{"title":"The effect of leader-member exchange on turnover intention in healthcare employees.","authors":"Meltem Saygili, Neset Hikmet, Gamze Yorgancioglu Tarcan","doi":"10.1108/JHOM-09-2024-0394","DOIUrl":null,"url":null,"abstract":"<p><strong>Purpose: </strong>This study aims to evaluate the effects of perceived leader--member exchange and working conditions on turnover intention among healthcare employees.</p><p><strong>Design/methodology/approach: </strong>The study population consisted of healthcare employees working in a medical faculty hospital in Türkiye. A stratified sampling method was used in sample selection. The data were obtained by the questionnaire method, and voluntary participation was taken as a basis. The questionnaire included sociodemographic information, a leader--member exchange (LMX) scale and a turnover intention scale. The research was conducted between April and May 2022 and completed with 400 participants. Descriptive statistics, correlation analysis and multiple linear stepwise regression analyses were chosen for data analysis.</p><p><strong>Findings: </strong>The findings showed that the participants had a medium-level perception of leader--member exchange and a medium-level turnover intention. Multiple linear stepwise regression analysis revealed that especially \"affect and professional respect\" sub-dimensions of LMX had a statistically significant and negative effect on turnover intention scores. In addition, weekly working hours had a statistically significant and positive effect on turnover intention (<i>p</i> < 0.05). Finally, it was determined that the variance in turnover intention score was explained by the \"affect and professional respect\" sub-dimensions of LMX and weekly working hours (<i>R</i><sup>2</sup> = 0.241).</p><p><strong>Originality/value: </strong>This study provides evidence on the impact of the \"affect\" and \"professional respect\" sub-dimensions of leader-member exchange as well as work environment factors on the turnover intentions of healthcare employees. The results are expected to guide healthcare organization leaders and managers on how to create a collaborative work environment that leads to employee retention.</p>","PeriodicalId":47447,"journal":{"name":"Journal of Health Organization and Management","volume":" ","pages":""},"PeriodicalIF":1.7000,"publicationDate":"2025-03-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Health Organization and Management","FirstCategoryId":"3","ListUrlMain":"https://doi.org/10.1108/JHOM-09-2024-0394","RegionNum":4,"RegionCategory":"医学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q3","JCRName":"HEALTH POLICY & SERVICES","Score":null,"Total":0}
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Abstract
Purpose: This study aims to evaluate the effects of perceived leader--member exchange and working conditions on turnover intention among healthcare employees.
Design/methodology/approach: The study population consisted of healthcare employees working in a medical faculty hospital in Türkiye. A stratified sampling method was used in sample selection. The data were obtained by the questionnaire method, and voluntary participation was taken as a basis. The questionnaire included sociodemographic information, a leader--member exchange (LMX) scale and a turnover intention scale. The research was conducted between April and May 2022 and completed with 400 participants. Descriptive statistics, correlation analysis and multiple linear stepwise regression analyses were chosen for data analysis.
Findings: The findings showed that the participants had a medium-level perception of leader--member exchange and a medium-level turnover intention. Multiple linear stepwise regression analysis revealed that especially "affect and professional respect" sub-dimensions of LMX had a statistically significant and negative effect on turnover intention scores. In addition, weekly working hours had a statistically significant and positive effect on turnover intention (p < 0.05). Finally, it was determined that the variance in turnover intention score was explained by the "affect and professional respect" sub-dimensions of LMX and weekly working hours (R2 = 0.241).
Originality/value: This study provides evidence on the impact of the "affect" and "professional respect" sub-dimensions of leader-member exchange as well as work environment factors on the turnover intentions of healthcare employees. The results are expected to guide healthcare organization leaders and managers on how to create a collaborative work environment that leads to employee retention.
期刊介绍：
■International health and international organizations ■Organisational behaviour, governance, management and leadership ■The inter-relationship of health and public sector services ■Theories and practices of management and leadership in health and related organizations ■Emotion in health care organizations ■Management education and training ■Industrial relations and human resource theory and management. As the demands on the health care industry both polarize and intensify, effective management of financial and human resources, the restructuring of organizations and the handling of market forces are increasingly important areas for the industry to address.
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