Linking meaningful work and nurse turnover intention: a multilevel modeling

Abstract

Purpose

This study aims to examine the moderating role of perceived supervisor support at the team level on the relationships between meaningful work, job embeddedness, and turnover intention at the individual level.

Design/methodology/approach

A cross-sectional study was performed in 52 work-units from private general hospitals in Thailand. A total of 719 nurses completed a self-reported questionnaire. The hypotheses were tested through a multilevel approach.

Findings

The results indicate that job embeddedness mediates the relationship between meaningful work and intention to quit, and that perceived supervisor support at the team level reduces turnover intention by reinforcing the impact of meaningful work on job embeddedness.

Research limitations/implications

Despite a possible absence of common method variance, social desirability bias may exist due to a single-source survey data. The generalizability of the findings may be limited due to the nature of the sample, which involved only one industry.

Practical implications

Coaching supervisors on management and communication styles and providing team members with a say in concerns and expectations potentially improve how supervisors can be more supportive toward their respective team members.

Originality/value

The novelty of this study lies in its inclusion of meaningful work and a supportive constituent from team supervisors in the mediational pathway of job embeddedness-turnover model by considering a cross-level perspective.

Citation

Dechawatanapaisal, D. (2023), "Linking meaningful work and nurse turnover intention: a multilevel modeling", Evidence-based HRM, Vol. 11 No. 3, pp. 448-464. https://doi.org/10.1108/EBHRM-01-2022-0016