High-performance work practices and nurses’ intention to leave: the mediating role of organizational cynicism and the moderating role of human resource management-related educational background

References

• Aiken, L. S., & West, S. G. (1991). Multiple regression. Beverly Hills: Sage.
   Google Scholar
• Ang, H. S., Bartram, T., McNeil, N., Leggat, G. S., & Stanton, P. (2013). The effects of high-performance work systems on hospital employees’ work attitudes and intention to leave: A multi-level and occupational group analysis. The International Journal of Human Resource Management, 24, 3086–3114.10.1080/09585192.2013.775029
   Web of Science ®Google Scholar
• Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670–687.10.2307/256705
   Web of Science ®Google Scholar
• Baluch, A. M., Salge, T. O., & Piening, E. P. (2013). Untangling the relationship between HRM and hospital performance: The mediating role of attitudinal and behavioral HR outcomes. The International Journal of Human Resource Management, 24, 3038–3061.10.1080/09585192.2013.775027
   Web of Science ®Google Scholar
• Bartram, T., Casimir, G., Djurkovic, N., Leggat, S. G., & Stanton, P. (2012). Do perceived high performance work systems influence the relationship between emotional labor, burnout and intention to leave? A study of Australian nurses. Journal of Advanced Nursing, 68, 1567–1578.10.1111/jan.2012.68.issue-7
   PubMed Web of Science ®Google Scholar
• Bartram, T., Karimi, L., Leggat, S. G., & Stanton, P. (2014). Social identification: Linking high performance work systems, psychological empowerment and patient care. The International Journal of Human Resource Management, 25, 2401–2419.10.1080/09585192.2014.880152
   Web of Science ®Google Scholar
• Becker, B. E., & Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. In Research in personnel and human resource management, 16, 53–101.
   Google Scholar
• Becker, T. E. (2005). Potential problems in the statistical control of variables in organizational research: A qualitative analysis with recommendations. Organizational Research Methods, 8, 274–289.10.1177/1094428105278021
   Web of Science ®Google Scholar
• Bergiel, E. B., Nguyen, V. Q., Clenney, B. F., & Stephen Taylor, G. (2009). Human resource practices, job embeddedness and intention to quit. Management Research News, 32, 205–219.10.1108/01409170910943084
   Google Scholar
• Bernerth, J. B., Armenakis, A. A., Feild, H. S., & Walker, H. J. (2007). Justice, cynicism, and commitment: A study of important organizational change variables. The Journal of Applied Behavioral Science, 43, 303–326.10.1177/0021886306296602
   Google Scholar
• Blau, P. (1964). Exchange and power in social life. New York, NY: John Wiley.
   Google Scholar
• Bobbio, A., & Manganelli, A. M. (2015). Antecedents of hospital nurses’ intention to leave the organization: A cross sectional survey. International Journal of Nursing Studies, 52, 1180–1192.10.1016/j.ijnurstu.2015.03.009
   PubMed Web of Science ®Google Scholar
• Bonias, D., Bartram, T., Leggat, S. G., & Stanton, P. (2010). Does psychological empowerment mediate the relationship between high performance work systems and patient care quality in hospitals? Asia Pacific Journal of Human Resources, 48, 319–337.10.1177/1038411110381667
   Web of Science ®Google Scholar
• Boselie, P. (2010). High performance work practices in the health care sector: A Dutch case study. International Journal of Manpower, 31, 42–58.10.1108/01437721011031685
   Web of Science ®Google Scholar
• Boselie, P., Dietz, G., & Boon, C. (2005). Commonalities and contradictions in HRM and performance research. Human Resource Management Journal, 15, 67–94.10.1111/hrmj.2005.15.issue-3
   Google Scholar
• Brandes, P., Dharwadkar, R., & Dean, J. W. (1999). Does organizational cynicism matter? Employee and supervisor perspectives on work outcomes. In Eastern Academy of Management Proceedings (pp. 150–153). Philadelphia, PA.
   Google Scholar
• Byrne, Z. S., & Hochwarter, W. A. (2008). Perceived organizational support and performance: Relationships across levels of organizational cynicism. Journal of Managerial Psychology, 23, 54–72.10.1108/02683940810849666
   Web of Science ®Google Scholar
• Cable, D. M., & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions. Journal of Applied Psychology, 87, 875–884.
   PubMed Web of Science ®Google Scholar
• Cammann, C., Fichman, M., Jenkins, G. D., & Klesh, J. R. (1983). Assessing the attitudes and perceptions of organizational members. In S.E. Seashore, E. E. Lawler III, P. H. Mirvis, & C. Cammann (Eds.), Assessing organizational change: A guide to methods, measures, and practices (pp. 71–138). New York, NY: Wiley.
