ArticleBMC primary care2022
The relationship between organisational support for career development, organisational commitment, and turnover intentions among healthcare workers in township hospitals of Henan, China.
Article in BMC primary care, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 6 papers.
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6 citing papers in PubMed, 19 citations in OpenAlex.
- Exploring Romanian Pharmacists' Migration Readiness Through the Push-Pull-Mooring Framework: A PLS-SEM Study.Healthcare (Basel, Switzerland) · 2026Article
- Exploring the nexus between perceived organizational support and professional identity among nursing professionals: a mediation-moderation mechanism.BMC nursing · 2026Article
- Proactive personality and career crafting in Chinese medical professionals: a conditional process model of occupational stigma and organizational career management.Frontiers in psychology · 2026Article
- Narcissistic leadership, workplace bullying, turnover intention, and creative performance: a study of nurses.BMC nursing · 2025Article
- The impact of workplace psychological violence on clinical nurses' turnover intention: the mediating role of perceived stress.Frontiers in public health · 2025Article
- Turnover intention and its influencing factors among male nurses in China: a national-scale descriptive study.BMC nursing · 2024Article
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Authors and funding
2 authors at 2 institutions in 1 country.
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Abstract
backgroundTownship hospitals in China face the challenge of shortage and turnover of healthcare workers. This study aims to evaluate the relationship between organisational support for career development (OSCD), organisational commitment, and turnover intentions among healthcare workers in township hospitals.
methodsThe data in this study were obtained from the Health Service Capacity Survey of Primary Health Institutions (2020), one of the special surveys of rural health poverty alleviation in Henan, China. The sample comprised 298 healthcare workers. Three standardised instruments were used: the turnover intention scale, OSCD scale, and organisational commitment scale. Descriptive statistics, One-way Analysis of Variance, Pearson correlation analysis, and the simple mediation model were used for data analysis.
resultsThe results showed that the mean score of the healthcare workers' turnover intentions was 2.21 ± 0.77, which was low. The healthcare workers' turnover intentions had significant differences in gender, age, marital status, education, professional title, and organisational tenure. OSCD had no significant direct relationship with turnover intentions, while having a significant positive direct relationship with organisational commitment. Organisational commitment had a significant negative direct relationship with turnover intentions, and played a fully mediating role in the relationship between OSCD and turnover intentions.
conclusionsOSCD had an indirect negative effect on healthcare workers' turnover intentions in township hospitals through the full mediation of organisational commitment. The findings of this study suggest the importance of policymakers and organisation managers to improve OSCD practice and pay attention to 'humanistic management'. In addition, the formulation and implementation of talent retention policies should consider socio-demographic differences.
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