The Effect of Managerial Coaching on Turnover Intention Nurses Working in Corona Patient Departments: A Mediating Role of Work Engagement and Self-Efficiency among Nurses (Case Study: Nurses of a Military Hospital)

Document Type : Original Research

Authors

Faculty of Economics, Management and Administrative Sciences, Semnan University, Semnan, Iran

Abstract

Background and Aim: Turnover Intention is an introduction to job turnover, and leaving the organization is costly for the organization. Therefore, it is necessary to address the factors that lead to the reduction of this phenomenon in the prevalence of coronary disease in hospitals. This study investigates the effect of managerial coaching on the turnover intention with the mediating role of work engagement and self-efficacy among nurses working in coronary patient’s departments.
Methods: The research method is descriptive- survey. From the statistical population, 130 people were selected based on Morgan table by simple random sampling method and data were collected from a standard questionnaire based on the Likert scale. The reliability of the questionnaires was obtained using Cronbach's alpha in the range of (0.81-0.93). To analyze the research data, structural equation modeling using SMART-PLS version 2 software was used.
Results: The results of this study showed that managerial coaching negatively affects the turnover Intention nurses. Also, the role of mediator work engagement and self-efficacy was confirmed in the effect of managerial mentoring on the turnover Intention, in other words, managerial coaching indirectly, through self-efficacy and work engagement, also reduces job turnover Intention nurses.
Conclusion: The results showed that managers who appear in the role of coach in organization reduce tend to the number of nurses 'turnover and increase nurses' work engagement and self-efficacy. The total of these factors reduces the cost of nursing careers. Therefore, it's a good idea for organizations to persuade their managers to engage in coaching behaviors within the organization.

