期刊名称：International Journal of Business and Management
印刷版ISSN：1833-3850
电子版ISSN：1833-8119
出版年度：2015
卷号：10
期号：10
页码：74
DOI：10.5539/ijbm.v10n10p74
出版社：Canadian Center of Science and Education
摘要：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.
其他摘要：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.
