{"title":"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","authors":"Mijeong Kim, Jinuk Oh","doi":"10.1108/cdi-08-2023-0256","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>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?</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>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.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>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.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>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.</p><!--/ Abstract__block -->","PeriodicalId":9597,"journal":{"name":"Career Development International","volume":"7 1","pages":""},"PeriodicalIF":3.4000,"publicationDate":"2024-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Proactive personality and turnover intentions of nurses: the roles of professional recognition and their supervisor’s proactive personality\",\"authors\":\"Mijeong Kim, Jinuk Oh\",\"doi\":\"10.1108/cdi-08-2023-0256\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<h3>Purpose</h3>\\n<p>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?</p><!--/ Abstract__block -->\\n<h3>Design/methodology/approach</h3>\\n<p>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.</p><!--/ Abstract__block -->\\n<h3>Findings</h3>\\n<p>The results of multilevel path analysis reveal that proactive personality has a negative indirect relationship with turnover intention via lack of professional recognition. 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Proactive personality and turnover intentions of nurses: the roles of professional recognition and their supervisor’s proactive personality
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.
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
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