Algılanan Örgütsel Destek, Prososyal Motivasyon ve İşten Ayrılma Niyeti İlişkisi: Sağlık Sektöründe Bir Araştırma

Abstract

Bu araştırmanın amacı, sağlık çalışanlarında prososyal motivasyonun işten ayrılma niyeti üzerindeki etkisinde algılanan örgütsel desteğin aracılık rolünü incelemektir. Araştırmanın örneklemini, Zonguldak ilinde faaliyet gösteren üç kamu hastanesinde görev yapan sağlık çalışanları oluşturmaktadır. Nicel araştırma desenine göre tasarlanan çalışmada veriler, kolayda örnekleme yöntemiyle seçilen 237 sağlık çalışanından; Prososyal Motivasyon Ölçeği, Algılanan Örgütsel Destek Ölçeği, İşten Ayrılma Niyeti Ölçeği ve demografik bilgi formu aracılığıyla toplanmıştır. Verilerin analizinde, yapısal eşitlik modellemesi kapsamında doğrulayıcı faktör analizi ve yol analizi kullanılmıştır. Elde edilen bulgular, prososyal motivasyonun algılanan örgütsel desteği pozitif, işten ayrılma niyetini ise negatif yönde anlamlı biçimde yordadığını ortaya koymaktadır. Ayrıca algılanan örgütsel desteğin işten ayrılma niyetini negatif yönde yordadığı ve prososyal motivasyon ile işten ayrılma niyeti arasındaki ilişkide kısmi aracılık rolü üstlendiği tespit edilmiştir. Araştırma bulguları, prososyal motivasyona sahip sağlık çalışanlarının örgütlerinden destek algıladıklarında işten ayrılma niyetlerinin azaldığını göstermektedir. Bu sonuç, sağlık kurumlarının, çalışanlarının prososyal motivasyonlarını desteklemeleri ve örgütsel destek algılarını güçlendirmeleri gerektiğini ortaya koymaktadır.

Keywords

• Prososyal motivasyon
• Algılanan örgütsel destek
• İşten ayrılma niyeti

The Relationship between Perceived Organizational Support, Prosocial Motivation, and Turnover Intention: An Empirical Study in the Healthcare Sector

Abstract

This study aims to examine the mediating role of perceived organizational support in the effect of prosocial motivation on turnover intention among healthcare workers. The sample consists of healthcare professionals employed in three public hospitals in Zonguldak province. The study was designed using a quantitative research approach, and data were collected from 237 healthcare workers selected through convenience sampling via the Prosocial Motivation Scale, the Perceived Organizational Support Scale, the Turnover Intention Scale, and a demographic information form. Confirmatory factor analysis and path analysis were employed within the framework of structural equation modeling to analyze the data. The findings reveal that prosocial motivation has a significant positive effect on perceived organizational support and a significant negative effect on turnover intention. Additionally, perceived organizational support was found to negatively predict turnover intention and to serve as a partial mediator in the relationship between prosocial motivation and turnover intention. These results indicate that healthcare workers with high prosocial motivation exhibit lower turnover intentions when they perceive strong organizational support. Accordingly, healthcare institutions should develop strategies aimed at fostering employees' prosocial motivation and strengthening their perceptions of organizational support.

Keywords

• Prosocial motivation
• Perceived organizational support
• Turnover intention

References

1. Albayrak, A. S. (2006). Uygulamalı çok değişkenli istatistik teknikleri. Asil Yayın Dağıtım.
2. Allen, D. G. ve Shanock, L. R. (2013). Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees. Journal of Organizational Behavior, 34(3), 350-369.
3. Arshad, M., Abid, G., Contreras, F., Elahi, N. S. ve Athar, M. A. (2021). Impact of prosocial motivation on organizational citizenship behavior and organizational commitment: The mediating role of managerial support. Frontiers in Psychology, 12, Article 655714.
4. Arshadi, N. (2011). The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation. Procedia - Social and Behavioral Sciences, 30, 1103-1108.
5. Bas, M. ve Çınar, O. (2021). The mediating role of work engagement in the relationship between perceived organizational support and turnover intention - with an application to healthcare employees in Erzincan Province of Turkey. Ekonomski Vjesnik/Econviews, 34(2), 291-306.
6. Boakye, K. G., Opoku, S. T. ve Apenteng, B. A. (2023). Linking quality supervisory support to turnover intentions among rural healthcare professionals: The mediating role of performance appraisal satisfaction and moderating role of perceived organizational support. Quality Management Journal, 30(4), 210-224.
7. Brown, T. A. (2006). Confirmatory factor analysis for applied research. Guilford Press.
8. Cho, S., Johanson, M. M. ve Guchait, P. (2009). Employees intent to leave: A comparison of determinants of intent to leave versus intent to stay. International Journal of Hospitality Management, 28(3), 374-381.

9. Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Lawrence Erlbaum Associates.
10. Eisenberger, R., Huntington, R., Hutchison, S. ve Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
11. Eisenberger, R., Cummings, J., Armeli, S. ve Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology, 82(5), 812-820.
12. Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D. ve Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.
13. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L. ve Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
14. Fornell, C. ve Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
15. Frazier, M. L. ve Tupper, C. (2016). Supervisor prosocial motivation, employee thriving, and helping behavior: A trickle-down model of psychological safety. Group & Organization Management, 43(4), 561-593.
16. Fuller, C. M., Simmering, M. J., Atinc, G., Atinc, Y. ve Babin, B. J. (2016). Common methods variance detection in business research. Journal of Business Research, 69(8), 3192-3198.
17. Galanis, P., Moisoglou, I., Malliarou, M., Katsiroumpa, A. ve Sarafis, P. (2024). Perceived organizational support and nursing turnover intention: Systematic review and meta-analysis. Healthcare, 12(3), Article 301.
18. George, J. M., Reed, T. F., Ballard, K. A., Colin, J. ve Fielding, J. (1993). Contact with AIDS patients as a source of work-related distress: Effects of organizational and social support. Academy of Management Journal, 36(1), 157-171.
19. Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161-178.
20. Grant, A. M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity. Journal of Applied Psychology, 93(1), 48-58.
21. Grant, A. M. ve Mayer, D. M. (2009). Good soldiers and good actors: Prosocial and impression management motives as interactive predictors of affiliative citizenship behaviors. Journal of Applied Psychology, 94(4), 900-912.
22. Grant, A. M. ve Sumanth, J. J. (2009). Mission possible? The performance of prosocially motivated employees depends on manager trustworthiness. Journal of Applied Psychology, 94(4), 927-944.
23. Grant, A. M. ve Berg, J. M. (2011). Prosocial motivation at work: When, why, and how making a difference makes a difference. In K. Cameron ve G. Spreitzer (Eds.), The Oxford handbook of positive organizational scholarship (pp. 28-44). Oxford University Press.
24. Günalan, M. ve Ceylan, A. (2015). The mediating effect of organizational support between job insecurity and turnover intention in private hospitals. International Journal of Business and Management, 10(10), 74-86.
25. Hair, J. F., Black, W. C., Babin, B. J. ve Anderson, R. E. (2010). Multivariate data analysis. Prentice Hall.
26. Hair, J. F., Black, W. C., Babin, B. J. ve Anderson, R. E. (2019). Multivariate data analysis. Cengage.
27. Hair, J. F., Hult, G. T. M., Ringle, C. M. ve Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM). Sage.
28. Haris, R. A., Hermawan, F. ve Lalamentik, O. J. (2025). Unraveling the dynamics of talent retention strategies in competitive business environments. International Journal for Science Review, 2(3), 135-146.
29. Henseler, J., Ringle, C. M. ve Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135.
30. Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
31. Holtom, B. C., Mitchell, T. R., Lee, T. W. ve Eberly, M. B. (2008). Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. Academy of Management Annals, 2(1), 231-274.
32. Hu, L. T. ve Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6(1), 1-55.
33. Kanbur, E. (2016). Algılanan örgütsel desteğin çalışanların iç girişimcilik performansları üzerindeki etkisinin incelenmesi. Kafkas Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 7(14), 443-460.
34. Kesen, M. ve Akyüz, B. (2016). Duygusal emek ve prososyal motivasyonun işe gömülmüşlüğe etkisi: Sağlık çalışanları üzerine bir uygulama. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 25(2), 233-250.
35. Krishnan, J. ve Singh, M. (2010). Intention to quit and job-related factors. Journal of Business Research, 63(4), 419-426.
36. Lazauskaite-Zabielske, J., Urbanaviciute, I. ve Bagdziuniene, D. (2015). The role of prosocial and intrinsic motivation in employees' citizenship behaviour. Baltic Journal of Management, 10(3), 345-365.
