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Al-Surimi K, Almuhayshir A, Ghailan KY, Shaheen NA. Impact of Patient Safety Culture on Job Satisfaction and Intention to Leave Among Healthcare Workers: Evidence from Middle East Context. Risk Manag Healthc Policy 2022; 15:2435-2451. [PMID: 36620517 PMCID: PMC9811957 DOI: 10.2147/rmhp.s390021] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/15/2022] [Accepted: 12/13/2022] [Indexed: 01/01/2023] Open
Abstract
Background The association between patient safety culture and staff outcomes remains unclear to date. This study aimed to identify the relationship between patient safety culture/job satisfaction and intention to leave among healthcare workers. Methods A cross-sectional study was conducted using an online survey. Multinomial logistic regression analysis was used to investigate the association between the safety culture dimensions and the outcomes in terms of job satisfaction and intention to leave. Results Majority were females (77.2%); age between (20-30) years were (66.1%). 1-5 years work experience was reported by (98.2%); nurses accounted for (75.7%). (62.1%) reported very good patient safety grade. (78.3%) of respondents had no intention to leave; (84.3%) reported they like their job, (70.5%) stated that working in this hospital is like being part of a large family. However, (38%) said the hospital is not a good place to work, and morale in their clinical area is low. The overall composite scores were highest for "teamwork within hospital units (81.4)", and "organizational learning (79.4)", while lowest for "communication openness (37)",staffing (26.5)", and "non-punitive response to error (22.1)". Females were two times more likely to leave their jobs compared to males (AOR: 2.36, 95% CI: 1.24-3.46); intention to leave was 3.35 (95% CI = 2.19-5.09). As for job satisfaction, ages between 31-40 years tend to like their job two times more than other age groups (AOR: 1.90, 95% CI = 1.02-3.55). The safety culture domains "staffing" and "hospital management support for patient safety" were linked to a higher odds ratio for job satisfaction. Conclusion Aside from gender and age, the dimensions of safety culture, including staffing, hospital management support, hospital handover, and transition, may have a signification impact on job satisfaction and intention to leave among healthcare workers.
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Affiliation(s)
- Khaled Al-Surimi
- College of Public Health and Health Informatics, King Saud Bin Abdul-Aziz University for Health Sciences, Riyadh, Saudi Arabia,School of Health and Environmental Studies, Hamdan Bin Mohammed Smart University, Dubai, United Arab Emirates,Community Medicine and Public Health, Faculty of Medicine and Health Sciences, Thamar University, Dhamar, Yemen,King Abdullah International Medical Research Center, Riyadh, Saudi Arabia
| | - Amirah Almuhayshir
- College of Public Health and Health Informatics, King Saud Bin Abdul-Aziz University for Health Sciences, Riyadh, Saudi Arabia
| | - Khalid Y Ghailan
- Faculty of Public Health and Tropical Medicine, Jazan University, Jazan, Saudi Arabia
| | - Naila A Shaheen
- Department of Biostatistics and Bioinformatics, King Abdullah International Medical Research Center, Riyadh, Saudi Arabia,King Saud Bin Abdul-Aziz University for Health Sciences, Riyadh, Saudi Arabia,Ministry of National Guard-Health Affairs, Riyadh, Saudi Arabia,Correspondence: Naila A Shaheen, Department of Biostatistics and Bioinformatics, King Abdullah International Medical Research Center, King Saud bin Abdulaziz University for Health Sciences, Ministry of National Guard-Health Affairs, P.O. Box 22490, Mail Code 1515, Riyadh, 11426, Saudi Arabia, Tel +966-11-4294472, Fax +966-11-4294466, Email
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Liu Z, Wong H, Liu J. Why do Social Workers Leave? A Moderated Mediation of Professionalism, Job Satisfaction, and Managerialism. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 20:230. [PMID: 36612550 PMCID: PMC9819938 DOI: 10.3390/ijerph20010230] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 12/02/2022] [Revised: 12/18/2022] [Accepted: 12/20/2022] [Indexed: 06/17/2023]
Abstract
Turnover has been a serious concern to social service organizations. A lack of committed social workers is a risk to organizational performance and service quality. Therefore, it is vital to better understand the leaving process of social work practitioners. The study constructed a moderated mediation model to examine the mediating role of job satisfaction between employees' professionalism and turnover intention and the moderating role of the perceived level of managerialism in the context of social work organizations. A total of 667 participants from Guangzhou, Shenzhen, and Shanghai in China were recruited to complete the survey. Results presented that job satisfaction plays a full mediation role in the relationship between professionalism and turnover intention. In addition, the positive relationship between professionalism and job satisfaction, as well as the negative relationship between professionalism and turnover intention were moderated by managerialism. The findings enrich knowledge about turnover among social workers in the context of China and inspire to foster professionalism among service workers to improve job satisfaction and alleviate turnover intention and actual turnover as well as to apply management techniques and structures properly to strengthen the effect of professionalism on promoting job satisfaction and on preventing turnover intention.
