, 1993; Podsakoff, LePine, & LePine, 2007), and an important step of employee turnover behavior process (Youngblood et al, 1983). Concerning this importance, service sector employees’ turnover intention attracted researchers’ attention (e.g. Takase, 2010; AlBattat & Som, 2013)

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