Career needs, career development programmes, organizational commitment and turnover intention of nurses in Taiwan

Chang, Pao‐Long; Chou, Ying‐Chyi; Cheng, Fei-Chun

doi:10.1111/j.1365-2934.2007.00772.x

Cited by 39 publications

(30 citation statements)

References 19 publications

(37 reference statements)

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“…Furthermore, Taormina and Bauer (2000) found that Chinese employees expressed higher levels of AC and NC compared to American employees. The same pattern was reported by Snape et al's (2008) British and Chinese samples and Chang, Chou and Cheng's (2007) Canadian, Korean and Chinese samples. Collectively, these results indicate both that Chinese employees highly value the sense of belonging in their work life, and that cultural values affect patterns of OC.…”

Section: Organizational Commitment Individualism and Collectivismsupporting

confidence: 86%

Intra-national variation in organizational commitment: evidence from the Chinese context

Gamble

Tian²

2012

The International Journal of Human Resource Management

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This study demonstrates how organizational commitment can differ at the sub-national level. We develop and test hypotheses based on levels of economic development and related shifts from collectivism to individualism. The data comprise 1017 retail employees drawn from two economically distinctly different parts of China. We find that organizational commitment is higher in 'less economically developed' regions. Affective and normative commitment (NC) negatively predicted turnover intentions, whereas continuance commitment related positively to turnover intentions. Unlike earlier findings using Western samples, this study finds the effect of NC on turnover intentions considerably stronger, suggesting that NC is more predictive of turnover intentions. As expected, our results indicate that continuance commitment is more predictive of turnover intentions in the 'more economically developed' regions.

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Section: Organizational Commitment Individualism and Collectivismsupporting

confidence: 86%

Intra-national variation in organizational commitment: evidence from the Chinese context

Gamble

Tian²

2012

The International Journal of Human Resource Management

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“…Many factors have been discussed in the literature to improve the retention of nurse workforce such as career development programs and training, job satisfaction, pay and benefits [6][7][8]. In addition, positive workplace environments have been well recognized as a positive influence on nurse retention and improved quality of patient care [26].…”

Section: Discussionmentioning

confidence: 99%

“…Many factors have been studied to evaluate their potential impact on reducing TI, such as the presence of career development programs and training [6], satisfaction, implementation of fair salary raise [7] and payment and rewards [8]. One additional factor that has been discussed in literature and requires more attention is supervisor support in the workplace.…”

Section: Introductionmentioning

confidence: 99%

“…They identified that in a situation with high turnover rate among nurses, additional workload and responsibilities would be placed on those remaining. This situation would decrease time spend caring for each patient; therefore, the quality of patient care will be compromised and some patients needs will be neglected [25].Many factors have been discussed in the literature to improve the retention of nurse workforce such as career development programs and training, job satisfaction, pay and benefits [6][7][8]. In addition, positive workplace environments have been well recognized as a positive influence on nurse retention and improved quality of patient care [26].…”

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confidence: 99%

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The Influence of Supervisor Support on Nurses’ Turnover Intention

Alshutwi¹

2017

Health Syst Policy Res

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Maintaining adequate nursing staff is a real challenge that many healthcare organizations are facing. Many factors have been identified to positively influence the reduction of turnover intention among. A comprehensive search was conducted in 2016 to review six databases CINAHL, Academic Search Complete, Business Source Premier, Education Research Complete, Health Source, and PsycINFO using a combination of keywords.All 12 studies included in the review consistently found a negative association between supervisor support and turnover intention. However, there were variations in the strength of this association. This systematic review points to the potential of decreasing turnover intention by improving supervisors' support behaviors. Although there are discrepancies within the literature regarding the strength of the association between supervisor support and turnover intention, evidence suggests that supervisor support could impact employees' turnover intention and thus actual turnover. Further research to evaluate the effectiveness of supervisor support on turnover intention is highly recommended, including interventional studies. Support in the workplace could be seen as a serious resource for reducing nursing turnover. Nursing supervisor and managers are encouraged to improve their supportive behaviors. Nursing policies are needed to promote supervisor supportive behaviors such as training programs and workshops. In addition to the direct effect on turnover, the PSS has an indirect effect on the TI. Researchers have suggested that the relationship between PSS and TI is mediated through other factors such as job satisfaction [12], and perceived organizational support [11]. MethodThe five steps for conducting a systematic review was adopted [13]. These steps include (a) framing questions, (b) identifying relevant studies, (c) assessing the quality (d) summarizing the evidence, and (e) interpreting the findings. Electronic databases CINAHL, Academic Search Complete, Business Source Premier, Education Research Complete, Health Source, and Psyc info were searched using a combination of keywords; Supervisor Support OR Supportive supervisions, and Turnover Intention OR Intention to quit. References of all included studies were searched manually for additional studies. The inclusion criteria for the studies were: (a) published in English language between 1995 and 2016, and (b) reported the associated between supervisor support and TI.To assure the quality of the systematic review, the Effective Public Health Practice Project (EPHPP) Quality Assessment Tool for Quantitative Studies [14] was used to assess each of the studies. Based on the tool's standard criteria, each component was rated as 'strong', 'moderate' or 'weak'. Each study was evaluated separately using this tool. An overall quality rating was determined based on review of all the component ratings. Studies with an overall rating of strong and moderate were included. Studies with an overall rating of weak were excluded from this review ResultsIn...

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“…If management able to properly execute this effort it may lead to an enhanced organizational competitiveness in an era of global competition (Baruch, 2004;Chang et al, 2007;Ismail et al, 2013).…”

Section: Introductionmentioning

confidence: 99%

Association between Career Program, Support for Career Development and Commitment with Career Choice

Ismail

Adnan

Nowalid

et al. 2014

ILSHS

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This study assesses the association between career program, support for career development and commitment with career choice. Self-report questionnaires were used to collect data from university staff. The SmartPLS path model analysis was employed to test the research hypotheses and outcomes of this test confirmed that linking career program to support for career development has been an important antecedent of commitment with career choice in the studied organization. Discussion on the findings, implications and conclusion of the study are elaborated.

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Career needs, career development programmes, organizational commitment and turnover intention of nurses in Taiwan

Cited by 39 publications

References 19 publications

Intra-national variation in organizational commitment: evidence from the Chinese context

Intra-national variation in organizational commitment: evidence from the Chinese context

The Influence of Supervisor Support on Nurses’ Turnover Intention

Association between Career Program, Support for Career Development and Commitment with Career Choice

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