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Affiliation(s)
- Ziyu Liu
- Department of Social Work, Chinese University of Hong Kong, Hong Kong, China
| | - Hung Wong
- Department of Social Work, Chinese University of Hong Kong, Hong Kong, China
| | - Jifang Liu
- School of Finance, Jilin University of Finance and Economics, Changchun 130117, China
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Ladelsky LK, Lee TW. Effect of risky decision-making and job satisfaction on turnover intention and turnover behavior among information technology employees. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2022. [DOI: 10.1108/ijoa-10-2022-3465] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/12/2022]
Abstract
Purpose
Turnover in high-tech companies has long been a concern for managers and executives. Recent meta-analyses from the general turnover literature consistently show that job satisfaction is a major attitudinal antecedent to turnover intention and turnover behavior. Additionally, the available research on information technology (IT) employees focuses primarily on turnover intentions and not on a risky decision-making perspective and actual turnover (turnover behavior). The paper aim is to focus on that.
Design/methodology/approach
This study uses hierarchical ordinary least squares, process (Preacher and Hayes, 2004) and logistic regression.
Findings
The main predictor of actual turnover is risky decision-making, whereas job satisfaction is the main predictor of turnover intention.
Originality/value
The joint effects of risk and job satisfaction on turnover intention and behavior have not been studied in the IT domain. Hence, this study extends our understanding of turnover in general and particularly among IT employees by studying the combined effect of risk and job satisfaction on turnover intentions and turnover behavior. The study’s theoretical and practical implications are likewise discussed.
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L’effet du sens du travail sur l’intention de quitter des personnels soignants en EHPAD. Quel impact de la satisfaction au travail et de la charge de travail ? PSYCHOLOGIE DU TRAVAIL ET DES ORGANISATIONS 2022. [DOI: 10.1016/j.pto.2022.11.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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Zhao Y, Lu Z, Cheng X, Li J. The Effect of Organizational Trust on Turnover Intention of Rural Kindergarten Teachers: The Mediating Role of Teaching Efficacy and Job Satisfaction. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:12403. [PMID: 36231702 PMCID: PMC9566009 DOI: 10.3390/ijerph191912403] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 08/17/2022] [Revised: 09/17/2022] [Accepted: 09/26/2022] [Indexed: 06/16/2023]
Abstract
Recent studies have focused on turnover among rural kindergarten teachers. However, none of these studies have shown a clear connection between turnover intention and organizational trust, although there are studies in other areas showing that organizational trust can affect turnover intention. Drawing on a sample of 330 kindergarten teachers in rural areas, this study explores the mechanism of influence between organizational trust and turnover intention with teaching efficacy and job satisfaction as mediators. We found that organizational trust negatively impacted teachers' turnover intention, and this relationship was mediated by a significant chain mediating effect of teaching efficacy and job satisfaction. The findings enrich knowledge about turnover among rural kindergarten teachers and inspire us to create a more supportive organizational environment against the backdrop of the COVID-19 pandemic to improve job satisfaction and alleviate turnover among rural kindergarten teachers.
