Objectives: The study examined the mediating
influence of individual psychological reactions to
work on the relationship between organisational
climate and job withdrawal behaviours (viz, intention
to leave and absenteeism).
Methods: 1097 hospital employees were surveyed
using the Queensland Public Agency Staff
Survey (QPASS) to obtain measures of organisational
climate, psychological reactions to work, job
satisfaction, and self-reported levels of intention to
leave. Group-level absenteeism data were provided
from the Health Service District files.
Results: Two psychological states, quality of
work life and job satisfaction, were found to fully
mediate the relationship between the organisational
climate variable, role clarity, and intention to
leave, while individual distress was found to partially
mediate the same relationship. However, the
hypothesised mediation effect of psychological
states on the relationship between organisational
climate and absenteeism did not emerge.
Conclusion: Skills shortages and increasing
demands for health services make retention of
staff in the health service industry vitally important.
As a means of addressing this issue, this
study presents an emergent mediating model
defining relationships among individual psychological
factors, aspects of organisational climate
and intention to leave. Identification of the processes
associated with staff withdrawal behaviours
or intentions will assist in devising
interventions to improve retention.
Predicting absenteeism and turnover intentions in the health professions