   Google Scholar
• Carter, M. R., & Tourangeau, A. E. (2012). Staying in nursing: What factors determine whether nurses intend to remain employed? Journal of Advanced Nursing, 68, 1589–1600.10.1111/jan.2012.68.issue-7
   PubMed Web of Science ®Google Scholar
• Chang, P. C., & Chen, S. J. (2011). Crossing the level of employee’s performance: HPWS, affective commitment, human capital, and employee job performance in professional service organizations. The International Journal of Human Resource Management, 22, 883–901.10.1080/09585192.2011.555130
   Web of Science ®Google Scholar
• Chiaburu, D. S., Peng, A. C., Oh, I. S., Banks, G. C., & Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta-analysis. Journal of Vocational Behavior, 83, 181–197.10.1016/j.jvb.2013.03.007
   Web of Science ®Google Scholar
• Cole, M. S., Bruch, H., & Vogel, B. (2006). Emotion as mediators of the relations between perceived supervisor support and psychological hardiness on employee cynicism. Journal of Organizational Behavior, 27, 463–484.10.1002/(ISSN)1099-1379
   Web of Science ®Google Scholar
• Combs, J., Liu, Y., Hall, A., & Ketchen, D. (2006). How much do high-performance work practices matter? A meta-analysis of their effects on organizational performance. Personnel Psychology, 59, 501–528.10.1111/peps.2006.59.issue-3
   Web of Science ®Google Scholar
• Coomber, B., & Barriball, K. L. (2007). Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: A review of the research literature. International Journal of Nursing Studies, 44, 297–314.10.1016/j.ijnurstu.2006.02.004
   PubMed Web of Science ®Google Scholar
• Danni, L., & Wei, W. (2011). Study on relativity among pressure source, pressure and coping of student nurses with different educational background [J]. Chinese Nursing Research, 19, 008.
   Google Scholar
• Dean, J. W., Brandes, P., & Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23, 341–352.
   Web of Science ®Google Scholar
• Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39, 949–969.10.2307/256718
   Web of Science ®Google Scholar
• Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39, 802–835.10.2307/256713
   Web of Science ®Google Scholar
• Dulac, T., Coyle-Shapiro, J. A., Henderson, D. J., & Wayne, S. J. (2008). Not all responses to breach are the same: The interconnection of social exchange and psychological contract processes in organizations. Academy of Management Journal, 51, 1079–1098.10.5465/AMJ.2008.35732596
   Web of Science ®Google Scholar
• Eaton, J. A. (2000). A social motivation approach to organizational cynicism ( Doctoral dissertation). Ontario: York University Toronto.
   Google Scholar
• Evans, M. G. (1985). A Monte Carlo study of the effects of correlated method variance in moderated multiple regression analysis. Organizational Behavior and Human Decision Processes, 36, 305–323.10.1016/0749-5978(85)90002-0
   Web of Science ®Google Scholar
• Fan, D., Cui, L., Zhang, M. M., Zhu, C. J., Härtel, C. E., & Nyland, C. (2014). Influence of high performance work systems on employee subjective well-being and job burnout: Empirical evidence from the Chinese healthcare sector. The International Journal of Human Resource Management, 25, 931–950.10.1080/09585192.2014.876740
   Web of Science ®Google Scholar
• Galletta, M., Portoghese, I., & Battistelli, A. (2011). Intrinsic motivation, job autonomy and turnover intention in the Italian healthcare: The mediating role of affective commitment. Journal of Management Research, 3(2), 1–19.
   Google Scholar
• García-Chas, R., Neira-Fontela, E., & Castro-Casal, C. (2014). High-performance work system and intention to leave: A mediation model. The International Journal of Human Resource Management, 25, 367–389.10.1080/09585192.2013.789441
   Web of Science ®Google Scholar
• Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26, 463–488.10.1177/014920630002600305
   Web of Science ®Google Scholar
• Guchait, P., & Cho, S. (2010). The impact of human resource management practices on intention to leave of employees in the service industry in India: The mediating role of organizational commitment. The International Journal of Human Resource Management, 21, 1228–1247.10.1080/09585192.2010.483845
   Web of Science ®Google Scholar
• Harmon, J., Scotti, D. J., Behson, S. J., Farias, G., Petzel, R., Neuman, J. H., & Keashly, L. (2003). The impacts of high-involvement work systems on staff satisfaction and service costs in veterans health care. In Academy of Management Proceedings.