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Affiliation(s)
- Yan Zhao
- Faculty of Education, Shaanxi Normal University, Xi’an 710062, China
| | - Zhenjie Lu
- Faculty of Education, Shaanxi Normal University, Xi’an 710062, China
| | - Xiulan Cheng
- Faculty of Education, Shaanxi Normal University, Xi’an 710062, China
| | - Jiaqi Li
- School of Philosophy and Social Development, Shandong University, Ji’nan 250100, China
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Hu H, Wang C, Lan Y, Wu X. Nurses' turnover intention, hope and career identity: the mediating role of job satisfaction. BMC Nurs 2022; 21:43. [PMID: 35144604 PMCID: PMC8830989 DOI: 10.1186/s12912-022-00821-5] [Citation(s) in RCA: 17] [Impact Index Per Article: 8.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/13/2020] [Accepted: 02/01/2022] [Indexed: 12/25/2022] Open
Abstract
Background A high turnover rate has become a critical issue in the field of nursing and how to tackle the problem of nursing turnover has received increased attention worldwide. Hope, career identity, job satisfaction may be useful for reducing turnover. The aim of this study is to explore the relationships among career identity, hope, job satisfaction, and the turnover intention of nurses, and to test the mediating role of job satisfaction on the associations of hope and career identity with turnover intention. Methods A descriptive cross-sectional design was used. A total of 500 nurses were recruited from five comprehensive tertiary hospitals using convenience sampling. The questionnaire included items about sociodemographic information as well as the Adult Dispositional Hope Scale, Nursing Career Identity Scale, Job Satisfaction Index Scale, and Nurse Turnover Intention Scale. Pearson’s correlation, multiple linear regression, and structural equation modeling were used to analyze the data. We describe the study in accordance with the STROBE statement. Results Hope (r = − 0.227, p < 0.001) and career identity (r = − 0.342, p < 0.001) were negatively correlated with turnover intention. Job satisfaction played a completely mediating role on the associations of hope and career identity with turnover intention (β1 = − 0.09, β2 = − 0.33). Conclusions Job satisfaction mediated the associations of career identity and hope with turnover intention. Thus, effective measures can be taken to enhance nurses’ hope and career identity in order to improve their job satisfaction and thereby reduce their turnover intention. Providing nurses with more support, helping them find a spiritual foundation, and holding mindful activities that stimulate positive emotions are helpful. In addition, colleges should pay more attention to instilling nursing students with career identity and nursing values.
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Affiliation(s)
- Huiling Hu
- School of Nursing, Peking University, Beijing, 100191, P.R. China
| | - Chongkun Wang
- School of Nursing, Peking University, Beijing, 100191, P.R. China
| | - Yue Lan
- School of Nursing, Peking University, Beijing, 100191, P.R. China
| | - Xue Wu
- School of Nursing, Peking University, Beijing, 100191, P.R. China.
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Gharib M, Allil K, Durrah O, Alsatouf M. Do different types of organizational trust matter to employees’ commitment? A case study from Oman. HUMAN SYSTEMS MANAGEMENT 2021. [DOI: 10.3233/hsm-201065] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
PURPOSE: Trust is vital to all positive relationships. This empirical study explores the effect of three facets of organisational trust (trust in supervisors, in co-workers and in the organisation) on employee commitment in Salalah Mills Co. in the food industry in the Sultanate of Oman. METHODOLOGY: Data were collected via an online survey sent to all employees working in Salalah Mills Co., Oman. The final sample consisting of 102 responses with a response rate of 54 percent were analysed using multiple regression analysis. RESULTS: The findings revealed that two facets of organisational trust (trust in co-workers and trust in supervisors) were found to have a significant positive effect on employee commitment, while trust in the organisation was found to have no significant effect. PRACTICAL IMPLICATIONS: Trust in supervisors and trust in co-workers directly affect employee commitment. Therefore, managers should consider promoting both of these forms of trust to enhance employee commitment. VALUE: Although previous studies have examined the link between organisational trust and employee commitment, a focus on Oman and the food sector has been particularly rare, so this study offers new insights. The findings will help decision-makers on design strategies and policies to improve employee commitment through trust.
