Browsing by Author "Du Plessis, Mienke"
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- ItemThe development and empirical evaluation of an intention to quit structural model for nurses in the public sector in South Africa(Stellenbosch : Stellenbosch University, 2017-12) Du Plessis, Mienke; Görgens, Gina; Stellenbosch University. Faculty of Economic and Management Sciences. Dept. of Industrial Psychology.ENGLISH SUMMARY : Nursing staff turnover is significantly higher than turnover experienced in other occupational groups. Resultantly studying turnover and turnover intent in the health care industry is important. Turnover intent has been cited as the most immediate determinant of actual turnover, and high nurse turnover and consequent diminished staff numbers have a significant detrimental effect on performance and the nature of care received by patients. Countless individual and organisational factors that influence employee turnover and intention to quit have been reported in the literature, which can either heighten or lower turnover intent. The study is based on the theory of the job demands-resources model, distinguishing between factors that operate as either resources or demands, in an individual’s work environment; and how that contributes to turnover or intention to quit. Given the majority of demands inherently present in the work done by nurses, the current study focussed specifically on examining the influence of resources on lowering intention to quit; through their influence on job satisfaction and affective commitment. Organisational resources included in the study were family supportive supervisor behaviour and psychosocial safety climate; whereas resilience and calling orientation were included as personal resources. The study made use of an ex post facto correlational design to test the relationships between the various constructs. A non-probability convenience sample of n = 184 public health sector nurses, employed in hospitals in the Northern and Western Cape, completed a composite questionnaire. Intention to quit was measured with the intention to quit scale by Cohen (1993). Job satisfaction was assessed by means of Ng’s (1993) Nurse Satisfaction Scale (NSS) and the pay satisfaction subscale of the Job Satisfaction Survey (JSS) (Spector, 1985). The Affective commitment scale (ACS) was used to measure Affective commitment. Family supportive supervisor behaviour was assessed with the FSSB scale (Hammer et al., 2008), and psychosocial safety climate with the PSC-12 (Hall et al., 2010). To measure calling orientation, Dik et al. (2012) calling and vocation questionnaire (CVQ) was utilised. Resilience was measured with the resilience subscale of the psychological capital questionnaire (PSQ-24) (Luthans et al., 2007). And finally, perceived organisational effectiveness was assed with a POE questionnaire. The psychometric properties of the measuring instruments, utilized in the study, were examined by means of item analysis and confirmatory factor analysis (CFA). The structural model was tested using Structural Equation Modelling (SEM) to determine the effectiveness with which the model explained unique variance in intention to quit. The two interaction effects within the model was tested by means of moderated multiple regression. The results indicated significant relationships existing between a number of constructs. Both affective commitment and job satisfaction were confirmed as significant predictors of intention to quit. Family supportive supervisor behaviour was shown to significantly influence affective commitment, job satisfaction as well as psychosocial safety climate. Psychosocial safety climate, in turn, emerged as a significant predictor of job satisfaction as well as affective commitment. Support was found for the influence of calling on resilience, as well as job satisfaction on perceived organisational effectiveness. No support was found for the influence of resilience on Psychosocial safety climate, job satisfaction or affective commitment. The influence of perceived organisational effectiveness on calling was also found to be insignificant. While weak evidence in support of calling moderating the relationship between psychosocial safety climate and job satisfaction was obtained, no evidence was found for the moderating effect of resilience. This study contributed to the body of research focussed on the antecedents of intention to quit. Based on the practical implications of the findings several managerial recommendations are put forward. In conclusion, the results indicate that the model provides a partial, yet plausible explanation of the network of variables accounting for variance in intention to quit among public health sector nurses in South Africa.