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Hong Y, Chen M, Chen C, Qiu M. Abusive supervision and nursing students' intention to leave the nursing profession: a moderated mediation model of emotional exhaustion and the nurse-patient relationship. BMC Nurs 2024; 23:361. [PMID: 38816748 PMCID: PMC11137899 DOI: 10.1186/s12912-024-02025-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/27/2023] [Accepted: 05/17/2024] [Indexed: 06/01/2024] Open
Abstract
BACKGROUND Exploration of the relationship between nursing students' abusive supervision and their future intention to leave the nursing profession before completing the final clinical practicum is critical to the issue of nursing staff shortages and how to alleviate them. In order to further dissect the factors influencing turnover intention among student nurses in clinical practice, our study used the conservation of resources theory and job demands-resources model to explain the specific pathways that influence student nurses' intention to leave the nursing profession, with particular focus on nursing students' personality traits and certain organizational factors. METHOD This study followed a cross-sectional design. Between March and May 2022, a convenience sampling method was used to select 531 nursing students from two medical universities in Fuzhou. The Abusive Supervision, Emotional Exhaustion, Nurse-Patient Relationship, and Turnover Intention Scales were employed to collect data. The PROCESS macro (Models 4 and 7) for SPSS 25.0 by Hayes and 5,000 bootstrap samples were used to examine the moderation and mediation impacts. RESULTS Abusive supervision was found to significantly positively predict nursing students' intention to leave the nursing profession. Emotional exhaustion significantly mediated the relationship between abusive supervision and an intention to leave the nursing profession. The moderating effect of the nurse-patient relationship in the mediation model was also found to be significant. CONCLUSIONS Abusive supervision by clinical teaching staff is a work-related stressor that leads to emotional exhaustion, consequently decreasing nursing students' future intention to work as a nurse. A nurse-patient relationship based on trust could buffer the negative effect of abusive supervision on emotional exhaustion. Healthcare organizations and nurse educators should implement programs that educate and train individuals about abusive supervision, emotion regulation, and positive nurse-patient relationships; this would serve to decrease nursing students' intention to leave the nursing profession. This study provides relevant implications for helping nursing instructors develop effective intervention strategies to retain talented nursing personnel.
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Affiliation(s)
- Youjuan Hong
- School of Nursing, Fujian Medical University, Fuzhou, China.
| | - Meijing Chen
- School of Nursing, Fujian Medical University, Fuzhou, China
| | - Caimei Chen
- Critical Care Department, Longyan People's Hospital, Longyan, Fujian, China
| | - Meichai Qiu
- Center for information Management, Fujian Provincial Hospital, Fuzhou, Fujian, China
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Park J, Feng Y, Jeong SP. Developing an advanced prediction model for new employee turnover intention utilizing machine learning techniques. Sci Rep 2024; 14:1221. [PMID: 38216616 PMCID: PMC10786846 DOI: 10.1038/s41598-023-50593-4] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/01/2023] [Accepted: 12/21/2023] [Indexed: 01/14/2024] Open
Abstract
In recent years, the turnover phenomenon of new college graduates has been intensifying. The turnover of new employees creates many difficulties for businesses as it is difficult to recover the costs spent on their hiring and training. Therefore, it is necessary to promptly identify and effectively manage new employees who are inclined to change jobs. So far previous studies related to turnover intention have contributed to understanding the turnover phenomenon of new employees by identifying factors influencing turnover intention. However, with these factors, there is a limitation that it has not been able to present how much it is possible to predict employees who are actually willing to change jobs. Therefore, this study proposes a method of developing a machine learning-based turnover intention prediction model to overcome the limitations of previous studies. In this study, data from the Korea Employment Information Service's Job Movement Path Survey for college graduates were used, and OLS regression analysis was performed to confirm the influence of predictors. And model learning and classification were performed using a logistic regression (LR), k-nearest neighbor (KNN), and extreme gradient boosting (XGB) classifier. A novel finding of this research is the diminished or reversed influence of certain traditional factors, such as workload importance and the relevance of one's major field, on turnover intention. Instead, job security emerged as the most significant predictor. The model's accuracy rates, highest with XGB at 78.5%, demonstrate the efficacy of applying machine learning in turnover intention prediction, marking a significant advancement over traditional econometric models. This study breaks new ground by integrating advanced predictive analytics into turnover intention research, offering a more nuanced understanding of the factors influencing the turnover intentions of new college graduates. The insights gained could guide organizations in effectively managing and retaining new talent, highlighting the need for a focus on job security and organizational satisfaction, and the shifting relevance of traditional factors like job preference.
