The Role of Perceived Organizational Support on Relationship between Job Stress and Emotional Exhaustion with Turnover among Nurses

This research was conducted by the purpose of examining the relationship between job stress and emotional exhaustion and the tendency to quit the job by focusing on the moderating role of perceived organizational support. Method and material: The statistical population of this study was the staff member of a public hospital in Isfahan city, among them one hundred nithy nine members were chosen by the convenience method. The research instruments included questionnaiers of job stress, emotional exhaustion, perceived organizational support, and quitting the job. Data were analyzed by the Pearson correlation coefficient and hierarchical regression analysis. there is a significant relationship between job stress and emotional exhaustion, between job stress and perceived organizational support, between job stress and quitting the job, between emotional exhaustion and perceived organizational support, between emotional exhaustion and quitting the job, and between perceived organizational support and quitting the job. The results of multiple regression analysis also showed that just role ambiguity, among job stress and emotional exhaustion factors, can predict perceived organizational support significantly and, respectively, emotional exhaustion, role overload, and role conflict can predict quitting the job significantly in two steps. The results of hierarchical regression analysis showed that perceived organizational support can moderate the relationship between role ambiguity and quitting the job and it doesn’t moderate the relationship between emotional exhaustion and quitting the job. manager of hospitals should clarify each personnel's role and support their personnels. Therefore quitting the job will be reduced.