The study’s value is based on a complete understanding of the employee polychronicity–employee intention to leave the relationship in the health care sector.
OBJECTIVE:
This study examines (1) the role of job engagement in alleviating the relationship between employee polychronicity and intention to leave, and (2) the moderating impact of perceived supervisor support as a relationship.
METHOD:
This study employed a cross-cultural research design and collected data from nurses working in public sector hospitals. Through job engagement and perceived supervisor support (PSS), the effect of nurses’ polychronicity on turnover intention was examined using the PLS-SEM approach.
RESULTS:
The findings of this study demonstrate that employee polychronicity has an impact on employee turnover. Employee engagement appears to operate as a mediator in the association between employee polychronicity and intention to leave and a moderating effect of PSS.
CONCLUSION:
By emphasizing employee engagement as a mediator and moderating role, the perceived supervisor supports the association between polychronicity and intention to leave of nurses. This study offered a crisp perspective on the complexities of the links between polychronicity, engagement, perceived organizational support, and employees’ intention to leave.
HeS. A multivariate investigation into academic procrastination of university students. Open J Soc Sci. 2021;05(10):12–24.
2.
KernJH, GrandeyAA, LimS, CortinaLM, MagleyVJ, ShahzadA, et al. The moderating effects of selection, optimization, and compensation on the relationships between polychronicity and work-family conflict, organizational citizenship behaviors, and burnout. J Nurs Manag. 2020;16(1):95.
3.
LashewiczB, MitchellJ, BoettcherN, JonesE, WangJ. You better be as stressed as I am: Working men’s mental health amidst workplace expectations for busyness. Work. 2020;66:645–56.
4.
ArticleO. How to prevent workplace incivility?: Nurses ’ Perspective. 2017;157–63.
5.
AsgharM, GullN, BashirM, AkbarM. The impact of work-family conflict on turnover intentions: the moderating role of perceived family supportive supervisor behavior. J Hotel Bus Manag. 2018;7(178):286–2169.
6.
AsgharM, GullN, TayyabM, ZhijieS, TaoX. Polychronicity at work: Work engagement as a mediator of the relationships between job outcomes. J Hosp Tour Manag. 2020;45:470–8.
7.
ParkJ, YuR, RodriguezF, BakerR, SmythP, WarschauerM. Understanding student procrastination via mixture models. Int Educ Data Min Soc. 2018.
8.
LiuJ, HeB, XuX, ZhouL, LiJ, WangG, et al. Determinants of efficiency growth of county-level public hospitals-evidence from Chongqing, China. BMC Health Serv Res. 2019;19(1):1–15.
9.
LiS. Mental resilience analysis and health risk prediction of college students assisted by mental health education. Work. 2021;Preprint:1–9.
10.
JungH-S, BaekE. A structural equation model analysis of the effects of emotional labor and job stress on depression among nurses with long working hours: Focusing on the mediating effects of resilience and social support. Work. 2020;66:561–8.
11.
LiF, WangG, LiY, ZhouR. Job demands and driving anger: The roles of emotional exhaustion and work engagement. Accid Anal Prev. 2017;98:198–205.
12.
RobinsonHR, KalafatisSP. The ‘Polychronicity-Multiple Media Use’(P-MMU) scale: a multi-dimensional scale to measure polychronicity in the context of multiple media use. J Mark Manag. 2017;33(17-18):1421–42.
13.
YangJ, QinY, MoulaertF. The influence of employee pressure on the management cost of enterprise technological innovation using mental health education. Work. 2021;Preprint:1–10.
14.
JasminI, BinnieJ. The lived experience of stress in British South-Asian medical students and junior doctors. Work. 2020;66:675–87.
15.
KatićI, NešićA. Socio-psychological effects of stress in organizations’ absenteeism problems. Work. 2020;66:689–97.
16.
SingletonPA. Multimodal travel-based multitasking during the commute: Who does what?Int J Sustain Trans. 2019;14(2):150–62.
17.
GuangSA, EltoraiAEM, DurandWM, DanielsAH. Medical student burnout: Impact of the gap year in burnout prevention. Work. 2020;66:611–6.
18.
