School of Health Policy and Management, York University, Toronto, Canada.
School of Administrative Studies, York University, Toronto, Canada.
Hum Resour Health. 2019 Aug 14;17(1):66. doi: 10.1186/s12960-019-0404-2.
This study contributes to a small but growing body of literature on how context influences employee turnover intention. We examine the impact of staff perceptions of supervisory leadership support for safety, teamwork, and mindful organizing on turnover intention. Interaction effects of safety-specific constructs on turnover intention are also examined.
Cross-sectional survey data were collected from nurses, allied health professionals, and unit clerks working in intensive care, general medicine, mental health, or the emergency department of a large community hospital in Southern Ontario.
Hierarchical regression analyses showed that staff perceptions of teamwork were significantly associated with turnover intention (p < 0.001). Direct associations of supervisory leadership support for safety and mindful organizing with turnover intention were non-significant; however, when staff perceived lower levels of mindful organizing at the frontlines, the positive effect of supervisory leadership on turnover intention was significant (p < 0.01).
Our results suggest that, in addition to teamwork perceptions positively affecting turnover intentions, safety-conscious supportive supervisors can help alleviate the negative impact of poor mindful organizing on frontline staff turnover intention. Healthcare organizations should recruit and retain individuals in supervisory roles who prioritize safety and possess adequate relational competencies. They should further dedicate resources to build and strengthen the relational capacities of their supervisory leadership. Moreover, it is important to provide on-site workshops on topics (e.g., conflict management) that can improve the quality of teamwork and consequently reduce employees' intention to leave their unit/organization.
本研究有助于丰富有关情境如何影响员工离职意向的文献，考察了员工对主管领导在安全、团队合作和正念组织方面的支持感知对离职意向的影响，还检验了安全特定结构对离职意向的交互影响。
在安大略省南部一家大型社区医院的重症监护、普通内科、精神科或急诊科，从护士、辅助卫生专业人员和单位文员中收集了横断面调查数据。
分层回归分析表明，员工对团队合作的看法与离职意向显著相关（p<0.001）。主管领导对安全和正念组织的支持与离职意向的直接关联不显著；然而，当一线员工感知到较低水平的正念组织时，主管领导对离职意向的积极影响变得显著（p<0.01）。
我们的结果表明，除了团队合作感知对离职意向有积极影响外，具有安全意识的支持性主管可以帮助减轻不良正念组织对一线员工离职意向的负面影响。医疗保健组织应该招聘和留住重视安全并具备足够关系能力的主管人员。他们还应进一步投入资源来建立和加强主管领导的关系能力。此外，提供关于可以提高团队合作质量、从而降低员工离开其单位/组织意愿的主题（例如，冲突管理）的现场研讨会很重要。
