Original Research

Dual normative commitments mediating the relationship between perceived investment in employees’ development and intention to leave among the healthcare workforce in underserviced areas of Taiwan

AUTHORS

Chao-Sung Chang1 MD, PhD, Professor *

Pey-Lan Du2 PhD, Associate Professor

Ing-Chung Huang3 PhD, Professor

Yu-Hwa Huang4 PhD

AFFILIATIONS

1 Department of Hematology-Oncology, E-Da Cancer Hospital, No. 21, Yi-Da Road, Jiao-Su Village, Yan-Chao District, 824, Kaohsiung City, Taiwan, Republic of China

2 National Quemoy University, Department of Sport & Leisure, Jinning Township, Kinmen County 892, Taiwan, Republic of China

3 National University of Kaohsiung, Department of Asia-Pacific industrial and Business Management, Nanzih District, Kaohsiung 811, Taiwan, Republic of China

4 Institute of Human Resource Management, National Sun Yat-Sen University, Kaohsiung, Taiwan, Republic of China

ACCEPTED: 25 October 2018


early abstract:

Purpose: To study the factors affecting the intent to leave of healthcare workers who serve in underserviced areas, we test the mediating role of both professional and organizational commitment in the relationship between perceived investment of employee development and intention to leave among these healthcare workers.

Methods: This study was designed a cross-sectional study using a well-organized questionnaire with major studying variables consisting of perceived investment in employees’ development (PIED), Meyer’s occupational and organizational normative commitment, and intent to leave. In total, 692 healthcare workers from 48 health centers were enrolled for study; 616 including 415 (68.9%) from mountainous areas and 187 (31.1%) from isolated islands responded and were valid for analysis. The response rate was 87 %.

Findings: The healthcare worker’s PIED was positively correlated with both professional normative commitment (PNC) and organizational normative commitment (ONC) and negatively correlated with individual’s intent to leave. The dual normative commitments mediate completely the relationship between PIED and intention to leave in those health workers with governmental subsidiary, while no such effect was noted in those without.

Conclusion: The employee’s dual commitments of professional and organizational normative commitment mediated the relationship between perceived investment of employee development and intention to leave. The government’s investmentof on-the-job training and career planning for the healthcare workers in both remote areas and isolated islands is important to enforce their professional and organizational normative commitment, and further, to retain the workforce in these underserviced areas.