Ravangard Ramin, Dianat Sara, Shokrpour Nasrin
Author Affiliations: Health Human Resources Research Center (Dr Ravangard) and Student Research Committee (Ms Dianat), School of Management and Medical Information Sciences, Shiraz University of Medical Sciences; and Applied Linguistics English Department, Shiraz University of Medical Sciences (Dr Shokrpour), Shiraz, Iran.
Health Care Manag (Frederick). 2019 Apr/Jun;38(2):166-178. doi: 10.1097/HCM.0000000000000258.
Hospital employees' turnover is one of the problems with which both public and private organizations have been faced for many years. Employees' turnover can cause many organization's investments in employees to be wasted and the stability and continuity of the organizational activities to be undermined. The present study aimed to investigate the effects of social support and mediating factors on the turnover intention of administrative and financial employees working in the teaching hospitals affiliated to Shiraz University of Medical Sciences, Iran, using structural equation modeling in 2017. This was an applied, cross-sectional, and descriptive-analytic study conducted on the administrative and financial employees working in the teaching hospitals affiliated to Shiraz University of Medical Sciences in 2017. The results showed that the proposed model remarkably explained "turnover intention," and the overall validity of the model was confirmed. Accordingly, 15 of 21 study hypotheses were supported. Moreover, the results showed that social support had an indirect significant association with the hospital employees' turnover intention and could decrease it through increasing the employees' organizational commitment, psychological empowerment, and core self-evaluation and reducing their job stress and job burnout (P < .05). To reduce the hospital employees' turnover intention in hospitals, employ suitable and qualified individuals for the positions, provide training courses such as stress management, improve better interactions and mutual cooperation among managers and employees, provide job security and job enrichment, and create a comfortable and relaxed working environment.
医院员工离职率是公共和私营组织多年来一直面临的问题之一。员工离职会导致许多组织在员工身上的投资被浪费，并破坏组织活动的稳定性和连续性。本研究旨在利用结构方程模型，调查社会支持和中介因素对伊朗设拉子医科大学附属教学医院行政和财务员工离职意向的影响，研究于2017年进行。这是一项应用、横断面和描述性分析研究，于2017年对设拉子医科大学附属教学医院的行政和财务员工进行。结果表明，所提出的模型显著解释了“离职意向”，模型的整体有效性得到了证实。因此，21个研究假设中的15个得到了支持。此外，结果表明，社会支持与医院员工的离职意向存在间接显著关联，并且可以通过增强员工的组织承诺、心理授权和核心自我评价，以及减轻他们的工作压力和职业倦怠来降低离职意向（P < .05）。为了降低医院员工的离职意向，应为岗位招聘合适且合格的人员，提供压力管理等培训课程，改善管理者与员工之间更好的互动与相互合作，提供工作保障和工作丰富化，并营造舒适轻松的工作环境。
