Factors Affecting Intention to Resign from Work of the Health Care Professional in the Three Southern Border Provinces
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Published:
Apr 2, 2020
Keywords:
intention to resign from work health care professional and three southern border provinces
Main Article Content
Abstract
The objective of this research paper were to examine the influence of organization commitment, job satisfaction, job commitment, demand for work, and resources for work on the intention to resign from work. This research employed quantitative research methods. Data were collected from 400 health care professional who worked in the three Southern Border Provinces, selected via multi-stage sampling. The sample sized was determined based on 20 times the observed variables. Analyzed with structural equation model. The findings revealed that: model fit Chi-square/df =2.04, RMSEA= 0.050, GFI=0.96, CFI=0.99, PGFI=0.56, CN=261.82, job resource had the overall influence to the turnover intention, followed by job demand, work engagement, organizational commitment, and job satisfaction, respectively.
Article Details
Section
Research Articles
บทความที่ปรากฏในวารสารนี้ เป็นความรับผิดชอบของผู้เขียน ซึ่งสมาคมนักวิจัยไม่จำเป็นต้องเห็นด้วยเสมอไป การนำเสนอผลงานวิจัยและบทความในวารสารนี้ไปเผยแพร่สามารถกระทำได้ โดยระบุแหล่งอ้างอิงจาก "วารสารสมาคมนักวิจัย"
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Wadsworth, L. L., & Owen, B. P. (2008). The effects of social support on work- family enhancement and work-family conflict in the public sector. Public Administrative Review, 67(1), 75-86.
Welty Peachey, J., J. Burton, L., & E. Wells, J. (2014). Examining the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on turnover intentions in intercollegiate athletics. Leadership & Organization Development Journal, 35(8), 740-755.
Yang, L. S., Yang, H. H., Chen, H. T., Chang, M. F., Chiu, Y. F., Chou, Y. W., & Cheng, Y. C. (2012). A study of nurses’ job satisfaction: The relationship to professional commitment and friendship networks. Health, 4(11), 1098-1105.
Adekola, B. (2012). The impact of organizational commitment on job satisfaction: A study of employees at Nigerian Universities. International Journal of Human Resource Studies, 2(2), 1-17.
Ahmad, T., & Riaz, A. (2011). Factors affecting turn-over intentions of doctors in public sector medical colleges and hospitals. Interdisciplinary Journal of Research in Business, 1(10), 57-66.
Alam, M. M., & Mohammad, J. F. (2010). Level of job satisfaction and intent to leave among Malaysian nurses. Business Intelligence Journal, 3(1), 123-137.
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational and organizational psychology, 63(1), 1-18
Amiri, M., Khosravi, A., & Mokhtari, A. A. (2010). Job satisfaction and its influential factors. Journal of research in health sciences, 10(1), 42-46.
Avanzi, L., Fraccaroli, F., Sarchielli, G., Ullrich, J., & van Dick, R. (2014). Staying or leaving: A combined social identity and social exchange approach to predicting employee turnover intentions. International Journal of Productivity and Performance Management, 63(3), 272-289.
Boxall, P., & Macky, K. (2009). Research and theory on high-performance work systems: progressing the high involvement stream. Human Resource Management Journal, 19(1), 3-23.
Collini, S. A., Guidroz, A. M., & Perez, L. M. (2015). Turnover in health care: the mediating effects of employee engagement. Journal of nursing management, 23(2), 169-178.
De Gieter, S., Hofmans, J., & Pepermans, R. (2011). Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: An individual differences analysis. International Journal of Nursing Studies, 48(12), 1562–1569.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied psychology, 86(3), 499-512.
Harhara, A. S., Singh, S. K., & Hussain, M. (2015). Correlates of employee turnover intentions in oil and gas industry in the UAE. International Journal of Organizational Analysis, 23(3), 493-504.
Higgins, C. A., Duxbury, L. E., & Lyons, S. T. (2010). Coping with overload and stress: men and women in dual-earner families. Journal of Marriage and Family, 72(4), 847-859.
Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of general psychology, 6(4), 307-324.
Karasek Jr, R. A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative science quarterly, 285-308.
Maria, M., Pavlos, S., Eleni, M., Thamme, K. & Constantinidis, T. C. (2010). Greek registered nurses’ job satisfaction in relation to work-related stress: A study on army and civilian registered nurses. Global Journal of Health Science, 2(1), 44-59
Mowday, R., Porter, L., & Steers, R. (2013). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.
Natarajan, N. K. (2011). Relationship of organizational commitment with job satisfaction. Indian journal of commerce & management studies, 2(1), 118-122.
Özbag, G. K., & Ceyhun, G. Ç. (2014). Does job satisfaction mediate the relationship between Workfamily conflict and turnover? A study of Turkish marine pilots. Procedia-Social and Behavioral Sciences, 140, 643-649.
Park, R., & Searcy, D. (2012). Job autonomy as a predictor of mental well-being: The moderating role of quality-competitive environment. Journal of Business and Psychology, 27(3), 305-316.
Rahman, W., & Nas, Z. (2013). Employee development and turnover intention: theory validation. European journal of training and development, 37(6), 564-579.
Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two-sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-93.
Siegrist, J. (1996). Adverse health effects of high-effort/low-reward conditions. Journal of occupational health psychology, 1(1), 27-41.
Singh, P., & Loncar, N. (2010). Pay satisfaction, job satisfaction and turnover intent. Relations Industrielles/Industrial Relations, 65(3), 470-490.
Smit, N. W., De Beer, L. T., & Pienaar, J. (2016). Work stressors, job insecurity, union support, job satisfaction and safety outcomes within the iron ore mining environment. SA Journal of Human Resource Management, 14(1), 1-13.
Sousa-Poza, A. (2007). The effect of job satisfaction on labor turnover by gender: An analysis for Switzerland. Journal of Behavioral and Experimental Economics, 36(6), 895-913.
Tastan, S. B. (2014). The theoretical implications of job demands-resources model: A research study on the relations of job demands, supervision support and job autonomy with work engagement. Ataturk University Journal of Economics & Administrative Sciences, 28(4), 149-192.
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(2), 259-293.
Van den Broeck, A., Vansteenkiste, M., De Witte, H., & Lens, W. (2008). Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work & Stress, 22(3), 277-294.
Wadsworth, L. L., & Owen, B. P. (2008). The effects of social support on work- family enhancement and work-family conflict in the public sector. Public Administrative Review, 67(1), 75-86.
Welty Peachey, J., J. Burton, L., & E. Wells, J. (2014). Examining the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on turnover intentions in intercollegiate athletics. Leadership & Organization Development Journal, 35(8), 740-755.
Yang, L. S., Yang, H. H., Chen, H. T., Chang, M. F., Chiu, Y. F., Chou, Y. W., & Cheng, Y. C. (2012). A study of nurses’ job satisfaction: The relationship to professional commitment and friendship networks. Health, 4(11), 1098-1105.