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Affiliation(s)
- Jungryeol Park
- Technology Policy Research Division, Electronics and Telecommunications Research Institute (ETRI), Daejeon, South Korea
| | - Yituo Feng
- Management Information Systems, Chungbuk National University, Cheongju, South Korea.
| | - Seon-Phil Jeong
- Department of Computer Science, BNU-HKBU United International College, Zhuhai, Guangdong, China
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Luo J, Li S, Gong L, Zhang X, Wang S. How and when workplace ostracism influences employee deviant behavior: A self-determination theory perspective. Front Psychol 2022; 13:1002399. [PMID: 36329754 PMCID: PMC9623040 DOI: 10.3389/fpsyg.2022.1002399] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/25/2022] [Accepted: 09/27/2022] [Indexed: 11/23/2022] Open
Abstract
Drawing on self-determination theory, this study examines the relationship between workplace ostracism and deviant behavior by focusing on the mediating role of basic psychological needs and the moderating role of perceived inclusive climate. Findings based on the analysis of 247 valid survey samples suggest that (1) workplace ostracism has a significant positive impact on employees’ deviant behavior; (2) basic psychological needs mediate the relationship between workplace ostracism and employees’ deviant behavior; and (3) employees’ perceived inclusive climate weakens the negative effect of workplace ostracism on basic psychological needs. This study develops new perspectives for workplace ostracism research, extends the factors that influence employees’ deviant behavior, and expands the boundary conditions of organizational difference in self-determination theory. Moreover, these empirical results provide important theoretical guidance to decrease employees’ deviant behavior in organizations.
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Affiliation(s)
- Jian Luo
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
- *Correspondence: Jian Luo,
| | - Shuang Li
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
| | - Lizhu Gong
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
| | - Xueying Zhang
- School of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
| | - Siwei Wang
- Department of Accounting, Sichuan Tianyi College, Deyang, China
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Qi L, Chaudhary NI, Yao K, Mirza F, Khalid R. The moderating role of transformational leadership on the relationship between deviant workplace behaviors and employee turnover intentions in China. Front Psychol 2022; 13:1005055. [PMID: 36304849 PMCID: PMC9592725 DOI: 10.3389/fpsyg.2022.1005055] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/27/2022] [Accepted: 09/20/2022] [Indexed: 11/21/2022] Open
Abstract
This study aimed to analyze the effect of deviant workplace behaviors, such as mistreatment, bullying, and incivility on employee turnover intention and identify the transformational leadership role as a moderator. The data was collected through a survey questionnaire with the help of a purposive sampling technique. A total of 318 respondents’ data was gathered from university academic and general staff in China. The results were analyzed through SPSS and structural equation modeling structural equation modeling (SEM) software. The findings indicate that deviant workplace behavior, i.e., mistreatment, bullying, and incivility, significantly affect employee turnover intention. Moreover, a result shows that transformational leadership has a significant moderating role on the relationship between turnover intention and workplace bullying and incivility but was insignificant between turnover intention and workplace mistreatment. Lastly, implications and limitations were also discussed in this article.
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Affiliation(s)
- Linkai Qi
- Business School, Shanghai University of Engineering Sciences, Shanghai, China
- *Correspondence: Linkai Qi,
| | - Naveed Iqbal Chaudhary
- Department of Business Administration, University of the Punjab (Gujranwala Campus), Lahore, Pakistan
- Naveed Iqbal Chaudhary,
| | - Kai Yao
- Business School, Fudan University, Shanghai, China
| | - Farhan Mirza
- Knowledge Unit of Systems and Technology (KUST) Department, University of Management and Technology (Sialkot Campus) Sialkot, Lahore, Pakistan
| | - Rabia Khalid
- Department of Business Administration, University of the Punjab (Gujranwala Campus), Lahore, Pakistan
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Henle CA, Shore LM, Morton JW, Conroy SA. Putting a Spotlight on the Ostracizer: Intentional Workplace Ostracism Motives. GROUP & ORGANIZATION MANAGEMENT 2022. [DOI: 10.1177/10596011221092863] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Workplace ostracism is a prevalent and detrimental type of mistreatment. To curtail this harmful behavior, researchers need to identify who is more likely to intentionally ostracize others at work and the motives that drive them to do so. Past reviews of workplace ostracism focus primarily on the outcomes of ostracism, and the few that address the antecedents often examine a limited set of variables. We examined themes in the ostracism literature and determined that employees intentionally ostracize others due to either punitive or defensive motives. Punitive motives are focused on protecting the interests of the group, whereas defensive motives pertain to defending the interests of the self. We present a model of the ostracizer based on these motives and the associated perceptions of threat and negative emotions that precipitate ostracism. Our model provides an extension of the workplace ostracism literature by presenting a testable theoretical framework, rooted in appraisal theory, to explain why and when employees are likely to ostracize others at work. We also provided suggestions for an expansion of the ostracizer motives literature, with the goal of encouraging research that provides greater understanding of the perspective of the ostracizer.