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Affiliation(s)
- Moaz Gharib
- Department of Management, College of Commerce and Business Administration, Dhofar University, Sultanate of Oman
| | - Kamaal Allil
- Department of Marketing and Entrepreneurship, College of Commerce and Business Administration, Dhofar University, Sultanate of Oman
| | - Omar Durrah
- Department of Management, College of Commerce and Business Administration, Dhofar University, Sultanate of Oman
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Song JH, Lee Y. Identifying latent profiles based on three components of organizational commitment: multi-sample investigations in Korea. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2021. [DOI: 10.1108/ejtd-03-2020-0050] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study is to identify latent profiles based on 3 dimensions of organizational commitment (OC) using 14 Korean samples.
Design/methodology/approach
This study used unpublished raw data. Allen and Meyer’s (1996) measurement was used to maintain consistency and facilitate comparison across samples. To determine the number of latent profiles that exist in Korea based on employees’ level of OC, a latent profile analysis (LPA) was performed.
Findings
The findings showed that there are two or three profiles (i.e. fully committed, weakly committed and/or moderately committed) across various types of organizations in Korea. These findings are similar to those based on LPA conducted in the West. The number of profiles is more limited in Korean samples than it is in Western samples. Like Western studies, this Korean-focused study identified fully committed, weakly committed and moderately committed profiles, but it did not show any other types of profiles found in the Western sample.
Originality/value
Based on these results, this study suggests academic and practical implications for researchers and practitioners.
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Relationship among social tactics, job embeddedness, and affective commitment in newcomers: the moderating effect of workplace spirituality. JOURNAL OF MANAGEMENT & ORGANIZATION 2021. [DOI: 10.1017/jmo.2021.11] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
Abstract
The cost of recruitment and training of newcomers can be a burden for enterprises, causing adverse effects on human resources management. Although much research has addressed employee turnover, less attention has been paid to methods of improving the retention of new hires. This study is an empirical examination of the increase in predictive strength of antecedents of affective commitment for comparing newcomers’ workplace spirituality. The results of an employee survey completed by 237 newcomers with under two years of work experience indicate that socialization tactics have a direct impact on job embeddedness, which in turn has a direct effect on affective commitment. Workplace spirituality has a significant moderating effect on the relationship between socialization tactics and job embeddedness. Also, workplace spirituality has a significant moderating effect on the relationship between job embeddedness and affective commitment.
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10
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A longitudinal examination of nurses’ need satisfaction profiles: A latent transition analysis. CURRENT PSYCHOLOGY 2020. [DOI: 10.1007/s12144-020-00972-1] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Edvik A, Geisler M, Muhonen T, Witmer H, Björk J. Credence in the Organization's Ability to Respond to Change - Implications on Work Engagement and Job Satisfaction in the Church of Sweden. Front Psychol 2020; 11:995. [PMID: 32595552 PMCID: PMC7304336 DOI: 10.3389/fpsyg.2020.00995] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/14/2019] [Accepted: 04/21/2020] [Indexed: 11/13/2022] Open
Abstract
As part of society, religious organizations are exposed to contextual conditions and challenges. However, adapting to external conditions is an act of balance since too much compromising may risk having a negative effect on employees' perception of organizational authenticity and, in turn, employees' well-being and attitudes toward work. In this study, we examined how specific characteristics of the work, in terms of job demands (role conflict and emotional demands) and job resources (influence at work and social community at work), as well as employees' credence in the organization's ability to respond to change, relate to employee well-being within the Church of Sweden. In total 2,112 employees (58% participation rate) answered a web-based survey. The results of regression analyses showed that job resources and credence in the organization's ability to respond to change provided a clear contribution to the explanation of variance in work engagement and, especially, job satisfaction. However, the contribution of job demands was less clear. Moreover, to further the understanding of the association between employees' credence in the organization's ability to respond to change and employee well-being, the mediating effect of job resources was tested. The results showed that the association between credence and well-being is in part mediated by job resources. In sum, the study demonstrate that employees' credence in the organization's ability to respond to change is important to consider for understanding employee well-being within religious organizations. In conclusion, our study suggest that organizations that are built up on strong values and institutionalized beliefs, such as religious and faith-based organizations, need to tread carefully in the process of adapting to conformal pressure for change. This, since the actions and choices of the organization are important for employees' credence in the organization and, in turn, employee well-being. Implications and recommendations for future research are discussed.
