Research Article
The Effect Of Job Embeddedness, Work Engagement, And Empowerment On Turnover Intention: A Meta-Analysis Among Healthcare Employees
Abstract
The aim of this study is to evaluate the effects of job embeddedness, job engagement and empowerment variables on intention to leave in healthcare Employees. In order to achieve this aim, the researches carried out with the healthcare Employees related to the subject were examined using the meta-analysis method. The results of the analysis showed that the variables of job embeddedness, empowerment, and job engagement had a significant effect on turnover intention. The effect direction of each variable is negative and its power is medium. The findings of this study can be used by future research in the field of health. At the same time, it is thought that administrators in the field of health can use the findings obtained from this study in the process of determining management policie.
References
- Choi, S .E. & Kim, S. D. (2016). A meta-analysis of the variables related to job satisfaction among Korean nurses. Contemporary Nurse, 52(4), 462-476.
- Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Hillsdale, NJ: Lawrence Earlbaum Associates.
- Force, L. M. (2008). The influence of casual attribution on work exhaustion and turnover intention of traditional discipline engineers in the United States. Doctoral dissertation: Nova Southeastern University.
- Freund, A. (2005). Commitment and job satisfaction as predictors of turnover intentions among welfare workers. Administration in Social Work, 29(2), 5-21.
- Griffeth, R. W., Hom, P. W. & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: update, moderator test, and research implications for the next millenium. Journal of Management, 26(3), 463-488.
- Hedges, L. V., & Olkin, I. (1985). Statistical methods for meta-analysis. Orlando, FL: Academic Press.
- Irvine, D. M. & Evans, M. G. (1995). Job satisfaction and turnover among nurses: Integrating research finding across studies. Nursing Research, 44(4), 246–253.
- Kanter, R. M. (1977). Men and women of the corporation, Basic Books, New York, NY.
- Keller, K. M. (2005). Being a different: A study of relational demography and the influence of individual and team characteristics. Master thesis: University of Maryland.
- Kim, H. & Kao, D. (2014). A meta-analysis of turnover intention predictors among U.S. child welfare workers. Children and Youth Services Review, 47(3), 214-223.
- Martin, T. (2010). Formal and informal power, access to work empowerment structures, and intent to stay. Master Thesis, Ball State University, Muncie, Indiana.
- Meyerson, S. L., & Kline, T. (2008). Psychological and environmental empowerment antecedents and consequences. Leadership and Organizational Journal. 29, 444-460.
- Moher, D., Liberati, A., Tetzlaff, J., & Altman, D. G. (2009). Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. Annals of Internal Medicine, 151(4), 264–269.
- Mor Barak, M. E., Nissly, J. A., & Levin, A. (2001). Antecedents to retention and turnover among child welfare, social work, and other human service employees: What can we learn from past research? A review and metanalysis. The Social Service Review, 75(4), 625–661.
- Okuyucu, A. A.. (2014). Perceived underemployment among the foreign-born: Its outcomes and the moderating role of psychological empowerment and perceived organizational support. Master thesis: San Jose University.
- Park, J. & Min, H. (2020). İntent to quit in the hospitality industry: A meta-analysis. International Journal of Hospitality Management, 90, 11 pages.
- Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80, 151-176.
- Tett, R. P. & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta-analytic findings. Personnel Psychology. 46, 259–293.
- Thurston, E. & Glendon, A. I. (2018). Association of risk exposure, organizational identification, and empowerment, with safety participation, intention to quit, and absenteeism. Safety Science, 105, 212-221.
- Yu, F., Raphael, D., Mackay, L., Smith, M. & King, A. (2019). Personal and work-related factors associated with nurse resilience: A systematic review. International Journal of Nursing Studies, 93, 129-140.
- Zangaro, G. A., & Soeken, K. L. (2007). A meta-analysis of studies of nurses’ job satisfaction. Research in Nursing & Health, 30(4), 445–458.
- Austin, S., Fernet, C., Trepanier, S., & Lavonie-Tremblay, M. (2020). Fatigue in new registered nurses: A 12-month cross-lagged analysis of its association with work motivation, engagement, sickness absence and intent to quit. Journal of Nurse Management, 28, 606-614.
- Cai, C. & Zhou, Z. (2009). Structural empowerment, job satisfaction, and intent to quit of Chinese clinical nurses. Nursing and Health Sciences, 11, 397–403.
- Cao, T., Huang, X., Wang, L., Li, B., Dong, X., Lu, H., Wan, Q., & Shang, S. (2020). Effects of organisational justice, work engagement and nurses' perception of care quality on intent to quit among newly licensed registered nurses: A structural equation modelling approach. Journal of Clinical Nursing, 12 pages. https://doi.org/10.1111/jocn.15285
- Dåderman, A. M., & Basinska, B. A. (2016). Job demands, engagement, and turnover intentions in Polish nurses: The role of work-family interface. Frontiers in Psychology, 7:1621, 14 pages.
- Laschinger, H. K. S. (2012). Job and career satisfaction and intent to quits of newly graduated nurses. Journal of Nursing Management, 20, 472–484.
