The impact of work support and organizational career growth on nurse turnover intention in China

Objective: The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was con...
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Autor*in:	Yang Yang [verfasserIn] Yan-Hui Liu [verfasserIn] Jing-Ying Liu [verfasserIn] Hong-Fu Zhang [verfasserIn]

Format:	E-Artikel
Sprache:	Englisch

Erschienen:	2015

Schlagwörter:	Nurse Organizational career growth Turnover intention Work support

Übergeordnetes Werk:	In: International Journal of Nursing Sciences - Elsevier, 2015, 2(2015), 2, Seite 134-139
Übergeordnetes Werk:	volume:2 ; year:2015 ; number:2 ; pages:134-139

Links:	Link aufrufen Link aufrufen Link aufrufen Journal toc

DOI / URN:	10.1016/j.ijnss.2015.04.006

Katalog-ID:	DOAJ02726310X

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520			\|a Objective: The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results: The score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102. Conclusion: The study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.
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spelling	10.1016/j.ijnss.2015.04.006 doi (DE-627)DOAJ02726310X (DE-599)DOAJea957bc2498743dca6af7381077bc497 DE-627 ger DE-627 rakwb eng RT1-120 Yang Yang verfasserin aut The impact of work support and organizational career growth on nurse turnover intention in China 2015 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Objective: The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results: The score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102. Conclusion: The study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff. Nurse Organizational career growth Turnover intention Work support Nursing Yan-Hui Liu verfasserin aut Jing-Ying Liu verfasserin aut Hong-Fu Zhang verfasserin aut In International Journal of Nursing Sciences Elsevier, 2015 2(2015), 2, Seite 134-139 (DE-627)805636323 (DE-600)2800296-9 23520132 nnns volume:2 year:2015 number:2 pages:134-139 https://doi.org/10.1016/j.ijnss.2015.04.006 kostenfrei https://doaj.org/article/ea957bc2498743dca6af7381077bc497 kostenfrei http://www.sciencedirect.com/science/article/pii/S235201321500037X kostenfrei https://doaj.org/toc/2352-0132 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ SSG-OLC-PHA GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_73 GBV_ILN_74 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_161 GBV_ILN_170 GBV_ILN_187 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_602 GBV_ILN_2014 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 AR 2 2015 2 134-139
allfields_unstemmed	10.1016/j.ijnss.2015.04.006 doi (DE-627)DOAJ02726310X (DE-599)DOAJea957bc2498743dca6af7381077bc497 DE-627 ger DE-627 rakwb eng RT1-120 Yang Yang verfasserin aut The impact of work support and organizational career growth on nurse turnover intention in China 2015 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Objective: The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results: The score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102. Conclusion: The study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff. Nurse Organizational career growth Turnover intention Work support Nursing Yan-Hui Liu verfasserin aut Jing-Ying Liu verfasserin aut Hong-Fu Zhang verfasserin aut In International Journal of Nursing Sciences Elsevier, 2015 2(2015), 2, Seite 134-139 (DE-627)805636323 (DE-600)2800296-9 23520132 nnns volume:2 year:2015 number:2 pages:134-139 https://doi.org/10.1016/j.ijnss.2015.04.006 kostenfrei https://doaj.org/article/ea957bc2498743dca6af7381077bc497 kostenfrei http://www.sciencedirect.com/science/article/pii/S235201321500037X kostenfrei https://doaj.org/toc/2352-0132 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ SSG-OLC-PHA GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_73 GBV_ILN_74 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_161 GBV_ILN_170 GBV_ILN_187 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_602 GBV_ILN_2014 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 AR 2 2015 2 134-139
allfieldsGer	10.1016/j.ijnss.2015.04.006 doi (DE-627)DOAJ02726310X (DE-599)DOAJea957bc2498743dca6af7381077bc497 DE-627 ger DE-627 rakwb eng RT1-120 Yang Yang verfasserin aut The impact of work support and organizational career growth on nurse turnover intention in China 2015 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Objective: The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results: The score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102. Conclusion: The study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff. Nurse Organizational career growth Turnover intention Work support Nursing Yan-Hui Liu verfasserin aut Jing-Ying Liu verfasserin aut Hong-Fu Zhang verfasserin aut In International Journal of Nursing Sciences Elsevier, 2015 2(2015), 2, Seite 134-139 (DE-627)805636323 (DE-600)2800296-9 23520132 nnns volume:2 year:2015 number:2 pages:134-139 https://doi.org/10.1016/j.ijnss.2015.04.006 kostenfrei https://doaj.org/article/ea957bc2498743dca6af7381077bc497 kostenfrei http://www.sciencedirect.com/science/article/pii/S235201321500037X kostenfrei https://doaj.org/toc/2352-0132 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ SSG-OLC-PHA GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_73 GBV_ILN_74 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_161 GBV_ILN_170 GBV_ILN_187 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_602 GBV_ILN_2014 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 AR 2 2015 2 134-139
