Turnover Intention's Relationship to Organizational Culture and Job Satisfaction in the Health Care Industry

Abstract

The study was conducted on a sample of 759 employees of health care industry to examine the effects of organisational culture and job satisfaction on turnover intention in two categories of employee's. Statistically significant differences between the two categories were found for Managing Change, coordinated teamwork and turnover intention. It has been found Doctors scoring more on managing change and turnover intention whereas paramedics scoring more on coordinated teamwork. However, differences between the two categories of employees for turnover intention were removed after statistically controlling for organizational culture, job satisfaction and respondents' demographic characteristics. For the combined samples, Managing Change, coordinated teamwork, and job satisfaction had negative effects on turnover intention, that the effect of coordinated teamwork, managing change and job satisfaction on turnover intention is stronger within doctors than the paramedics. Participants' qualification level was found to have a negative effect on turnover intention. Organizational culture was found to moderate the effect of respondents' age and marital status on turnover intention, with the effect being more positive for age with paramedics and marital status with doctors.