Congruency of resources and demands and their effects on staff turnover within the English health care sector
Congruency of resources and demands and their effects on staff turnover within the English health care sector
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DOI：
10.1111/joop.12214
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发表时间：
2018-09-01
影响因子：
6.2
通讯作者：
Lyubovnikova, Joanne
中科院分区：
文献类型：
--
作者：
Fletcher, Luke;Carter, Matthew;Lyubovnikova, Joanne
本研究在组织层面考察了英国医疗保健行业工作需求和资源之间的一致性及其对员工流动率的影响。多项式回归分析164急性医院信托基金发现支持的预测，即组织的一致水平的资源和需求将有相对较低的人员流动，而那些不一致的水平将有相对较高的人员流动。总体而言，这项研究表明，个人的工作设计应考虑在一个更广泛的组织设计perspectives.Practitioner pointsWe研究了工作需求，工作资源和员工流动率在英语医疗保健行业的组织层面的关系。由许多高要求工作组成的组织应提供更多的资源，以帮助留住工作人员。然而，有些组织即使提供了更多的资源，工作人员更替率仍然较高。相反，有些国家的工作人员更替率可能很低，但积极性和业绩却很差。因此，在这些情况下，重要的是影响需求水平，而不是简单地提供更多资源。
This study examines, at the organizational level, the congruency between job demands and resources and their effects on staff turnover within the English health care sector. Polynomial regression analyses conducted on 164 acute hospitals trusts found support for the predictions that organizations with congruent levels of resources and demands would have relatively low staff turnover whereas those with incongruent levels would have relatively high staff turnover. Overall, the study indicates that individual job design should be considered within a broader organizational design perspective.Practitioner pointsWe examined the organizational-level relationships between job demands, job resources, and staff turnover within the English health care sector. Organizations comprised of many highly demanding jobs should offer higher levels of resources to help retain staff. However, some organizations may still see relatively high levels of staff turnover even after offering higher levels of resources. Conversely, some may see low levels of staff turnover, yet poor motivation and performance. Therefore, influencing levels of demands rather than simply offering more resources is important in these contexts.