   Google Scholar
• Hayes, L. J., O’Brien-Pallas, L., Duffield, C., Shamian, J., Buchan, J., Hughes, F., … North, N. (2012). Nurse turnover: A literature review-an update. International Journal of Nursing Studies, 49, 887–905.10.1016/j.ijnurstu.2011.10.001
   PubMed Web of Science ®Google Scholar
• Hayes, L. J., O’Brien-Pallas, L., Duffield, C., Shamian, J., Buchan, J., Hughes, F., & Stone, P. W. (2006). Nurse turnover: A literature review. International Journal of Nursing Studies, 43, 237–263.10.1016/j.ijnurstu.2005.02.007
   PubMed Web of Science ®Google Scholar
• Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635–672.10.2307/256741
   Web of Science ®Google Scholar
• Huselid, M. A., Jackson, S. E., & Schuler, R. S. (1997). Technical and strategic human resources management effectiveness as determinants of firm performance. Academy of Management Journal, 40, 171–188.10.2307/257025
   Web of Science ®Google Scholar
• Johnson, J. L., & O’Leary-Kelly, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior, 24, 627–647.10.1002/(ISSN)1099-1379
   Web of Science ®Google Scholar
• Jyoti, J., Rani, R., & Gandotra, R. (2015). The impact of bundled high performance human resource practices on intention to leave: Mediating role of emotional exhaustion. International Journal of Educational Management, 29, 431–460.
   Web of Science ®Google Scholar
• Kim, T. Y., Bateman, T. S., Gilbreath, B., & Andersson, L. M. (2009). Top management credibility and employee cynicism: A comprehensive model. Human Relations, 62, 1435–1458.10.1177/0018726709340822
   Web of Science ®Google Scholar
• Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281–342.10.1111/peps.2005.58.issue-2
   Web of Science ®Google Scholar
• Kuvaas, B. (2008). An exploration of how the employee–organization relationship affects the linkage between perception of developmental human resource practices and employee outcomes. Journal of Management Studies, 45(1), 1–25.
   Web of Science ®Google Scholar
• Lam, W., Chen, Z., & Takeuchi, N. (2009). Perceived human resource management practices and intention to leave of employees: The mediating role of organizational citizenship behaviour in a Sino-Japanese joint venture. The International Journal of Human Resource Management, 20, 2250–2270.10.1080/09585190903239641
   Web of Science ®Google Scholar
• Larrabee, J. H., Janney, M. A., Ostrow, C. L., Withrow, M. L., Hobbs, G. R., & Burant, C. (2003). Predicting registered nurse job satisfaction and intent to leave. Journal of Nursing Administration, 33, 271–283.10.1097/00005110-200305000-00003
   PubMed Web of Science ®Google Scholar
• Lauver, K. J., & Kristof-Brown, A. (2001). Distinguishing between employees’ perceptions of person–job and person–organization fit. Journal of Vocational Behavior, 59, 454–470.10.1006/jvbe.2001.1807
   Web of Science ®Google Scholar
• Liou, S. R. (2009). Nurses’ intention to leave: Critically analyse the theory of reasoned action and organizational commitment model. Journal of Nursing Management, 17, 92–99.10.1111/jnm.2008.17.issue-1
   PubMed Web of Science ®Google Scholar
• MacDuffie, J. P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial & Labor Relations Review, 48, 197–221.10.1177/001979399504800201
   Web of Science ®Google Scholar
• Macky, K., & Boxall, P. (2007). The relationship between ‘high-performance work practices’ and employee attitudes: An investigation of additive and interaction effects. The International Journal of Human Resource Management, 18, 537–567.10.1080/09585190601178745
   Web of Science ®Google Scholar
• McCleary, L., & Brown, G. T. (2003). Association between nurses’ education about research and their research use. Nurse Education Today, 23, 556–565.10.1016/S0260-6917(03)00084-4
   PubMed Web of Science ®Google Scholar
• Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62, 237–240.10.1037/0021-9010.62.2.237
   Web of Science ®Google Scholar
• Naus, F., van Iterson, A., & Roe, R. A. (2007). Value incongruence, job autonomy, and organization-based self-esteem: A self-based perspective on organizational cynicism. European Journal of Work and Organizational Psychology, 16, 195–219.10.1080/13594320601143271
   Web of Science ®Google Scholar
• Nunnally, J. C., Bernstein, I. H., & Berge, J. M. T. (1967). Psychometric theory (Vol. 226). New York, NY: McGraw-Hill.
   Google Scholar
• Ostroff, C., & Bowen, D. E. (2000). Moving HR to a higher level. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations (pp. 211–266). San Francisco: Jossey-Bass.
   Google Scholar
• Pare, G., & Tremblay, M. (2007). The influence of high-involvement human resources practices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals’ turnover intentions. Group & Organization Management, 32, 326–357.10.1177/1059601106286875
   Web of Science ®Google Scholar
• Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.10.1037/0021-9010.88.5.879
   PubMed Web of Science ®Google Scholar
• Posthuma, R. A., Campion, M. C., Masimova, M., & Campion, M. A. (2013). A high performance work practices taxonomy integrating the literature and directing future research. Journal of Management, 39, 1184–1220.10.1177/0149206313478184
   Web of Science ®Google Scholar
• Preacher, K. J., & Hayes, A. F. (2004). SPSS and SAS procedures for estimating indirect effects in simple mediation models. Behavior Research Methods, Instruments, & Computers, 36, 717–731.10.3758/BF03206553
   PubMedGoogle Scholar
• Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42, 185–227.10.1080/00273170701341316
   PubMed Web of Science ®Google Scholar
• Qiao, K., Khilji, S., & Wang, X. (2009). High-performance work systems, organizational commitment and the role of demographic features in the People’s Republic of China. The International Journal of Human Resource Management, 20, 2311–2330.10.1080/09585190903239682
   Web of Science ®Google Scholar
• Rousseau, D. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements. Thousand Oaks, CA: Sage.
