Le determinanti dell'intenzione di turnover e dei comportamenti di cittadinanza organizzativa: verifica di un modello motivazionale

Most researches in the Human Resources Management highlighted that the implementation of practices that influences both employee’s motivation and organizational commitment, it can determines a decisive advantage for the organization. More precisely, based on Self-Determination theory, this dissertation aims to investigate the complex system of determinants of organizational citizenship behaviors and of turnover intentions, examining the role of organizational commitment and motivation at work as a major direct and indirect antecedents. Moreover, it will be empirically tested the integrative model of Meyer, Becker and Vandenberghe (2004) related to the integration between commitment and motivation, and so individuating the influence of the different components of organizational commitment on the forms of motivational regulation. This study has involved 593 registered nurses from two Italian public hospitals. The results demonstrates that POS, LMX, Job characteristics and learning orientation are important antecedents of commitment and work motivation, that in turn influences meaningfully job satisfaction, citizenship behaviors and intentions to leave. Moreover from empirical validation of Meyer et al. integrative model, the results of this study confirms that commitment (affective, normative and continuance) represents the direct antecedent of work motivation. In the final chapter, the conclusions are discussed in terms of its practical implications to organizations, employees and the need for future research.