- Lee, K. E, Kim, J. H., & Kim, M. J. (2016). Influence of perceived organizational justice on empowerment, organizational commitment and intent to quit in the hospital nurses. Indian Journal of Science and Technology, 9(20), 2-8.
- Li, B. Li, Z., & Wan, Q. (2019). Effects of work practice environment, work engagement and work pressure on intent to quit among community health nurses: Mediated moderation model. Journal of Advanced Nursing, 75, 3484-3494.
- Lyu, D., Li, J., Zheng, Q., Yu, B., & Fan, Y. (2019). Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses. International Journal of Nursing Sciences, 6(2), 198-203. Mitterer, D. 2017). Servant leadership and its effect on employee job satisfaction and turnover intent. Doctoral dissertation, Walden University: USA.
- Peng, J., Lee, Y., & Tseng, M. (2014). Person-organization fit and turnover intention: Exploring the mediating effect of work engagement and the moderating effect of demand-ability fit. The Journal of Nursing Research, 22(1), 1-11.
- Rheaume, A., Clement, L., & Lebel, N. (2011). Understanding intention to leave amongst new graduate Canadian nurses: A repeated cross sectional survey. International Journal of Nursing Studies, 48, 490-500. (3rd data set)
- Shahpouri, S., Namdari, K., & Abedi, A. (2016). Mediating role of work engagement in the relationship between job resources and personal resources with intent to quit among female nurses. Applied Nursing Research, 30, 216–221.
- Sheehan, C., Tham, T. L., Holland, P., & Cooper, B. (2019). Psychological contract fulfilment, engagement and nurse professional intent to quit. International Journal of Manpower, 40(1), 2-16.
- Shemueli, R. G., Dolan, S. L., Ceretti, A. S., & Prado, P. N. (2016). Burnout and engagement as mediators in the relationship between work characteristics and intent to quits across two Ibero-American nations. Stress and Health, 32(5), 597-606.
- Simone, S., Planta, A., & Cicotto, G. (2018). The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' intent to quit and patient satisfaction. Applied Nursing Research, 39, 130–140.
İşe Gömülmüşlük, İşe Tutkunluk ve Güçlendirmenin İşten Ayrılma Niyeti Üzerindeki Etkisi: Sağlık Çalışanları Üzerinde Bir Meta-Analiz
Abstract
Bu araştırmanın amacı sağlık çalışanlarında işe gömülmüşlük, işe tutkunluk ve güçlendirme değişkenlerinin işten ayrılma niyeti üzerindeki etkisini değerlendirmektir. Bu amacı gerçekleştirmek üzere konu ile ilgili sağlık çalışanları ile gerçekleştirilen araştırmalar meta-analiz yöntemi kullanılarak incelenmiştir. Analiz sonuçları sağlık çalışanlarında işe gömülmüşlük, güçlendirme, işe tutkunluk değişkenlerinin işten ayrılma niyeti üzerinde anlamlı bir etkisi olduğunu göstermiştir. Her bir değişkenin etki yönü negatiftir ve gücü orta seviyededir. Bu çalışma ile elde edilen bulgular, sağlık alanında gelecekte gerçekleştirilecek olan araştırmalar tarafından kullanılabilir. Aynı zamanda sağlık alanında bulunan yöneticilerin, yönetim politikaları belirirleme sürecinde bu çalışma ile elde edilen bulguları kullanabileceği düşünülmektedir.
References
- Choi, S .E. & Kim, S. D. (2016). A meta-analysis of the variables related to job satisfaction among Korean nurses. Contemporary Nurse, 52(4), 462-476.
- Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Hillsdale, NJ: Lawrence Earlbaum Associates.
- Force, L. M. (2008). The influence of casual attribution on work exhaustion and turnover intention of traditional discipline engineers in the United States. Doctoral dissertation: Nova Southeastern University.
- Freund, A. (2005). Commitment and job satisfaction as predictors of turnover intentions among welfare workers. Administration in Social Work, 29(2), 5-21.
- Griffeth, R. W., Hom, P. W. & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: update, moderator test, and research implications for the next millenium. Journal of Management, 26(3), 463-488.
- Hedges, L. V., & Olkin, I. (1985). Statistical methods for meta-analysis. Orlando, FL: Academic Press.
- Irvine, D. M. & Evans, M. G. (1995). Job satisfaction and turnover among nurses: Integrating research finding across studies. Nursing Research, 44(4), 246–253.
- Kanter, R. M. (1977). Men and women of the corporation, Basic Books, New York, NY.
- Keller, K. M. (2005). Being a different: A study of relational demography and the influence of individual and team characteristics. Master thesis: University of Maryland.
- Kim, H. & Kao, D. (2014). A meta-analysis of turnover intention predictors among U.S. child welfare workers. Children and Youth Services Review, 47(3), 214-223.
- Martin, T. (2010). Formal and informal power, access to work empowerment structures, and intent to stay. Master Thesis, Ball State University, Muncie, Indiana.
- Meyerson, S. L., & Kline, T. (2008). Psychological and environmental empowerment antecedents and consequences. Leadership and Organizational Journal. 29, 444-460.
