SavedAdd your journal

Journals / Üçüncü Sektör Sosyal Ekonomi / 2021 / Cilt: 56 - Sayı: 2

The Relationship between Perceived Supervisory Support and Turnover Intention: The Moderator Effect of Career Satisfaction

Algılanan Yönetici Desteği ve İşten Ayrılma Niyeti İlişkisinde Kariyer Tatmininin Düzenleyici Rolü

Edip Sabahattin METE
Alptekin SÖKMEN
Alev SÖKMEN
Pages
850–874
Publication Date
2022-11-06
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

On the other hand, there is a positive relationship between perceived supervisory support andcareer satisfaction and a negative relationship between career satisfaction and turnover intention

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The aim of this study is to examine the moderator effect of career satisfaction in the relationship betweenperceived supervisory support and turnover intention.
📊
Key Findings & Data:The research data was obtained from the employees(nurses, caretakers and technicians) of a private health enterprise operating in the Ankara region. 398employees participated in this research.
💡
Conclusion & Impact:On the other hand, there is a positive relationship between perceived supervisory support andcareer satisfaction and a negative relationship between career satisfaction and turnover intention
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Domain Parameters

Abstract

The aim of this study is to examine the moderator effect of career satisfaction in the relationship betweenperceived supervisory support and turnover intention. The research data was obtained from the employees(nurses, caretakers and technicians) of a private health enterprise operating in the Ankara region. 398employees participated in this research. Correlation and regression analysis were applied by SPSS 26program. The results of the analysis revealed that there is a negative relationship between perceivedsupervisory support and turnover intention, and career satisfaction has a moderator effect in thisrelationship. On the other hand, there is a positive relationship between perceived supervisory support andcareer satisfaction and a negative relationship between career satisfaction and turnover intention

Özet

Bu çalışmanın temel amacı algılanan yönetici desteği ile işten ayrılma niyeti arasındaki ilişkide kariyer tatmininin düzenleyicilik etkisini incelemektir. Araştırma verileri anket yöntemiyle Ankara’da sağlık sektöründe faaliyet gösteren bir özel işletmenin hemşire, hastabakıcı ve teknikerlerinden elde edilmiştir. 398 çalışanın katılımıyla veri toplama süreci tamamlanmıştır. Toplanan veriler SPSS 26 paket programı aracılığıyla korelasyon ve regresyon analizlerine tabi tutulmuştur. Analiz sonuçları algılanan yönetici desteği ile işten ayrılma niyeti arasında negatif yönlü anlamlı bir ilişki olduğunu ve kariyer tatmininin bu ilişkide düzenleyici bir değişken olarak rol oynadığını ortaya koymuştur. Diğer taraftan algılanan yönetici desteği ile kariyer tatmini arasında pozitif yönlü ve gene kariyer tatmini ile işten ayrılma niyeti arasında ise negatif yönlü anlamlı bir ilişki olduğu elde edilen diğer sonuçlardır

🔖

Cite This Article

METE, E. S., SÖKMEN, A., SÖKMEN, A. (2022). The Relationship between Perceived Supervisory Support and Turnover Intention: The Moderator Effect of Career Satisfaction. Üçüncü Sektör Sosyal Ekonomi, Cilt: 56 - Sayı: 2, 850–874. https://ajindex.com/articles/645605

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (12)

  1. Abrams, D., Ando, K., Hinkle, S., (1998). “Psychological attachment to the group: crosscultural differences in organizational identification and subjective norms as predictors of workers' turnover intentions”, Personality and Social Psychology Bulletin, Vol. 24, No. 10, pp. 1027-1039.
  2. Aiken, L. S., West, S. G., (1991). “Multiple regression: testing and interpreting interactions.” Sage Publications, Inc., New York. Ajzen, I., Fishbein, M., (1977). “Attitude-behavior relations: A theoretical analysis and review of empirical research”, Psychological Bulletin, Vol.84, No.5, pp. 888–918.
  3. Allen, D. G., Shore, L. M., Griffeth, R. W., (2003). “The role of perceived organizational support and supportive human resource practices in the turnover process”, Journal of Management, Vol. 29, No.1, pp. 99–118.
  4. Angle, H. L., Perry, J. L., (1981). “An empirical assessment of organizational commitment and organizational effectiveness”, Administrative Science Quarterly, Vol. 26. No.1, pp. 1-14.
  5. Arici, H.E., (2018). "Perceived supervisor support and turnover intention: moderating effect of authentic leadership", Leadership and Organization Development Journal, Vol. 39 No. 7, pp. 899-913.
  6. Armstrong-Stassen, M., Ursel, N. D., (2009). “Perceived organizational support, career satisfaction, and the retention of older workers”, Journal of Occupational and Organizational Psychology, Vol.82, No.1, pp. 201–220.
  7. Barnett, B. R., Bradley, L., (2007). “The impact of organisational support for career development on career satisfaction”, The Career Development International, Vol.12, No.7, pp. 617–636.
  8. Baron, R. M., Kenny, D. A., (1986). “The moderator–mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations”, Journal of Personality and Social Psychology, Vol. 51, No. 6, 1173-1182.
  9. Becker, T. E., (1992). “Foci and bases of commitment: are they distinctions worth making?”, Academy of Management Journal, Vol.35, No.1, pp. 232-244.
  10. Bedeian, A., Kemery, E., Pizzolatto, A., (1991). “Career commitment and expected utility of present job as predictors of turnover intentions and turnover behaviour”, Journal of Vocational Behavior, Vol. 39, No. 3, pp. 331-343.
  11. Blau, G., (2007). “Does a corresponding set of variables for explaining voluntary turnover transfer to explaining voluntary occupation turnover?”, Journal of Vocational Behavior, Vol. 70, pp. 135-45.
  12. Bluedorn, A. D.,(1982). “A unified model of turnover from organizations”, Human Relati