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Affiliation(s)
- Anders Edvik
- Centre for Work Life and Evaluation Studies, Malmö University, Malmö, Sweden
| | - Martin Geisler
- Centre for Work Life and Evaluation Studies, Malmö University, Malmö, Sweden
| | - Tuija Muhonen
- Centre for Work Life and Evaluation Studies, Malmö University, Malmö, Sweden
| | - Hope Witmer
- Centre for Work Life and Evaluation Studies, Malmö University, Malmö, Sweden
| | - Josefin Björk
- Centre for Work Life and Evaluation Studies, Malmö University, Malmö, Sweden
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Moloney W, Gorman D, Parsons M, Cheung G. How to keep registered nurses working in New Zealand even as economic conditions improve. HUMAN RESOURCES FOR HEALTH 2018; 16:45. [PMID: 30200988 PMCID: PMC6131770 DOI: 10.1186/s12960-018-0312-x] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/28/2018] [Accepted: 08/28/2018] [Indexed: 05/23/2023]
Abstract
BACKGROUND Many registered nurses (RNs) increased their participation in the New Zealand health workforce during the Global Financial Crisis (GFC), resulting in low vacancy rates. However, based on the documented impact of improving economies, a mean RN age of about 50, and just-agreed substantive increases in RN pay rates, it is likely that many will soon leave or reduce the hours they work. This study aims to investigate whether improved financial security will encourage RNs to leave or reduce their work commitment and to identify the factors that influence such intentions. METHODS An exploratory study using a cross-sectional survey design. Data were collected in 2014-2015 via an e-survey of 2,910 RNs in New Zealand. Data were analysed by regression. RESULTS We found that due to "burnout" and low "work engagement", both of which are strongly affected by workload and work-life interference, 22.6% of the RNs surveyed plan to leave work altogether and a further 32% plan to reduce their workforce participation when their financial situations improve. CONCLUSIONS The findings justify the urgent cooperative development, implementation and evaluation of a comprehensive suite of RN 'retention' measures involving national nursing organisations, the RN regulator and health system employers and funders.
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Affiliation(s)
- Willoughby Moloney
- School of Nursing, University of Auckland, 85 Park Road, Grafton, Auckland, New Zealand
| | - Des Gorman
- Health Workforce New Zealand, Wellington, New Zealand
- Faculty of Medical and Health Sciences, University of Auckland, Auckland, New Zealand
| | - Matthew Parsons
- School of Nursing, University of Auckland, 85 Park Road, Grafton, Auckland, New Zealand
| | - Gordon Cheung
- Business School, University of Auckland, Auckland, New Zealand
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Torenbeek M, Peters V. Explaining attrition and decreased effectiveness of experienced teachers: A research synthesis. Work 2017; 57:397-407. [PMID: 28800354 DOI: 10.3233/wor-172575] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
BACKGROUND Teacher retention and development of the full potential of teachers is important at a national level in order to be able to belong to the top world economies. A number of studies suggests that part of the group of experienced teachers with more than 20 years of experience perform didactically at a lower level than would be expected and are at a greater risk for attrition. OBJECTIVE The aim of the present study is to find explanations for this by making use of the Job Demands Resources Model. METHODS Specific demands of the teaching profession, interpersonal demands related to the developmental stage of experienced teachers, job resources and personal resources in relation to health and motivation are explored by reviewing a vast amount of literature. RESULTS The proposed conceptual model is an extension of the Job Demands Resources Model with the inclusion of personal demands related to adulthood and personal resources. CONCLUSIONS The resulting model provides us with clues on how attrition and decreased performance could be counteracted.
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Affiliation(s)
- Marjolein Torenbeek
- HAN University of Applied Sciences, HAN Sportsand Exercise, Nijmegen, The Netherlands
| | - Velibor Peters
- HAN University of Applied Sciences, HAN Sportsand Exercise, Nijmegen, The Netherlands
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Salzmann P, Berweger S, Ark TK. Apprentices’ Affective Occupational Commitment During Vocational Education and Training. JOURNAL OF CAREER DEVELOPMENT 2017. [DOI: 10.1177/0894845317696806] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Affective occupational commitment (AOC) during training is considered to prevent occupational turnover and positively influence later work-related outcomes and learning processes. However, little is known about AOC development in a training context. This study examines antecedents and consequences of AOC and its development during vocational education and training. Participants were 497 Swiss apprentices who took part in a longitudinal survey throughout their 3-year training program. The results of latent growth curve modeling showed a slight average decrease in AOC over time. Initial AOC was negatively related to occupational turnover intention and positively related to satisfaction with the apprenticeship. Perceived person–occupation fit and feelings of competence during in-company training were positively correlated with initial AOC. Change in AOC was the smallest when apprentices felt autonomous and larger when they felt competent. The results indicate how in-company training environments can be arranged that foster apprentices’ AOC.
