ArticleHow Does Supervisor Support Influence Turnover Intent Among Frontline Hospital Workers? The Mediating Role of Affective CommitmentNichols, Helen M. MSW; Swanberg, Jennifer E. PhD; Bright, Charlotte Lyn PhD Author Information Author Affiliations: School of Social Work, University of Maryland, Baltimore. The research presented in this manuscript was supported by a Competitive Innovative Research Award from the University Of Maryland School Of Social Work and by the organization we studied (OutfirmX, a pseudonym). The findings and conclusions in this paper are those of the authors and do not necessarily represent the official position of the University of Maryland School of Social Work. The authors report no conflicts of interest. Correspondence: Helen M. Nichols, MSW, School of Social Work, University of Maryland, 550 West Baltimore Street, Suite 502-C, Baltimore, MD 21201 ([email protected]). The Health Care Manager: 7/9 2016 - Volume 35 - Issue 3 - p 266-279 doi: 10.1097/HCM.0000000000000119 Buy Metrics Abstract Turnover among frontline hospital service workers can disrupt organizational effectiveness, reduce profitability, and limit the ability to provide high-quality, patient-centered care. This concern is compounded by the increasing reliance on frontline supervisors to manage this workforce, often without necessary training and support. However, research addressing the relationship between frontline supervisor support and intent to turnover among service workers and the process by which these variables are related is limited. By surveying 270 housekeeping and dietary service workers employed at 2 US hospitals, this study examined the relationship between supervisor support and turnover intent and assessed the mediating role of affective commitment between supervisor support and intent to turnover. Turnover intentions were lower for workers who reported greater levels of supervisor support and affective commitment; both supervisor support and affective commitment were significant predictors of turnover intent when tested individually. However, when controlling for affective commitment, supervisor support no longer predicted turnover intent, indicating that affective commitment fully mediated the relationship between supervisor support and intent to turnover. Implications for further research and organizational practice are discussed. Copyright © 2016 Wolters Kluwer Health, Inc. All rights reserved.