Effect of perceived supervisor support, perceived co-worker support and technostress on turnover intention among nurses in Bangladesh
Description
Nurses are the heart of healthcare and an essential pillar of society that health standards heavily rely upon. However, it was reported that there is a high degree of turnover in the nursing profession which is the primary concern of many health services organisations. The high turnover of nurses was the result of a high nurse-patient ratio, resulting in an increased workload and a lower quality of patient care. This scenario is similar to Bangladesh. Therefore, this study aims to understand how to mitigate the high turnover intention among nurses in the healthcare sector in Bangladesh. Nevertheless, very little research has been conducted on the linkage between perceived supervisor support, perceived co-worker support and turnover intention among nurses in Bangladesh. Most of the research so far has been conducted in Western settings. It was also found that some of the findings are inconclusive, necessitating further research. In addition, there is a paucity of research to use technostress as a moderator to examine the relationship between perceived supervisor support, perceived co-worker support and turnover intention. Therefore this study filled these gaps because there is still some ambiguity about the relationship between all the variables. The social exchange theory and conservation of resources theory supported the conceptual framework. Employing a positivist approach, this study selected a quantitative correlational methodology. It employed a cross-sectional survey research design. Data were collected from 383 simple random sampled respondents with a response rate of 39.65% to validate a structural model developed by reviewing existing literature. Data were collected using a standardised measurement instrument that includes all the variables. This study used the self-reported questionnaire using the drop-off/pick-up method. The study’s results revealed that perceived supervisor support has a significant negative relationship with turnover intention. In contrast, perceived co-worker support has an insignificant relationship. This study also confirmed the moderating effect of technostress on the association between perceived organisational supervisor support, perceived co-worker support and turnover intention. Based on the findings, this study focused that hospitals should prioritise creating an environment that facilitates social exchange. This study hopes to assist human resource managers in improving human resource management techniques for minimising nurse turnover, which is particularly important in Bangladesh and, more broadly, in any country facing similar difficulties. In the future, the study emphasises longitudinal research designs that incorporate cause-and-effect relationships to achieve better results. At the aggregate level, emphasis should be placed on national laws, policies, and retention strategies’ role in reducing the nurses’ turnover intention, thereby enhancing healthcare provision.