The relationship between organisational support for career development, organisational commitment, and turnover intentions among healthcare workers in township hospitals of Henan, China

Table 3 Regression analysis results of simple mediation models in PROCESS

Variables	Organizational commitment			Turnover intention			Organizational commitment			Turnover intention
Variables	β	S.E	t	β	S.E	t	β	S.E	t	β	S.E	t
Gender (female = 0)	-0.03	0.10	-0.63	-0.13^*	0.08	-2.41	-0.04	0.10	-0.97	-0.13^*	0.08	-2.40
Age	0.04	0.12	0.64	-0.18^*	0.09	-2.05	0.05	0.11	0.75	-0.18^*	0.09	-2.05
Marital status (unmarried = 0)	0.11^*	0.17	2.18	-0.03	0.13	-0.48	0.07	0.16	1.51	-0.03	0.13	-0.47
Education	-0.07	0.07	-1.50	0.13^*	0.06	2.32	-0.08	0.07	-1.91	0.13^*	0.06	2.30
Professional title	-0.04	0.07	-0.66	-0.08	0.06	-1.13	-0.02	0.07	-0.31	-0.07	0.06	-1.10
Organizational tenure	0.05	0.08	0.64	0.14	0.06	1.51	0.02	0.08	0.24	0.13	0.06	1.49
Formal OSCD	0.65^**	0.08	14.50	0.03	0.08	0.34
organizational commitment				-0.36^**	0.05	-4.83				-0.35^**	0.05	-4.48
Informal OSCD							0.69^**	0.06	16.52	0.02	0.07	0.19
Model summary	R² = 0.51; F = 43.30; p < 0.001			R² = 0.23; F = 10.50; p < 0.001			R² = 0.57; F = 53.89; p < 0.001			R² = 0.22; F = 10.48; p < 0.001

^*p < 0.05; ^**p < 0.01; β is standardized coefficient, S.E. is standard error

ISSN: 2731-4553