I fattori psico-sociali che influenzano l'intenzione di turnover

Turnover is an important organizational phenomenon that has invited close attention for decades. Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. Nurse leaving is a serious international problem as it contributes to the nursing shortage that threatens the welfare of society. In the last 30 years, traditional research on turnover focuses on negative job attitudes (e.g., low levels of job satisfaction) as the cause of leaving. The following PhD thesis offers a review of the literature on labour turnover in organizations. Initially the importance of the subject area is established, as analyses of turnover are outlined and critiqued. The potentially critical impact of turnover behavior on organizational effectiveness is presented as justification for the need of model turnover, as a precursor to prediction and prevention. Key models from the literature of work turnover are presented and critiqued, and it are the basis for the theoretical model proposed, where the turnover intention is the principal precursor of the voluntary turnover behavior. In particular, turnover intention was operazionalized as intent to leave the hospital and intent to leave the ward. The others predictors theorized to influence the intention to leave (both ward as hospital) are: Organizational Commitment, Job Satisfaction, Job Involvement (these three constructs represents the bulk of the model), Job Characteristics, Work Family-Conflicts, Leader Member-Exchange and Job Embeddedness. A convenience sample of 449 Nurses was recruited from one public hospital in Italy. Data were analyzed using Structural Equation Models. In general, the hypothesized model was confirmed and show good fit indices. The results of the path analyses indicate and confirm that Organizational Commitment fully mediates the relationship between Job Satisfaction and intention to leave. In particular the most important results are the influences of two previously neglected variables on turnover intention: Job Embeddedness and Work-Family Conflict. The results are consistent with the argument that WFC predicts levels of turnover intentions and that Fit Community also predicts turnover over and beyond a combination of perceived desirability of movement measures (job satisfaction and organizational commitment). Future research may need to address the possible influences of this two variables to understand the complex process of turnover intention.