The Effects of Organizational Fairness and Perceived Organizational Support on Turnover Intention of Hospital Employees: Mediating Effect of Employee Engagement

Objectives: As the importance of improving the quality of healthcare services and the role of hospital managers increases, it is necessary to reduce turnover intention and manage human resources. In this study, we surveyed the relationship between intention to turnover, organizational fairness, organizational support, and employee engagement. Methods: This study surveyed turnover intention, organizational fairness, organizational support, and employee engagement of employees from medical institutions with over 300 beds in Busan, South Korea. All statistical analyses were conducted using SPSS Statistics 22.0, AMOS 18.0, and included frequency analysis, descriptive statistics, regression analysis, and path analysis. Results: A total of 491 hospital employees were included in the analysis. Procedural fairness and perceived organizational support positively influenced employee engagement, while employee engagement negatively impacted turnover intention. Distributive fairness and perceived organizational support had a direct negative effect on turnover intention. Conclusions: This study confirmed that organizational fairness and perceived organizational support positively influence employee engagement and reduce turnover intention among hospital employees. Additionally, as mid-career employees (3–5 years of tenure) showed the highest turnover intention, targeted career development and incentive programs are necessary to promote long-term stability.