Does value congruence between nurses and supervisors effect job satisfaction and turnover?

Hunt, RN Deborah

doi:10.1111/jonm.12055

Cited by 31 publications

(33 citation statements)

References 37 publications

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“…One study in the USA also found that a lack of P-O fit can lead to decreased job satisfaction and increased turnover intention 12. One study on nurses' P-O fit found that congruence on leadership practice was directly related to job satisfaction, and congruence on leadership support was inversely related to turnover intention 10. In Kristof's meta-analysis, results suggested that the effect of P-O fit from the needs-supplies dimension on job satisfaction was around 0.37,4 compared to which our result was lower (0.244).…”

Section: Discussionmentioning

confidence: 99%

“…One study on nurses found that value congruence influenced job satisfaction and their attitude towards wards 9. Another study was about nurses-supervisor value congruence, which is only a part of P-O fit 10. Until now, P-O fit of needs-supplies dimension and its relationship with job satisfaction and turnover intention have not been fully tested in the area of human resources for health.…”

Section: Introductionmentioning

confidence: 99%

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Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

et al. 2017

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ObjectivesPerson-organisation fit (P-O fit) is a predictor of work attitude. However, in the area of human resource for health, the literature of P-O fit is quite limited. It is unclear whether P-O fit directly or indirectly affects turnover intention. This study aims to examine the mediation effect of job satisfaction on the relationship between P-O fit and turnover intention based on data from China.Design and methodsThis is a cross-sectional survey of community health workers (CHWs) in China in 2013. A questionnaire of P-O fit, job satisfaction and turnover intention was developed, and its validity and reliability were assessed. Multiple regression and structural equation modelling were used to examine the relationship among P-O fit, job satisfaction and turnover intention.Setting and participantsMultistage sampling was applied. In total, 656 valid questionnaire responses were collected from CHWs in four provincial regions in China, namely Shanghai, Shaanxi, Shandong and Anhui.ResultsP-O fit was directly related to job satisfaction (standardised β 0.246) and inversely related to turnover intention (standardised β −0.186). In the mediation model, the total effect of P-O fit on turnover intention was −0.186 (p<0.001); the direct effect of P-O fit on turnover intention was −0.094 (p<0.01); the indirect effect of job satisfaction on the relationship between P-O fit and turnover intention was −0.092 (p<0.001).ConclusionsThe effect of P-O fit on turnover intention was partially mediated through job satisfaction. It is suggested that more work attitude variables and different dimensions of P-O fit be taken into account to examine the complete mechanism of person-organisation interaction. Indirect measures of P-O fit should be encouraged in practice to enhance work attitudes of health workers.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

et al. 2017

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“…) and contextual resources, e.g. supportive leadership (Hunt , Lu & Guy ). Such a salutary perspective has its foundations in stress buffer theory, proposing that stressors do not inevitably harm an employee's well‐being and health if an individual has certain buffering resources as coping assets (Cohen & Wills ).…”

Section: Introductionmentioning

confidence: 99%

“…These coping resources include various individual factors such as appropriate emotion regulation strategies (Gross 1998a,b, Bechtoldt et al 2011, Schreurs et al 2014, Yoo & Arnold 2014, Zapf et al 2014) and contextual resources, e.g. supportive leadership (Hunt 2014, Lu & Guy 2014. Such a salutary perspective has its foundations in stress buffer theory, proposing that stressors do not inevitably harm an employee's well-being and health if an individual has certain buffering resources as coping assets (Cohen & Wills 1985).…”

Section: Introductionmentioning

confidence: 99%

Emotional labour and work engagement among nurses: examining perceived compassion, leadership and work ethic as stress buffers

Mauno

Ruokolainen

Kinnunen

et al. 2016

Journal of Advanced Nursing

102

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Work ethic feasibility (being able to work according to high ethical standards) is an important resource in nursing as it protects an employee against the negative effects of emotional labour and as it also directly promotes engagement. However, compassion may not always be beneficial in nursing, especially if co-occurring with high job stress. Transformational leadership has potential to improve engagement in nursing although it may not operate as a stress buffer.

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“…, Rodwell et al . , Hunt ).Yet, studies that assess the impact of support received from administration or management as a result of the abuse on the intent to leave the profession are lacking; and no similar study has been conducted in Lebanon. As turnover is preceded by intention to leave, it was postulated in this study that administrative/managerial support will negate the effects of abuse.…”

Section: Introductionmentioning

confidence: 99%

Does administrative support negate the consequences of nurse abuse?

Azar

Badr

Samaha³

et al. 2015

J Nurs Manag

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Does value congruence between nurses and supervisors effect job satisfaction and turnover?

Abstract: Nurse Administrators can use these results to develop policies to address the turnover especially in the area of leadership support.

Cited by 31 publications

References 37 publications

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

Is the effect of person-organisation fit on turnover intention mediated by job satisfaction? A survey of community health workers in China

Emotional labour and work engagement among nurses: examining perceived compassion, leadership and work ethic as stress buffers

Does administrative support negate the consequences of nurse abuse?

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