Table IV Independent effects of...

Table IV

Independent effects of managers’ organizational commitment and work overcommitment on employees’ mental well-being (GHQ12, please note that the scale is reverse), perception of quality of care (QoC) and turnover intent (TI) in Spain and Sweden, respectively

	Employee GHQ12			Employee QoC			Employee TI
	β	p	R²	β	p	R²	β	p	R²	Adjusted
Managers’ commitment
Spain	−0.08	<0.01	0.03	0.21	<0.001	0.06	−0.32	<0.001	0.04
	−0.08	<0.01	0.03	0.20	<0.001	0.05	−0.30	<0.001	0.12	Sex, age
Sweden	−0.01	0.94	0.00	0.06	0.14	0.01	0.07	0.44	0.00
	−0.01	0.80	0.01	0.06	0.15	0.01	0.03	0.75	0.13	Sex, age
Managers’ work overcommitment
Spain				−0.37	<0.001	0.04	0.60	<0.01	0.03
				−0.35	<0.001	0.03	0.60	<0.001	0.11	Sex, age
Sweden				−0.08	<0.05	0.03	−0.08	0.21	0.00
				−0.08	<0.05	0.03	−0.12	<0.05	0.15	Sex, age

	Employee GHQ12			Employee QoC			Employee TI
	β	p	R²	β	p	R²	β	p	R²	Adjusted
Managers’ commitment
Spain	−0.08	<0.01	0.03	0.21	<0.001	0.06	−0.32	<0.001	0.04
	−0.08	<0.01	0.03	0.20	<0.001	0.05	−0.30	<0.001	0.12	Sex, age
Sweden	−0.01	0.94	0.00	0.06	0.14	0.01	0.07	0.44	0.00
	−0.01	0.80	0.01	0.06	0.15	0.01	0.03	0.75	0.13	Sex, age
Managers’ work overcommitment
Spain				−0.37	<0.001	0.04	0.60	<0.01	0.03
				−0.35	<0.001	0.03	0.60	<0.001	0.11	Sex, age
Sweden				−0.08	<0.05	0.03	−0.08	0.21	0.00
				−0.08	<0.05	0.03	−0.12	<0.05	0.15	Sex, age

Note: Results from linear regression analyses

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