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Affiliation(s)
- Christine A. Henle
- Department of Management, Colorado State University, Fort Collins, CO, USA
| | - Lynn M. Shore
- Department of Management, Colorado State University, Fort Collins, CO, USA
- Department of Marketing, Innovation and Organisation, Ghent University, Faculty of Economics and Business Administration, Tweekerkenstraat, Gent, Belgium
| | - John W. Morton
- Department of Management, Colorado State University, Fort Collins, CO, USA
| | - Samantha A. Conroy
- Department of Management, Colorado State University, Fort Collins, CO, USA
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Jiang W, An Y, Wang L, Zheng C. Newcomers' reaction to the abusive supervision toward peers during organizational socialization. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103586] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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He Q, Wu M, Wu W, Fu J. The Effect of Abusive Supervision on Employees' Work Procrastination Behavior. Front Psychol 2021; 12:596704. [PMID: 33633634 PMCID: PMC7901887 DOI: 10.3389/fpsyg.2021.596704] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/20/2020] [Accepted: 01/11/2021] [Indexed: 11/28/2022] Open
Abstract
Work procrastination is a retreat behavior associated with negative cognitive experience and it results in great losses to individual as well as organizational development. Understanding the antecedents of employees’ work procrastination behavior contributes to lower frequency of its occurrence. This research builds a dual-moderated mediation model from the perspective of cognitive appraisal theory and explored work procrastination behavior of employees subjected to abusive supervision. With 378 valid returned questionnaires, data collected from 32 companies in Beijing, Shanghai, Tianjin, and Chongqing supports our hypotheses. This result has enriched the understanding of work procrastination behavior and provided practical implications to avoide its negative effects.
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Affiliation(s)
- Qi He
- School of Finance and Economics, Jiangsu University, Zhenjiang, China
| | - Mengyun Wu
- School of Finance and Economics, Jiangsu University, Zhenjiang, China
| | - Wenhao Wu
- Overseas Education College, Jiangsu University, Zhenjiang, China
| | - Jingtao Fu
- School of Mangement, Hainan University, Haikou, China
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Carvajal F, Calahorra-Romillo A, Rubio S, Martín P. Verbal emotional memory laterality effect on amygdalohippocampectomy for refractory epilepsy. Brain Behav 2020; 10:e01872. [PMID: 33016003 PMCID: PMC7749565 DOI: 10.1002/brb3.1872] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/07/2019] [Revised: 08/31/2020] [Accepted: 09/18/2020] [Indexed: 01/28/2023] Open
Abstract
OBJECTIVES To study the brain lateralization of the verbal emotional memory and the influence of the emotional valence, we investigated a sample composed of patients with medial temporal lobe refractory epilepsy (MTLE) treated with unilateral amygdalohippocampectomy compared to a control group. MATERIALS & METHODS A new task (Verbal Association) was designed and implemented to assess emotional memory performance. It was applied to 62 patients with MTLE of whom 31 have been subjected to right amygdalohippocampectomy and 31 to left amygdalohippocampectomy. These patients were compared with 31 participants with no cerebral pathology, as a control group. RESULTS (a) The control group obtained a higher number of recalled words than the rest of the groups, while the MTLE-right group obtained better results than the MTLE-left group. (b) In the case of positive emotional valence words, the MTLE-left group performed significantly worse than the rest of the groups; whereas for negative emotional words, the MTLE-left group presented the lowest average performance and the control group obtained a higher number of recalled words compared to MTLE-right group. In the case of neutral emotional words, no significant differences were found among the groups. (c) The MTLE-left group showed poorer performance on positive and negative words than neutral; the control group demonstrated lower average performance on positive and neutral words compared to negative; the MTLE-right group did not show any significant differences on the recall of different emotional valences. CONCLUSIONS Patients with MTLE show a deficit in the verbal recall which is exacerbated for information with an affective component. This deficit is more prominent in the case of patients with left unilateral resection (MTLE-left group) since they lose the benefits of the emotional information for the recall.
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Affiliation(s)
- Fernando Carvajal
- Biological and Health Psychology Department, Universidad Autónoma de Madrid, Madrid, Spain
| | | | - Sandra Rubio
- Biological and Health Psychology Department, Universidad Autónoma de Madrid, Madrid, Spain
| | - Pilar Martín
- Biological and Health Psychology Department, Universidad Autónoma de Madrid, Madrid, Spain
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