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工作满意度、工作压力与护士离职意愿:工作内嵌入和工作外嵌入的调节作用
Author(s) -
Fasbender Ulrike,
Heijden Beatrice I. J. M.,
Grimshaw Sophie
Publication year - 2019
Publication title -
journal of advanced nursing
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.948
H-Index - 155
eISSN - 1365-2648
pISSN - 0309-2402
DOI - 10.1111/jan.13842
Subject(s) - job embeddedness , job satisfaction , job attitude , psychology , perspective (graphical) , multilevel model , social psychology , job performance , embeddedness , personnel psychology , job design , turnover , demographic economics , business , management , sociology , artificial intelligence , machine learning , computer science , anthropology , economics
Aim Using an interactionist perspective to test on‐the‐job embeddedness and off‐the‐job embeddedness as possible moderators for the predictive effects of job satisfaction and job stress on nurses’ turnover intentions. Background As turnover worsens nurse shortages across the globe, researchers needs to find ways to work out and reduce nurses’ turnover intentions. By exploring contributory factors, namely on‐the‐job and off‐the‐job embeddedness as two distinctive forms that both act as moderators, we add to the literature on effective nurse retention and highlight that incorporating off‐the‐job factors can provide a more realistic understanding of why people consider leaving their organization. Design Survey of 361 nurses of the United Kingdom's ( UK 's) National Health Service, in 2016. Method We conducted hierarchical multiple regression and simple slope analyses. Results Job satisfaction was negatively associated with turnover intentions, and this negative relationship was stronger when off‐the‐job embeddedness was high (vs. low). Job stress was positively related to turnover intentions, yet high (vs. low) off‐the‐job embeddedness buffered this relationship. In contrast, when on‐the‐job embeddedness was high (vs. low), the relationship between job stress and turnover intentions were even stronger. Conclusion Results showed that using an interactionist perspective is useful in predicting nurse turnover. Nursing management should be made aware of the importance of being embedded off‐the‐job to prevent nurse turnover. This paper issues guidelines to form a more comprehensive staff retention programme for the healthcare sector.