Objective: In this study, we investigated the effects of job satisfaction, affective commitment, and organizational support on job performance and turnover intention in healthcare workers.
Material and Methods: This cross-sectional study was conducted in training and research hospitals in the Beyoğlu region of İstanbul. In this study, we used the convenience sampling method. Structural equation modeling was used to analyze the relationships between variables. The validity and reliability of the scales were performed by confirmatory factor analysis and Cronbach’s alpha coefficients.
Results: According to the results, the model fit the data well. The χ2/df value of the data was 2.84. The Goodness of Fit Index was 0.90, and the normed fit index is 0.92. Tucker and Lewis Index was 0.94. Job satisfaction and affective commitment had an effect on job performance (P < .05); and job satisfaction, emotional commitment, and job performance had an effect on turnover intention (P < .05).
Conclusion: Job satisfaction and affective commitment had a positive and significant effect on job performance and there was a negative and significant effect on turnover intention (P < .05). In addition, job performance had a significant negative effect on turnover intention. Increase in job performance and decrease in turnover intention could be possible with satisfaction, commitment, and support.
Cite this article as: Gün İ, Söyük S, Özsarı SH. Effects of Job Satisfaction, Affective Commitment, and Organizational Support on Job Performance and Turnover Intention in Healthcare Workers. Arch Health Sci Res. 2021;8(2):89-95.