Proactive personality and turnover intentions of nurses: the roles of professional recognition and their supervisor’s proactive personality

IF 3.4 3区管理学 Q2 MANAGEMENT

Career Development International Pub Date : 2024-01-01 DOI:10.1108/cdi-08-2023-0256

Mijeong Kim, Jinuk Oh

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引用次数: 0

Abstract

Purpose

Given that the relationship between proactive personality and turnover intention is not straightforward in the literature, the authors address two research questions focusing on the nursing profession: does proactive personality negatively influence nurses' turnover intention by alleviating their lack of professional recognition? And does a supervisor’s proactive personality act as a boundary condition for the mediating effects of the lack of professional recognition in the link between proactive personality and turnover intentions?

Design/methodology/approach

A moderated mediation model linking proactive personality and turnover intentions was developed and tested on a sample of 579 nurses in 88 work units in general hospitals in South Korea.

Findings

The results of multilevel path analysis reveal that proactive personality has a negative indirect relationship with turnover intention via lack of professional recognition. Additionally, the indirect relationship is strengthened when the supervisor’s proactive personality is low.

Originality/value

These findings provide valuable empirical evidence on the inconclusive relationship between proactive personality and turnover intention by highlighting the role of proactive personality in attenuating the influence of negative occupational factors. Moreover, proactive personality as a boundary condition for the aforementioned relationship was empirically examined.

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护士的积极主动性格与离职意向：专业认可及其主管的积极主动性格的作用

目的鉴于主动型人格与离职意向之间的关系在文献中并不直观，作者针对护理行业提出了两个研究问题：主动型人格是否会通过缓解护士缺乏职业认同感而对其离职意向产生负面影响？在积极主动型人格与离职意向之间的联系中，主管的积极主动型人格是否作为缺乏专业认可的中介效应的边界条件？研究结果多层次路径分析结果显示，积极主动型人格通过缺乏专业认可与离职意向之间存在负向间接关系。此外，当主管的积极主动型人格较低时，这种间接关系会得到加强。原创性/价值这些研究结果为积极主动型人格与离职意向之间不确定的关系提供了宝贵的实证证据，强调了积极主动型人格在减弱消极职业因素影响方面的作用。此外，还对作为上述关系边界条件的积极主动型人格进行了实证研究。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Career Development International Multiple-

CiteScore

5.40

自引率

10.00%

发文量

期刊介绍： Careers and Development are inter-related fields of study with connections to many academic disciplines, organizational practices and policy developments in the emerging knowledge economies and learning societies of the modern world. Career Development International provides a platform for research in these areas that deals with questions of theories and theory development, as well as with organizational career strategy, policy and practice. Issues of theory and of practice may be dealt with at individual, organizational and society levels. The international character of submissions may have two aspects. Submissions may be international in their scope, dealing with a topic that is of concern to researchers throughout the world rather than of sole interest to a national audience. Alternatively, submissions may be international in content, relating, for example, to comparative analyses of careers and development across national boundaries, or dealing with inherently ''international'' issues such as expatriation. Coverage: -Individual careers - psychological and developmental perspectives -Career interventions (systems and tools, mentoring, etc) -Government policy and practices -HR planning and recruitment -International themes and issues (MNCs, expatriation, etc) -Organizational strategies and systems -Performance management -Work and occupational contexts