Keywords


1. China's National Health Commission News Conference On Coronavirus. New York Times. (Accesses January 26, 2020, at https://www.nytimes.com/2020/01/26/world/c hinacoronavirus.html). 2. World Health Organization. Novel Coronavirus (2019-Ncov) Situation Report-7. (Accesses January 27, 2020, at https://www.who.int/docs/defaultsource/ coronaviruse/situationreports/ 20200127-sitrep-7-2019-ncov.pdf). 3. Pour S. [Exploring psychological stressors with regard to the moderating role of perceived social support in Female nurses of hospital emergency department]. Iran Occupational Health. 2013;10(4): 67. [In Persian]. 4. Yang HY, Lv JW, Zhou X, Liu HT, Mi BB. Validation of work pressure and associated factors influencing hospital nurse turnover: a cross-sectional investigation in Shaanxi Province. China. BMC Health Serv Res 2017;17(1): 112. doi: 10.1186/s12913-017-2056-z. 5. Nasurdin A. M, Ling T. C, Khan, S. N. The Relation between Turnover Intention, High Performance Work Practices and Organizational Commitment: A Study among Private Hospital Nurses in Malaysia. Asian Academy of Management Journal, 2018;23(1).‌ doi:10.21315/aamj2018.23.1.2. 6. Bobbio A, Manganelli A.M. Antecedents of hospital nurses’ intention to leave the organization: A cross sectional survey. International Journal of Nursing Studies, 2015;52(7): 1180–1192. doi:10.1016/j.ijnurstu.2015.03.009. 7. Atashzadeh Shoorideh F, Rasouli M, Zagheri Tafreshi M. Nurses’ Turnover Process: A Qualitative Research. Journal of Qualitative Research in Health Sciences. 2014;3(1): 62-79. [In Persian]. 8. Yamamoto H. The relationship between employee benefit management and employee retention. The International Journal of Human Resource Management. 2011;22(17): 3550–3564. doi: 10.1080/09585192.2011.560871. 9. Reid K. R. Managerial Coaching: Investigating the Mediating Effect of Role Clarity on Employee Turnover Intention (Doctoral dissertation, University of Oklahoma).‌2016 10. Chen H, Li G, Li M, Lyu L, Zhang, T. A cross-sectional study on nurse turnover intention and influencing factors in Jiangsu Province, China. International journal of nursing sciences. 2018;5(4): 396-402. doi:10.1016/j.ijnss.2018.09.012. 11. Kang L, Li Y, Hu S, Chen M, Yang C, Yang BX, et al. The mental health of medical workers in Wuhan, China dealing with the 2019 novel coronavirus. The Lancet Psychiatry. 2020;7(3):14. doi: 10.1016/S2215-0366(20)30047-X 12. Taghilou H, Jafarzadeh Gharajag Z. Investigating the Relationship between Burnout and Job Performance in the Corona Epidemic from the Perspective of Nurses. Quarterly Journal of Nursing Management. 2020; 9(4):27-33. [In Persian]. 13. Kim S. Assessing the influence of managerial coaching on employee outcomes. Human Resource Development Quarterly. 2005;25(1): 59-85. doi: 10.1002/hrdq.21175 14. Akhtar S, Zia-ur-Rehman M. Impact of managerial coaching behavior on job performance: analyzing the role of organization commitment and role clarity. Journal of Managerial Sciences. 2017;11(3):298-318. 15. Beattie R, Kim S, Hagen M, Egan T, Ellinger A, Hamlin, R. Managerial Coaching: A Review of the Empirical Literature and Development of a Model to Guide Future Practice. Advances in Developing Human Resources. 2014;16(2): 184-201. doi:10.1177/1523422313520476. 16. Kuzmycz D. B. Coaching behaviors in managers as a predictor of higher leadermember exchanges and employee engagement (Unpublished doctoral dissertation). Alliant International University, San Diego.2016 17. Ellinger A. D, Ellinger A. E, Keller S. Supervisory coaching behaviour, employee satisfaction and warehouse employee performance: A dyadic perspective in the distribution industry. Human Resource Development Quarterly. 2016; 14: 435-458. doi: 10.1002/hrdq.1078 18. Park S, Yang B, McLean G.N. An examination of relationships between managerial coaching and employee development. ERIC Document Retrieval No.ED. 2006: 501-641. 19. De Simone S, Planta A, Cicotto G. The Role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction. Applied Nursing Research, 2018, 39, 130-140.‌ • doi: 10.1016/j.apnr.2017.11.004. 20. Keyko K, Cummings G. G, Yonge O, Wong, C. A. Work engagement in professional nursing practice: A systematic review. International Journal of Nursing Studies. 2016;61: 142–164. doi: 10.1016/j.ijnurstu.2016.06.003. 21. Bakker A. B, Demerouti, E. Job Demands – Resources Theory: Taking Stock and Looking Forward. Journal of Occupational Health Psychology. 2016; 22(3): 1–13. doi: 10.1037/ocp0000056. 22. Timms C, Brough P, O’Driscoll M, Kalliath T, Siu O. L, Sit C, Lo D. Flexible work arrangements, work engagement, turnover intentions and psychological health. Asia Pacific Journal of Human Resources. 2015;53(1): 83–103. doi: 10.1111/1744-7941.12030 23. Shahpouri S, Namdari K, Abedi A. Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses. Applied Nursing Research. 2016; 30: 216–221. doi:10.1016/j.apnr.2015.10.008. 24. Aghamolaei T, Ghanbarnezhad A. INVESTIGATING THE CORRELATION BETWEEN SELF-EFFICACY AND MENTAL HEALTH OF NURSES AND HEAD NURSES. Nursing And Midwifery Journal. 2018;15(12): 921-30. [In Persian]. 25. Lee T, Ko Y. Effects of self-efficacy, affectivity and collective efficacy on nursing performance of hospital nurses. Journal of Advanced Nursing. 2010;66(4): 839–848. doi: 10.1111/j.1365-2648.2009.05244.x. 26. Han S. S, Sohn I. S, Kim N. E. New nurse turnover intention and influencing factors. Journal of Korean Academy of Nursing. 2009;39(6): 878–887. doi: 10.4040/jkan.2009.39.6.878. 27. Tremblay M. A, Blanchard C. M, Taylor S, Pelletier L. G, Villeneuve M. Work Extrinsic and Intrinsic Motivation Scale: Its value for organizational psychology research. Canadian Journal of Behavioural Science/Revue canadienne des sciences du comportement. 2009; 41(4): 213.‌ doi: 10.1037/a0015167. 28. Moradzadeh A, Namdar Joyami E. Corona Nurses' Lived Experience of Moral Distress while Performing Organizational Duties. Quarterly Journal of Nursing Management. 2020; 9(3):59-73. [In Persian]. 29. Tabarsa GA, Esmaeili GM, Esmaeili GH. Effective factors on organizational citizenship behavior in a military hospital. Journal of Military Medicine. 2010; 12(2): 93-99. [In Persian]. 30. Ghaleei A R, Mohajeran B, Miraghaie A A. Survey of Structural Relationship of Intellectual Capital, Psychological Empowerment. Organizational Learning and Performance. Journal of Hospital. 2018;17 (1) :65-76. [In Persian]. 31. Fornell C, Larcker D. F. Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of marketing research. 1981; 18(3): 382-388.‌ Heslin P. A, Vandewa 32. lle D, Latham G. P. Keen to help? Manager’s implicit person theories and their subsequent employee coaching. Personnel Psychology. 2006;59(4): 871-902. doi: 10.1111/j.1744-6570.2006.00057.x. 33. Dess GD, Shaw JD. Voluntary turnover, social capital, and organizational performance. Acadamy of Management R, eview. 2001;26(3): 446-56. doi:10.5465/amr.2001.4845830. 34. Schaufeli W. BBakker A. B, Salanova, M. The measurement of work engagement with a short questionnaire: A cross-national study. Educational and psychological measurement. 2006;66(4): 701-716.‌ doi:10.1177/0013164405282471. 35. Ansari, s. Effect of teaching social skills on the achievement motivation and academic self-efficiency. Master's Thesis. University Of Tehran., 2011