Mediating effect of organizational commitment between POS and TI
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In recent years, public sector hospitals are concerned about those employees who are committed to their organization, so they achieve competitive advantage and enhanced organizational performance. This commitment can be consistent by public employees when organizations give perceived support to their employees and this perceived organizational support is termed as POS. Today, organizations not only focusing on pay and fringe benefits but also give significance to employee recognition, respect and approval in organization, because this POS is the predictor of turnover intention in hospitals emp...
In recent years, public sector hospitals are concerned about those employees who are committed to their organization, so they achieve competitive advantage and enhanced organizational performance. This commitment can be consistent by public employees when organizations give perceived support to their employees and this perceived organizational support is termed as POS. Today, organizations not only focusing on pay and fringe benefits but also give significance to employee recognition, respect and approval in organization, because this POS is the predictor of turnover intention in hospitals employees. This turnover in public hospitals will leads to low morale in other employees, seeking alternative jobs and increase turnover of remaining employees. The purpose of this study is to investigate the mediating role of organizational commitment on the relationship between POS and turnover intentions; also examine that predictors of POS such as trust in management, supervisory support and autonomy lay an impact on turnover of public hospital employees.
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