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Affiliation(s)
- Patrizia Salzmann
- University of Teacher Education, St. Gallen, Switzerland
- Swiss Federal Institute for Vocational Education and Training, Bern/Zollikofen, Switzerland
| | - Simone Berweger
- University of Teacher Education, St. Gallen, Switzerland
- University of Teacher Education, Schwyz, Switzerland
| | - Tavinder K. Ark
- University of British Columbia, Vancouver, British Columbia, Canada
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Abstract
Purpose
The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern.
Design/methodology/approach
A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach.
Findings
The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment.
Originality/value
This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.
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Fakunmoju SB, Kersting RC. Perceived Effects of Student Loan Forgiveness on Turnover Intention among Social Workers in Massachusetts. SOCIAL WORK 2016; 61:331-339. [PMID: 29664260 DOI: 10.1093/sw/sww051] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/08/2023]
Abstract
Despite the recognition of student loan forgiveness programs (SLFPs) as a recruitment tool and job retention mechanism, little is known about their perceived effects on turnover prevention or potential to ease turnover pressure and prevent activation of turnover intention. This article describes the results of a recent survey by the National Association of Social Workers (Massachusetts chapter) on SLFPs. Specifically, the article examines the role of turnover intention and sociodemographic factors on the perception of whether student loan forgiveness (SLF) could prevent social workers from leaving their jobs. Results from bivariate and multivariate analyses using convenience sample (N = 569) suggest that amount of student loan debt, worrying about student loan debt, and turnover intention were significantly associated with perceiving SLF as likely to prevent turnover. Similarly, student loan variables differed by demographic characteristics. MSW graduates were more likely than BSW graduates to have inquired about SLFP, owe more student loan debt, and indicate propensity to participate in SLFP. However, BSW graduates were more likely than MSW graduates to worry about student loan debt. The article concludes with a discussion of the implications of findings for policy, practice, higher education, and future research, including relevance to advocacy and legislative efforts.
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Nägele C, Neuenschwander MP. Adjustment processes and fit perceptions as predictors of organizational commitment and occupational commitment of young workers. JOURNAL OF VOCATIONAL BEHAVIOR 2014. [DOI: 10.1016/j.jvb.2014.08.011] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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18
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Caricati L, Sala RL, Marletta G, Pelosi G, Ampollini M, Fabbri A, Ricchi A, Scardino M, Artioli G, Mancini T. Work climate, work values and professional commitment as predictors of job satisfaction in nurses. J Nurs Manag 2013; 22:984-94. [DOI: 10.1111/jonm.12079] [Citation(s) in RCA: 62] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 02/11/2013] [Indexed: 11/28/2022]
Affiliation(s)
- Luca Caricati
- Department of Economics; University of Parma; Parma Italy
| | | | | | | | - Monica Ampollini
- Unit of Immunohematology and Transfusion; Azienda Ospedaliero-Universitaria of Parma; Parma Italy
| | - Anna Fabbri
- Continuing Education Service, Azienda USL of Forlì; Forlì Italy
| | - Alba Ricchi
- University of Modena and Reggio Emilia; Italy
| | - Marcello Scardino
- Hematology and Transplant Center, Azienda Ospedaliero-Universitaria of Parma; Parma Italy
| | | | - Tiziana Mancini
- Department of Arts and Literature, History and Social Study; University of Parma; Parma Italy
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The role of self-efficacy and job satisfaction on absences from work. EUROPEAN REVIEW OF APPLIED PSYCHOLOGY 2013. [DOI: 10.1016/j.erap.2012.08.007] [Citation(s) in RCA: 29] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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