   Google Scholar
• Shrout, P. E., & Bolger, N. (2002). Mediation in experimental and nonexperimental studies: New procedures and recommendations. Psychological Methods, 7, 422–445.10.1037/1082-989X.7.4.422
   PubMed Web of Science ®Google Scholar
• Sobel, M. E. (1982). Asymptotic confidence intervals for indirect effects in structural equation models. Sociological Methodology, 13, 290–312.10.2307/270723
   Google Scholar
• Swart, R. P. (2012). The relationship between nurses educational background and the safety and quality of patient care in surgical units in private hospitals in Gauteng ( Doctoral dissertation). North-West University.
   Google Scholar
• Takeuchi, R., Lepak, P. D., Wang, H., & Takeuchi, K. (2007). An empirical examination of the mechanisms mediating between high performance work systems and the performance of Japanese organizations. Journal of Applied Psychology, 92, 1069–1083.10.1037/0021-9010.92.4.1069
   PubMed Web of Science ®Google Scholar
• Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46, 259–293.
   Web of Science ®Google Scholar
• Tikka, P. M., Kuitunen, M. T., & Tynys, S. M. (2000). Effects of educational background on students’ attitudes, activity levels, and knowledge concerning the environment. The Journal of Environmental Education, 31, 12–19.10.1080/00958960009598640
   Google Scholar
• Tong, J., Wang, L., & Peng, K. (2015). From person-environment misfit to job burnout: Theoretical extensions. Journal of Managerial Psychology, 30, 169–182.10.1108/JMP-12-2012-0404
   Web of Science ®Google Scholar
• Tourangeau, A. E., Cummings, G., Cranley, L. A., Ferron, E. M., & Harvey, S. (2010). Determinants of hospital nurse intention to remain employed: Broadening our understanding. Journal of Advanced Nursing, 66, 22–32.10.1111/j.1365-2648.2009.05190.x
   PubMed Web of Science ®Google Scholar
• Tummers, L. G., Groeneveld, S. M., & Lankhaar, M. (2013). Why do nurses intend to leave their organization? A large-scale analysis in long-term care. Journal of Advanced Nursing, 69, 2826–2838.10.1111/jan.2013.69.issue-12
   PubMed Web of Science ®Google Scholar
• Wanous, J. P., Reichers, A. E., & Austin, J. T. (1994). Organizational cynicism: An initial study. In Academy of management proceedings (pp. 269–273).10.5465/AMBPP.1994.10344804
   Google Scholar
• West, M. A., Guthrie, J. P., Dawson, F. J., Borrill, S. C., & Carter, M. (2006). Reducing patient mortality in hospitals: The role of human resource management. Journal of Organizational Behaviour, 27, 983–1002.10.1002/(ISSN)1099-1379
   Web of Science ®Google Scholar
• Wilkerson, J. M. (2002). Organizational cynicism and its impact on human resources management. In Human resources management: Perspectives, context, functions, and outcomes (pp. 532–546). Upper Saddle River, NJ: Prentice Hall.
   Google Scholar
• Wu, P. C., & Chaturvedi, S. (2009). The role of procedural justice and power distance in the relationship between high-performance work systems and employee attitudes: A multilevel perspective. Journal of Management, 35, 1228–1247.10.1177/0149206308331097
   Web of Science ®Google Scholar
• Young, S., Bartram, T., Stanton, P., & Leggat, S. G. (2010). High performance work systems and employee well-being: A two stage study of a rural Australian hospital. Journal of Health Organization and Management, 24, 182–199.10.1108/14777261011047345
   PubMedGoogle Scholar
• Zacharatos, A., Barling, J., & Iverson, R. D. (2005). High-performance work systems and occupational safety. Journal of Applied Psychology, 90, 77–93.10.1037/0021-9010.90.1.77
   PubMed Web of Science ®Google Scholar
• Zhang, M., Zhu, C. J., Dowling, P. J., & Bartram, T. (2013). Exploring the effects of high-performance work systems (HPWS) on the work-related well-being of Chinese hospital employees. The International Journal of Human Resource Management, 24, 3196–3212.10.1080/09585192.2013.775026
   Web of Science ®Google Scholar