|Publication type:||Conference other|
|Type of review:||Peer review (abstract)|
|Title:||Job satisfaction is not enough : how ownership-status related beliefs affect job retention of German medical executives|
|Conference details:||EuHEA European Conference on Health Economics: «Know the Ropes: Balancing Costs and Quality in Health Care», Hamburg, 13-16 July 2016|
|Subject (DDC):||331: Labor economics |
362: Health and social services
|Abstract:||Objectives: Due to the shortage of skilled medical personnel, hospitals have to prevent staff from changing to other employers. Employee satisfaction has been found to be a strong driver of job retention. However, job retention may also be affected by the perceived similarity between the current and prospective hospital. In countries such as Germany hospitals with different ownership status compete for the same scarce resource on the labor market. The current study is the first to investigate the effect of perceived organizational similarity due to ownership status on the relationship between job satisfaction and job retention. Methods: We conducted a quasi-experimental study with a one factorial between-subject design. Participants had to imagine that a headhunting agency has invited them to apply for an executive position at a fictitious hospital. We randomly distributed the study subjects across four experimental treatments, which only differed with respect to the fictitious hospital’s ownership status (for-profit hospital vs. nonprofit hospital vs. religious nonprofit hospital vs. public hospital). We validated the delineated research hypotheses using a moderated-mediation approach that assesses the stability of the (conditional) direct and indirect effects of employee satisfaction on job retention. Data: In cooperation with a German recruitment agency specialized in the hospital market, we invited 2.390 medical executives via email to take part in our study. 194 medical executives fully completed the online survey. We measured employees’ current job satisfaction and perceived person-organization-fit with the fictitious hospital (job retention intentions) by means of a single-item (multi-item) measurement instrument on 7-point scales. We captured the similarity/dissimilarity of the current and fictitious hospital’s ownership status considering a binary variable. Results: The results of a moderated-mediation analysis show that the direct and indirect effect of satisfaction on job retention depends on the similarity of the ownership status of the current hospital and the prospective hospital. Considering job offers from a hospital with a different ownership status, person-organization-fit totally mediates the effect of employee satisfaction on job retention intentions. Considering job offers from a hospital with the same ownership status, analysis solely reveals a partial mediation effect of perceived person-organization fit. Instead, job satisfaction has a significant negative direct effect on medical executives’ retention intentions. The study implicates that hospitals should be aware of the risk that even satisfied personnel may change to a different employer. Hospitals with the same ownership status turn out to be the most relevant competitors.|
|Fulltext version:||Published version|
|License (according to publishing contract):||Licence according to publishing contract|
|Departement:||School of Management and Law|
|Organisational Unit:||Winterthur Institute of Health Economics (WIG)|
|Appears in collections:||Publikationen School of Management and Law|
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