37. Lee, K. ve Jun, H. S. (2024). The mediating effects of perceived organizational support and perceived supervisor support in the relationship between clinical nurses' organizational citizenship behavior and turnover intention. Journal of Korean Academy of Nursing Administration, 30(1), 11-18.
38. Li, Q., Mohamed, R., Mahomed, A. ve Khan, H. (2022). The effect of perceived organizational support and employee care on turnover intention and work engagement: A mediated moderation model using age in the post pandemic period. Sustainability, 14(15), Article 9125.
39. Mailiza, C., Harmen, H. ve Iskandarsyah. (2024). The influence of perceived organizational support and proactive personality on affective commitment with prosocial motivation as a mediator in Aceh Education Service employees. International Journal of Business Management and Economic Review, 7(3), 85-98.
40. Meydan, C. H. ve Şeşen, H. (2011). Yapısal eşitlik modellemesi AMOS uygulamaları. Detay Yayıncılık. Mobley, W. H., Horner, S. O. ve Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414.
41. Nunnally, J. C. ve Bernstein, I. H. (1994). Psychometric theory (3rd ed.). McGraw-Hill.
42. Ong, J. F. B., Tan, J. M. T., Villareal, R. F. C. ve Chiu, J. L. (2019). Impact of quality work life and prosocial motivation on the organizational commitment and turnover intent of public health practitioners. Review of Integrative Business and Economics Research, 8(Suppl. 4), 24-43.
43. Örücü, E. ve Özafşarlıoğlu, S. (2013). Örgütsel adaletin çalışanların işten ayrılma niyetine etkisi: Güney Afrika Cumhuriyeti’nde bir uygulama. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 10(23), 335-358.
44. Özdevecioğlu, M. (2003). Algılanan örgütsel destek ile örgütsel bağlılık arasındaki ilişkilerin belirlenmesine yönelik bir araştırma. Dokuz Eylül Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 18(2), 113-130.
45. Poku, C. A., Mensah, E. K., Osei-Tutu, S. ve Afriyie, S. O. (2025). Turnover intention and its consequences in health organizations. International Journal of Health Policy and Management. Advance online publication.
46. Preacher, K. J. ve Hayes, A. F. (2008). Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models. Behavior Research Methods, 40(3), 879-891.
47. Rubel, M. R. B., Hung Kee, D. M. ve Rimi, N. N. (2021). High-performance work practices and medical professionals' work outcomes: The mediating effect of perceived organizational support. Journal of Advances in Management Research, 18(3), 368-391.
48. Sartori, R., Costantini, A., Ceschi, A. ve Tommasi, F. (2023). The mediating role of work motivation and organizational commitment between perceived organizational support and turnover intention. Frontiers in Psychology, 14, Article 1125489.
49. Sharif, S., Bashir, M. ve Shabbir, M. S. (2021). Organizational support, job satisfaction, and turnover intention: The moderating role of psychological ownership. Journal of Management Sciences, 8(1), 1-18.
50. Sheng, H., Tian, D., Sun, L., Hou, Y. ve Liu, X. (2023). Nurse practice environment, perceived organizational support, general well-being, occupational burnout and turnover intention: A moderated multi-mediation model. Nursing Open, 10, 3828-3839.
51. Tett, R. P. ve Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259-293.
52. Toscano, F., Galanti, T. ve Cortini, M. (2025). Reducing nurses' emotional exhaustion and turnover intentions: The role of prosocial orientation and perceived patient gratitude in a moderated mediation model. Journal of Nursing Management, 2025, Article 4445460.
53. Ullah, I., Elahi, N. S., Abid, G. ve Butt, M. Z. (2020). Perceived organizational support, prosocial motivation, and affective commitment: A mediation analysis. Journal of Organizational Behavior, 41(8), 745-760.
54. Wang, H., Lu, C. ve Siu, O. L. (2014). Perceived organizational support and employee creativity: The moderating role of exchange ideology. Journal of Business Research, 67(5), 1069-1074.
55. Wang, X., Zhang, L. ve Liu, Y. (2025). Turnover intention among healthcare workers: Current perspectives. Frontiers in Public Health, 13, Article 1029384.
56. Zheng, X., Wang, Z. ve Chen, H. (2021). Prosocial motivation, affective commitment, job satisfaction and turnover intention: A mediation model. Current Psychology, 40(7), 3412-3423.