- Moher, D., Liberati, A., Tetzlaff, J., & Altman, D. G. (2009). Preferred reporting items for systematic reviews and meta-analyses: The PRISMA statement. Annals of Internal Medicine, 151(4), 264–269.
- Mor Barak, M. E., Nissly, J. A., & Levin, A. (2001). Antecedents to retention and turnover among child welfare, social work, and other human service employees: What can we learn from past research? A review and metanalysis. The Social Service Review, 75(4), 625–661.
- Okuyucu, A. A.. (2014). Perceived underemployment among the foreign-born: Its outcomes and the moderating role of psychological empowerment and perceived organizational support. Master thesis: San Jose University.
- Park, J. & Min, H. (2020). İntent to quit in the hospitality industry: A meta-analysis. International Journal of Hospitality Management, 90, 11 pages.
- Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80, 151-176.
- Tett, R. P. & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta-analytic findings. Personnel Psychology. 46, 259–293.
- Thurston, E. & Glendon, A. I. (2018). Association of risk exposure, organizational identification, and empowerment, with safety participation, intention to quit, and absenteeism. Safety Science, 105, 212-221.
- Yu, F., Raphael, D., Mackay, L., Smith, M. & King, A. (2019). Personal and work-related factors associated with nurse resilience: A systematic review. International Journal of Nursing Studies, 93, 129-140.
- Zangaro, G. A., & Soeken, K. L. (2007). A meta-analysis of studies of nurses’ job satisfaction. Research in Nursing & Health, 30(4), 445–458.
- Austin, S., Fernet, C., Trepanier, S., & Lavonie-Tremblay, M. (2020). Fatigue in new registered nurses: A 12-month cross-lagged analysis of its association with work motivation, engagement, sickness absence and intent to quit. Journal of Nurse Management, 28, 606-614.
- Cai, C. & Zhou, Z. (2009). Structural empowerment, job satisfaction, and intent to quit of Chinese clinical nurses. Nursing and Health Sciences, 11, 397–403.
- Cao, T., Huang, X., Wang, L., Li, B., Dong, X., Lu, H., Wan, Q., & Shang, S. (2020). Effects of organisational justice, work engagement and nurses' perception of care quality on intent to quit among newly licensed registered nurses: A structural equation modelling approach. Journal of Clinical Nursing, 12 pages. https://doi.org/10.1111/jocn.15285
- Dåderman, A. M., & Basinska, B. A. (2016). Job demands, engagement, and turnover intentions in Polish nurses: The role of work-family interface. Frontiers in Psychology, 7:1621, 14 pages.
- Laschinger, H. K. S. (2012). Job and career satisfaction and intent to quits of newly graduated nurses. Journal of Nursing Management, 20, 472–484.
- Lee, K. E, Kim, J. H., & Kim, M. J. (2016). Influence of perceived organizational justice on empowerment, organizational commitment and intent to quit in the hospital nurses. Indian Journal of Science and Technology, 9(20), 2-8.
- Li, B. Li, Z., & Wan, Q. (2019). Effects of work practice environment, work engagement and work pressure on intent to quit among community health nurses: Mediated moderation model. Journal of Advanced Nursing, 75, 3484-3494.
- Lyu, D., Li, J., Zheng, Q., Yu, B., & Fan, Y. (2019). Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses. International Journal of Nursing Sciences, 6(2), 198-203. Mitterer, D. 2017). Servant leadership and its effect on employee job satisfaction and turnover intent. Doctoral dissertation, Walden University: USA.
- Peng, J., Lee, Y., & Tseng, M. (2014). Person-organization fit and turnover intention: Exploring the mediating effect of work engagement and the moderating effect of demand-ability fit. The Journal of Nursing Research, 22(1), 1-11.
- Rheaume, A., Clement, L., & Lebel, N. (2011). Understanding intention to leave amongst new graduate Canadian nurses: A repeated cross sectional survey. International Journal of Nursing Studies, 48, 490-500. (3rd data set)
- Shahpouri, S., Namdari, K., & Abedi, A. (2016). Mediating role of work engagement in the relationship between job resources and personal resources with intent to quit among female nurses. Applied Nursing Research, 30, 216–221.
- Sheehan, C., Tham, T. L., Holland, P., & Cooper, B. (2019). Psychological contract fulfilment, engagement and nurse professional intent to quit. International Journal of Manpower, 40(1), 2-16.
- Shemueli, R. G., Dolan, S. L., Ceretti, A. S., & Prado, P. N. (2016). Burnout and engagement as mediators in the relationship between work characteristics and intent to quits across two Ibero-American nations. Stress and Health, 32(5), 597-606.
- Simone, S., Planta, A., & Cicotto, G. (2018). The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' intent to quit and patient satisfaction. Applied Nursing Research, 39, 130–140.
There are 35 citations in total.
Details
| Primary Language | Turkish |
|---|---|
| Subjects | Health Policy, Health Services and Systems (Other) |
| Journal Section | Articles |
| Authors | |
| Publication Date | June 30, 2023 |
| Published in Issue | Year 2023 Volume: 7 Issue: 1 |
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