Effect of perceived supervisor support, technological self-efficacy and technostress on nurses turnover intention: A moderated mediation model
Kazi Omar Siddiqia, Md. Hasanur Rahmanb c, Junaid Rahmand, Magdalena Rãdulescue f g✉
- aDepartment of Management Studies, Comilla University, Cumilla, 3506, Bangladesh. Electronic address: kaziomar82@cou.ac.bd
- bDepartment of Economics, Brahmaputra International University, Jamalpur, 2000, Bangladesh
- cDepartment of Economics, Comilla University, Cumilla, 3506, Bangladesh
- dDepartment of Finance, University of Chittagong, Bangladesh
- eNational University of Science and Technology Politehnica Bucharest, Pitesti University Center, Pitesti, Romania
- fBEU-Scientific Research Center, Baku Engineering University, Baku, Azerbaijan
Papers open inside SciRah from the original publisher or repository; SciRah never hosts them.
Abstract
Drawing on the social exchange theory (SET), social cognitive career theory (SCCT) and the conservation of resources (COR) theory, this study aims to investigate the influence of perceived supervisor support on turnover intention among nurses in Bangladesh, examining the mediating role of technological self-efficacy and the moderating effect of technostress. Data were gathered using non-probabilistic purposive sampling by surveying 386 nurses from Dhaka Medical College Hospital of Bangladesh. Partial least squares structural Equation modeling (PLS-SEM) tested the hypothesized model. The result shows that perceived supervisor support was significantly and positively related to turnover intention. The mediating impact of technological self-efficacy in the relationship between perceived supervisor support and turnover intention was confirmed in the study. This study also revealed the moderating effect of technostress on the indirect relationship between perceived supervisor support and turnover intention through technological self-efficacy. This study is distinctive as it is among the first to theorize and expand the application of SET, SCCT and COR theories within the framework of perceived supervisor support and turnover intention. Consequently, this study offers several novel suggestions to nurse managers and policymakers on how to integrate PSS, TSE and TS for diminishing turnover intention among nurses. The study's originality helps to overcome the remaining gaps in the literature by enriching the existing literature from an emerging country context.