The Moderating Effects of Perceived Organizational Support and Work-Life Balance on Job Satisfaction and Turnover Intentions

Employees often contemplate departure from their organization because they experience a dissatisfaction that is associated with their jobs. Many of these employees lack adequate support from their organizations. This quantitative non-experimental research examined the moderating effects of perceived organizational support (POS) and work-life balance (WLB) on the relationship between job satisfaction and turnover intentions in frontline female nurses in New York City (NYC). A total of 68 full-time nurses from several NYC hospitals participated in this study. The Minnesota Satisfaction Questionnaire–Short Form (MSQ-SF) was used to examine job satisfaction. The Turnover Intentions Scale (TIS-6) was used to measure turnover intentions. The Scale of Perceived Organizational Support (SPOS-8) measured POS. The Work-Life Balance Scale (WLBS) measured WLB. A linear regression analysis was performed to predict the relationship between job satisfaction and turnover intentions. Subsequently, a one-way Analysis of Variance (ANOVA) test was conducted to evaluate the impact of job satisfaction on the responses to turnover intentions. Two separate multiple linear regression analyses were conducted to measure the moderating effects of POS and WLB on the job satisfaction and turnover intentions relationship. The hypothesis was tested at the 0.05 alpha significance level. The findings of this study show that job satisfaction predicted turnover intentions. However, there were no moderating effects of POS and WLB on the relationship between job satisfaction on turnover intention.