allfieldsSound	10.1016/j.ijnss.2015.04.006 doi (DE-627)DOAJ02726310X (DE-599)DOAJea957bc2498743dca6af7381077bc497 DE-627 ger DE-627 rakwb eng RT1-120 Yang Yang verfasserin aut The impact of work support and organizational career growth on nurse turnover intention in China 2015 Text txt rdacontent Computermedien c rdamedia Online-Ressource cr rdacarrier Objective: The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results: The score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102. Conclusion: The study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff. Nurse Organizational career growth Turnover intention Work support Nursing Yan-Hui Liu verfasserin aut Jing-Ying Liu verfasserin aut Hong-Fu Zhang verfasserin aut In International Journal of Nursing Sciences Elsevier, 2015 2(2015), 2, Seite 134-139 (DE-627)805636323 (DE-600)2800296-9 23520132 nnns volume:2 year:2015 number:2 pages:134-139 https://doi.org/10.1016/j.ijnss.2015.04.006 kostenfrei https://doaj.org/article/ea957bc2498743dca6af7381077bc497 kostenfrei http://www.sciencedirect.com/science/article/pii/S235201321500037X kostenfrei https://doaj.org/toc/2352-0132 Journal toc kostenfrei GBV_USEFLAG_A SYSFLAG_A GBV_DOAJ SSG-OLC-PHA GBV_ILN_20 GBV_ILN_22 GBV_ILN_23 GBV_ILN_24 GBV_ILN_31 GBV_ILN_39 GBV_ILN_40 GBV_ILN_60 GBV_ILN_62 GBV_ILN_63 GBV_ILN_65 GBV_ILN_69 GBV_ILN_73 GBV_ILN_74 GBV_ILN_95 GBV_ILN_105 GBV_ILN_110 GBV_ILN_151 GBV_ILN_161 GBV_ILN_170 GBV_ILN_187 GBV_ILN_206 GBV_ILN_213 GBV_ILN_230 GBV_ILN_285 GBV_ILN_293 GBV_ILN_602 GBV_ILN_2014 GBV_ILN_4012 GBV_ILN_4037 GBV_ILN_4112 GBV_ILN_4125 GBV_ILN_4126 GBV_ILN_4249 GBV_ILN_4305 GBV_ILN_4306 GBV_ILN_4307 GBV_ILN_4313 GBV_ILN_4322 GBV_ILN_4323 GBV_ILN_4324 GBV_ILN_4325 GBV_ILN_4338 GBV_ILN_4367 GBV_ILN_4700 AR 2 2015 2 134-139
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source	In International Journal of Nursing Sciences 2(2015), 2, Seite 134-139 volume:2 year:2015 number:2 pages:134-139
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Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results: The score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102. Conclusion: The study showed a lack of work support negatively and directly associated with nurse turnover intention. 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callnumber-first	R - Medicine
author	Yang Yang
spellingShingle	Yang Yang misc RT1-120 misc Nurse misc Organizational career growth misc Turnover intention misc Work support misc Nursing The impact of work support and organizational career growth on nurse turnover intention in China
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topic_title	RT1-120 The impact of work support and organizational career growth on nurse turnover intention in China Nurse Organizational career growth Turnover intention Work support
topic	misc RT1-120 misc Nurse misc Organizational career growth misc Turnover intention misc Work support misc Nursing
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title	The impact of work support and organizational career growth on nurse turnover intention in China
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title_full	The impact of work support and organizational career growth on nurse turnover intention in China
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author_browse	Yang Yang Yan-Hui Liu Jing-Ying Liu Hong-Fu Zhang
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title_sort	impact of work support and organizational career growth on nurse turnover intention in china
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title_auth	The impact of work support and organizational career growth on nurse turnover intention in China
abstract	Objective: The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results: The score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102. Conclusion: The study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.
abstractGer	Objective: The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results: The score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102. Conclusion: The study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.
abstract_unstemmed	Objective: The paper aimed to explore the impact of work support and potential for career advancement on the nurse turnover intention in order to find an effective approach to curb high turnover. Methods: A cross-sectional survey of 526 nurses from eight teaching hospitals in Tianjin, China, was conducted to test the hypothesized multilevel model. The organizational career growth scale, work support scale, and the nurse turnover intention scale were used to measure the effect of organizational career growth and work support on nurse turnover intention. Finally, SPSS 17.0 and AMOS 17.0 software were used to analyse the relationship of these variables. Results: The score of the three scales nurse turnover, organizational career growth, and work support were 1.98 ± 0.60, 2.40 ± 0.50, and 4.06 ± 0.98, respectively. The total and direct effects of work support on turnover intention were −0.361 (p < 0.01) and −0.147 (p < 0.01), respectively. The indirect effect was −0.169 with a 95% bootstrap confidence interval of −0.257 to −0.102. Conclusion: The study showed a lack of work support negatively and directly associated with nurse turnover intention. Additional opportunities for career growth within the organization may strengthen the effect of work support and consequently increase the retention of qualified nursing staff.
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title_short	The impact of work support and organizational career growth on nurse turnover intention in China
url	https://doi.org/10.1016/j.ijnss.2015.04.006 https://doaj.org/article/ea957bc2498743dca6af7381077bc497 http://www.sciencedirect.com/science/article/pii/S235201321500037X https://doaj.org/toc/2352-0132
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