HechtTD, AllenNJ. Exploring links between polychronicity and well-being from the perspective of person-job fit: Does it matter if you prefer to do only one thing at a time?Organ Behav Hum Decis Process. 2005;98(2):155–78.
19.
YuN. The role of medical and health policies in the health risk management system. Work. 2021;Preprint:1–12.
20.
DaneshMK, GarosiE, MazloumiA, NajafiS. Identifying factors influencing cardiac care nurses’ work ability within the framework of the SEIPS model. Work. 2020;66:569–77.
21.
HouK, XuJ. Risk assessment of group psychology health in the evolution of public health emergencies in colleges and universities. Work. 2021;Preprint:1–10.
22.
ZhangY. The health management status of medical and health service institutions and its correlation with residents’ health risk. Work. 2021;Preprint:1–11.
23.
FidaR, LaschingerHKS, LeiterMP, Youssef-MorganCM, CraigL. The protective role of self-efficacy against workplace incivility and burnout in nursing: A time-lagged study. Health Care Manage Rev. 2018;43(1):21–9.
24.
Kristof-brownAMYL, ZimmermanRD, JohnsonEC. Consequences of Individuals ’ Fit at Work: A Meta-Analysis of Person – Job, Person – Organization, Person – Group, and Person – Supervisor Fit. 2005;281–342.
25.
QureshiMA, Ab HamidK Bin, JeihoonyP, AliR, BrohiNA, MagsiR, et al. Is supervisor support matter in job satisfaction? A moderating role of fairness perception among nurses in Pakistan. Acad Strateg Manag J. 2018;17(6):1–10.
26.
BrohiNA, AbdullahMM Bin, KhanAM, DahriAS, AliR, MarkhandKH. Communication quality, job clarity, supervisor support and job satisfaction among nurses in Pakistan: The moderating influence of fairness perception. Int J Acad Res Bus Soc Sci. 2018;8(5):1–6.
27.
KristmanVL, ShawWS, RegulyP, Williams-WhittK, SoklaridisS, LoiselP. Supervisor and organizational factors associated with supervisor support of job accommodations for low back injured workers. J Occup Rehabil. 2017;27(1):115–27.
28.
FiabaneE, GiorgiI, SguazzinC, ArgenteroP. Work engagement and occupational stress in nurses and other healthcare workers: the role of organisational and personal factors. J Clin Nurs. 2013;22(17-18):2614–24.
29.
MattarelliE, BertolottiF, IncertiV. The interplay between organizational polychronicity, multitasking behaviors and organizational identification: A mixed-methods study in knowledge intensive organizations. Int J Hum Comput Stud. 2015;79:6–19.
30.
OzbozkurtOB, YesilkusF, KorkmazyurekH. Analyzing the relationship between structural empowerment and perceived supervisor support. J Transnatl Manag. 2021;26(1):4–17.
31.
ShantzA, AlfesK, ArevshatianL. HRM in healthcare: The role of work engagement. Pers Rev. 2016.
32.
ŞantaşF, ÖzerÖ, SaygiliM, ÖzkanŞ. The effect of corporate reputation on work engagement: A case study in a public hospital. Int J Healthc Manag. 2018.
33.
ReineckeL, MeierA, BeutelME, SchemerC, StarkB, WölflingK, et al. The relationship between trait procrastination, internet use, and psychological functioning: Results from a community sample of German adolescents. Front Psychol [Internet]. 2018 Jun 11 [cited 2021 Jul 1];9(JUN):913. Available from: www.frontiersin.org
34.
ForsbergHH, AthlinÅM, von Thiele SchwarzU. Nurses’ perceptions of multitasking in the emergency department: Effective, fun and unproblematic (at least for me)-a qualitative study. Int Emerg Nurs. 2015;23(2):59–64.
35.
BartramT, JoinerTA, StantonP. Factors affecting the job stress and job satisfaction of Australian nurses: implications for recruitment and retention. Contemp Nurse. 2004;17(3):293–304.
36.
BluedornAC, KalliathTJ, StrubeMJ, MartinGD. Polychronicity and the Inventory of Polychronic Values (IPV): The development of an instrument to measure a fundamental dimension of organizational culture. J Manag Psychol. 1999.
