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The employee retention triad in health care: Exploring relationships amongst organisational justice, affective commitment and turnover intention

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  • Tyrone A Perreira
  • Whitney Berta
  • Monique Herbert

Abstract

Aims and objectives To increase understanding of the relationships between organisational justice, affective commitment and turnover intention in health care. Background Turnover in health care is a serious concern, as it contributes to the global nursing shortage and is associated with declines in quality of care, patient safety and patient outcomes. Turnover also impacts care teams and is associated with decreased staff cohesion and morale. Methods A survey was developed and administered to frontline nurses working in the Province of Ontario, Canada. The data were used to test a hypothetical model developed from a review of the literature. The relationships amongst the three constructs were evaluated using structural equation modelling and mediation analysis. Results The hypothesised model was generally supported, although we were limited to considerations of interpersonal justice, affective commitment to one's organisation and turnover intention. Interpersonal justice is associated with affective commitment to one's organisation, which is negatively associated with turnover intention. Interpersonal justice was also found to be directly and negatively associated with turnover intention. Affective commitment to one's organisation was also found to mediate the relationship between interpersonal justice and turnover intention. Conclusions The examination of relationships within the “employee retention triad” in a single, comprehensive model is novel and provides new information regarding relational complexity and insights into what healthcare leaders can do to retain employees. Relevance to clinical practice Reducing turnover may help to decrease some of the stressors related to turnover for clinical staff remaining at the organisation such as constant onboarding and orientation of new hires, working with less experienced staff and increased workload due to decreased staffing.

Suggested Citation

  • Tyrone A Perreira & Whitney Berta & Monique Herbert, 2018. "The employee retention triad in health care: Exploring relationships amongst organisational justice, affective commitment and turnover intention," Journal of Clinical Nursing, John Wiley & Sons, vol. 27(7-8), pages 1451-1461, April.
    • Handle: RePEc:wly:jocnur:v:27:y:2018:i:7-8:p:e1451-e1461
    DOI: 10.1111/jocn.14263
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    Cited by:

    1. Yuan‐Ping Chang & De‐Chih Lee & Shu‐Chen Chang & Yi‐Hua Lee & Hsiu‐Hung Wang, 2019. "Influence of work excitement and workplace violence on professional commitment and turnover intention among hospital nurses," Journal of Clinical Nursing, John Wiley & Sons, vol. 28(11-12), pages 2171-2180, June.
    2. Thi Tuan Linh Pham & Ching‐I Teng & Daniel Friesner & Kai Li & Wan‐Er Wu & Yen‐Ni Liao & Yin‐Tzu Chang & Tsung‐Lan Chu, 2019. "The impact of mentor–mentee rapport on nurses’ professional turnover intention: Perspectives of social capital theory and social cognitive career theory," Journal of Clinical Nursing, John Wiley & Sons, vol. 28(13-14), pages 2669-2680, July.
    3. Hazem Ali & Min Li & Xunmin Qiu, 2024. "Examination of HRM practices in relation to the retention of Chinese Gen Z employees," Palgrave Communications, Palgrave Macmillan, vol. 11(1), pages 1-12, December.
    4. Wenjie Zhang & Hongdao Meng & Shujuan Yang & Danping Liu, 2018. "The Influence of Professional Identity, Job Satisfaction, and Work Engagement on Turnover Intention among Township Health Inspectors in China," IJERPH, MDPI, vol. 15(5), pages 1-13, May.
    5. Sayli, Melisa & Moscelli, Giuseppe & Blanden, Jo & Bojke, Chris & Mello, Marco, 2022. "Do Non-monetary Interventions Improve Staff Retention? Evidence from English NHS Hospitals," IZA Discussion Papers 15480, Institute of Labor Economics (IZA).
    6. Desley Hegney & Diane Chamberlain & Clare Harvey & Agnieszka Sobolewska & Bruce Knight & Anne Garrahy, 2019. "From incomer to insider: The development of the TRANSPEC model – A systematic review of the factors influencing the effective rapid and early career TRANsition to a nursing SPECiality in differing con," PLOS ONE, Public Library of Science, vol. 14(5), pages 1-28, May.
    7. Xiuxiu Huang & Zhaoyang Li & Qiaoqin Wan, 2019. "From organisational justice to turnover intention among community nurses: A mediating model," Journal of Clinical Nursing, John Wiley & Sons, vol. 28(21-22), pages 3957-3965, November.
    8. Camelia López-Deflory & Amélie Perron & Margalida Miró-Bonet, 2021. "Organisational Justice and Political Agency among Nurses in Public Healthcare Organisations: A Qualitative Study Protocol," IJERPH, MDPI, vol. 18(17), pages 1-11, August.
    9. Ting Cao & Xiuxiu Huang & Limin Wang & Bei Li & Xu Dong & Han Lu & Qiaoqin Wan & Shaomei Shang, 2020. "Effects of organisational justice, work engagement and nurses' perception of care quality on turnover intention among newly licensed registered nurses: A structural equation modelling approach," Journal of Clinical Nursing, John Wiley & Sons, vol. 29(13-14), pages 2626-2637, July.
    10. Twumasi Evelyn & Addo Belinda, 2020. "Perceived Organisational Support as a Moderator in the Relationship Between Organisational Justice and Affective Organisational Commitment," Economics and Culture, Sciendo, vol. 17(2), pages 22-29, December.

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