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Article

Open Access

The Relationships Among Four Factors and Turnover Intentions at Different Levels of Perceived Organizational Support

Author(s)

Thanawatdech Thirapatsakun, Chanongkorn Kuntonbutr, Panisa Mechida

Full-Text PDF Download XML 3663 Views

DOI:10.17265/1548-6591/2015.02.002

Affiliation(s)

Rajamangala University of Technology, Thanyaburi, Thailand

ABSTRACT

The last few years have confirmed what was mostly feared: Thai private hospitals industry has affected from a shortage of professional nurses and turnover intention. This paper occurs mainly about the relationships among four factors and turnover intention at different levels of perceived organizational support are clarify for the mentioned above. The sample was 890 professional nurses who obtain a professional nurse license and are entitled to perform their work in hospitals in Thailand. The results revealed that three components job demand, work schedule flexibility, and financial reward, best explained turnover intention. The result indicated that job demand had an influence on turnover intention through work engagement. Moreover, perceived organizational support had an effect on turnover intention through work engagement. Additionally, there was insignificant difference in terms of the fit of the structural models for the high and low level of perceived organizational support, indicating there is no moderating effect of perceived organizational support on the relationship between job demand and work engagement. This paper synthesizes some suggestion and discusses the relationships among four factors and turnover intention at different level of perceived organizational support to improve to reduce causing and affecting of worker shortage and turnover intention.

KEYWORDS

context of different levels, perceived organizational support, turnover intention

Cite this paper

Journal of US-China Public Administration, February 2015, Vol. 12, No. 2, 89-104

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