37.
AnserMK, YousafZ, SharifM, YijunW, MajidA, YasirM. Investigating employee creativity through employee polychronicity and employee resilience: a glimpse of nurses working in the health-care sector. Eur J Innov Manag. 2020.
38.
GrawitchMJ, BarberLK. In search of the relationship between polychronicity and multitasking performance. J Individ Differ. 2013.
39.
MohammedS, NadkarniS. Are we all on the same temporal page? The moderating effects of temporal team cognition on the polychronicity diversity-team performance relationship. J Appl Psychol. 2014;99(3):404.
40.
AlkahtaniM, AzizT, AhmadA, DarmoulS. Multitasking in healthcare systems. In: IIE Annual Conference Proceedings. Institute of Industrial and Systems Engineers (IISE); 2015. p. 2146.
41.
KokoçM. The mediating role of attention control in the link between multitasking with social media and academic performances among adolescents. Scand J Psychol. 2021.
42.
AppelbaumSH, MarchionniA, FernandezA. The multi-tasking paradox: Perceptions, problems and strategies. Manag Decis. 2008.
43.
CarrierLM, CheeverNA, RosenLD, BenitezS, ChangJ. Multitasking across generations: Multitasking choices and difficulty ratings in three generations of Americans. Comput Human Behav. 2009;25(2):483–9.
44.
ColomR, Martínez-MolinaA, ShihPC, SantacreuJ. Intelligence, working memory, and multitasking performance. Intelligence. 2010;38(6):543–51.
45.
OphirE, NassC, WagnerAD. Cognitive control in media multitaskers. Proc Natl Acad Sci U S A [Internet]. 2009/08/24. 2009 Sep 15;106(37):15583-7.Available from: https://pubmed.ncbi.nlm.nih.gov/19706386
46.
KorabikK, RhijnT van, AymanR, LeroDS, HammerLB. Gender, polychronicity, and the work-family interface: is a preference for multitasking beneficial?Community Work Fam [Internet]. 2016;20(3):307-26. Available from: http://dx.doi.org/10.1080/13668803.2016.1178103
47.
JuncoR. In-class multitasking and academic performance. Comput Human Behav. 2012;28(6):2236–43.
48.
PachlerD, KuonathA, SpechtJ, KenneckeS, AgtheM, FreyD. Workflow interruptions and employee work outcomes: The moderating role of polychronicity. J Occup Health Psychol. 2018;23(3):417.
49.
WeintraubJ, PattusamyM, DustSB. Mindful multitasking: Disentangling the effect of polychronicity on work-home conflict and life satisfaction. J Soc Psychol [Internet]. 2018;159(4):497-502. Available from: http://dx.doi.org/10.1080/00224545.2018.1523783
50.
KansteO. Work engagement, work commitment and their association with well-being in health care. Scand J Caring Sci. 2011;25(4):754–61.
51.
LiuJ, SiuOL, ShiK. Transformational leadership and employee well-being: The mediating role of trust in the leader and self-efficacy. Appl Psychol. 2010;59(3):454–79.
52.
GottmanJM, CoanJ, CarrereS, SwansonC, GottmanJM, CoanJ, et al. Predicting Marital Happiness and Stability from Newlywed Interactions Published by: National Council on Family Relations Predicting Marital Happiness and Stability from Newlywed Interactions. J Marriage Fam. 1998;60(1):5–22.
53.
GargK, DarIA, MishraM. Job satisfaction and work engagement: A study using private sector bank managers. Adv Dev Hum Resour. 2018;20(1):58–71.
54.
LepistöS, AlanenS, AaltoP, JärvinenP, LeinoK, MattilaE, et al. Healthcare professionals’ work engagement in Finnish university hospitals. Scand J Caring Sci. 2018;32(2):979–86.
55.
ChiaraP, LucaC, AnnalisaP, ChiaraR. Emotional exhaustion among healthcare professionals: The effects of role ambiguity, work engagement and professional commitment. Acta Bio Medica Atenei Parm. 2019;90(Suppl 6):60.
56.
BakertzisE, MyloniB. Profession as a major drive of work engagement and its effects on job performance among healthcare employees in Greece: A comparative analysis among doctors, nurses and administrative staff. Heal Serv Manag Res. 2020;0951484820943592.
57.
JooBB, ParkS. Career satisfaction, organizational commitment, and turnover intention: The effects of goal orientation, organizational learning culture and developmental feedback. Leadersh Organ Dev J. 2010.
58.
DemirtasO, AkdoganAA. The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment. J Bus Ethics. 2015;130(1):59–67.
59.
HsuJ, HsuJ-C, HuangSY, LeongL, LiAM. Are leadership styles linked to turnover intention: an examination in mainland China?J Am Acad Business, Cambridge. 2003;3(1-2):37.
60.
BabalolaMT, StoutenJ, EuwemaM. Frequent change and turnover intention: The moderating role of ethical leadership. J Bus Ethics. 2016;134(2):311–22.
61.
LinC-P, LiuM-L. Examining the effects of corporate social responsibility and ethical leadership on turnover intention. Pers Rev. 2017.
62.
SunR, WangW. Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations. Public Manag Rev. 2017;19(8):1124–41.
63.
PravichaiS, AriyabuddhiphongsV. Transformational leadership and turnover intention: the mediating effects of right speech (Samma Vaca) and trust in the leader. J Manag Spiritual Relig. 2018;15(3):253–72.
64.
SuifanTS, DiabH, AlhyariS, SweisRJ. Does ethical leadership reduce turnover intention? The mediating effects of psychological empowerment and organizational identification. J Hum Behav Soc Environ. 2020;30(4):410–28.
65.
JaraczM, RosiakI, Bertrand-BucińskaA, JaskulskiM, NizurawskaJ, BorkowskaA. Affective temperament, job stress and professional burnout in nurses and civil servants. PLoS One. 2017;12(6):1–11.
66.
PikoBF. Burnout, role conflict, job satisfaction and psychosocial health among Hungarian health care staff: A questionnaire survey. Int J Nurs Stud. 2006;43(3):311–8.
67.
ParkT, PierceB. Impacts of transformational leadership on turnover intention of child welfare workers. Child Youth Serv Rev. 2020;108:104624.
68.
HungerfordC, ClearyM. ‘High Trust’ and ‘Low Trust’ Workplace Settings: Implications for Our Mental Health and Wellbeing. Issues Ment Health Nurs [Internet]. 2020;42(5):506-14. Available from: http://dx.doi.org/10.1080/01612840.2020.1822480
69.
AsgharM, TayyabM, GullN, ZhijieS, ShiR, TaoX. Polychronicity, work engagement, and turnover intention: The moderating role of perceived organizational support in the hotel industry. J Hosp Tour Manag. 2021;49:129–39.
70.
WillemseBM, de JongeJ, SmitD, DeplaMFIA, PotAM. The moderating role of decision authority and coworker-and supervisor support on the impact of job demands in nursing homes: A cross-sectional study. Int J Nurs Stud. 2012;49(7):822–33.
71.
SumathiGN, KamalanabhanTJ, ThenmozhiM. Impact of work experiences on perceived organizational support: a study among healthcare professionals. AI Soc. 2015;30(2):261–70.
72.
SangkalaM, AhmedU, PahiHM. Empirical investigating on the role of supervisor support, job clarity, employee training and performance appraisal in addressing job satisfaction of nurses. Int Bus Manag. 2016;10(23):5481–6.
73.
HäusserJA, MojzischA, NieselM, Schulz-HardtS. Ten years on: A review of recent research on the Job Demand-Control (-Support) model and psychological well-being. Work Stress. 2010;24(1):1–35.
74.
GullN, SongZ, ShiR, AsgharM, RafiqueMA, LiuY. Paternalistic Leadership, Polychronicity, and Life Satisfaction of Nurses: The Role of Work-Family Conflict and Family-Work Conflict in Public Sector Hospitals [Internet]. Vol. 12, Frontiers in Psychology. 2021. p. 3474. Available from: https://www.frontiersin.org/article/10.3389/fpsyg.2021.648332
75.
SuredaE, ManchoJ, SeséA. Psychosocial risk factors, organizational conflict and job satisfaction in Health professionals: A SEM model. An Psicol Psychol. 2019;35(1):106–15.
76.
HeG, AnR, HewlinPF. Paternalistic leadership and employee well-being: a moderated mediation model. Chinese Manag Stud. 2019;13(3):645–63.
77.
Yorgancioglu TarcanG, ErigüçG, KartalN, Şeyma KocaG, KarahanA. The effect of mushroom management style and perceived supervisor support on employee performance:‘An application with university hospital employees’. Int J Health Plann Manage. 2021;36(2):532–44.
78.
GullN, AsgharM, AhmedQA, MuhammadAR, JameelAS, AliS. Entrepreneurial orientation and international performance of born global firms: the mediating role of entrepreneurial competencies. Vilakshan-XIMB J Manag. 2021.
79.
XiaolongT, GullN, IqbalS, AsgharM, NawazA, AlbasherG, et al. Exploring and Validating the Effects of Mega Projects on Infrastructure Development Influencing Sustainable Environment and Project Management. Front Psychol. 2021;12:1251.
80.
ZhijieS, AsgharM, GullN, ShiR, AkbarM. Perceived organizational politics impact on organizational citizenship behavior: Job stress in the teachers. BioCell. 2019;43(6).
81.
XiaolongT, GULLN, AsgharM, AkramDZ, JianminZ. Does Polychronicity Undermine Procrastination Behavior through ICTs? Insights from Multi-Level Modeling. Front Psychol. 1AD;0:4209.
82.
KandemirM. Reasons of Academic Procrastination: Self-regulation, Academic Self-efficacy, Life Satisfaction and Demographics Variables. Procedia – Soc Behav Sci. 2014 Oct;152:188–93.
83.
MittalR, BienstockJ. Leadership Styles and Polychronicity: Impact onWork-Home Boundaries and Life Satisfaction. In: Academy of Management Proceedings. Academy of Management Briarcliff Manor, NY 10510; 2020. p. 13479.
84.
ShockleyKM, ShenW, DeNunzioMM, ArvanML, KnudsenEA. Disentangling the relationship between gender and work-family conflict: An integration of theoretical perspectives using meta-analytic methods. J Appl Psychol [Internet]. 2017;102(12):1601-35. Available from: http://dx.doi.org/10.1037/apl0000246
85.
ShinDC, JohnsonDM. Avowed happiness as an overall assessment of the quality of life. Soc Indic Res [Internet]. 1978;5(1-4):475-92. Available from: http://dx.doi.org/10.1007/bf00352944
86.
HairJF, GabrielM, PatelV. AMOS covariance-based structural equation modeling (CB-SEM): Guidelines on its application as a marketing research tool. Brazilian J Mark. 2014;13(2).
87.
SarstedtM, RingleCM, HenselerJ, HairJF. On the emancipation of PLS-SEM: A commentary on Rigdon (2012). Long Range Plann. 2014;47(3):154–60.
88.
HairJ, HollingsworthCL, RandolphAB, ChongAYL. An updated and expanded assessment of PLS-SEM in information systems research. Ind Manag Data Syst. 2017.
89.
HairJFJr, MatthewsLM, MatthewsRL, SarstedtM. PLS-SEM or CB-SEM: updated guidelines on which method to use. Int J Multivar Data Anal. 2017;1(2):107–23.
90.
AliF, RasoolimaneshSM, SarstedtM, RingleCM, RyuK. An assessment of the use of partial least squares structural equation modeling (PLS-SEM) in hospitality research. Int J Contemp Hosp Manag [Internet]. 2018;30(1):514-38. Available from: http://dx.doi.org/10.1108/ijchm-10-2016-0568
91.
HairJF, RisherJJ, SarstedtM, RingleCM. When to use and how to report the results of PLS-SEM. Eur Bus Rev. 2019.
92.
ZhijieS, AsgharM, GullN, ShiR, AkbarM. Entrepreneurial orientation: Dynamic role of network utilization among international performance of born global firms in Pakistan. BioCell. 2019;43(3).
93.
PolettiG, OrsiniF, LenardiC, BarboriniE. A comparative study between AFM and SEM imaging on human scalp hair. J Microsc. 2003;211(3):249–55.
