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Molnár L, Zana Á, Stauder A. Stress and burnout in the context of workplace psychosocial factors among mental health professionals during the later waves of the COVID-19 pandemic in Hungary. Front Psychiatry 2024; 15:1354612. [PMID: 38600983 PMCID: PMC11004466 DOI: 10.3389/fpsyt.2024.1354612] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 12/12/2023] [Accepted: 03/11/2024] [Indexed: 04/12/2024] Open
Abstract
Background While literature is abundant on the negative mental health impact of the COVID-19 outbreak, few studies focus on the Central and Eastern European region. Objectives We examined stress, burnout, and sleeping troubles among mental health professionals in the context of psychosocial risk factors related to participation in COVID care during the fourth and fifth waves. Materials and methods Mental health professionals (N=268) completed an online cross-sectional survey in Hungary, between November 2021 and April 2022. Of the respondents, 58.2% directly participated in COVID care. The main data collection instrument was the Copenhagen Psychosocial Questionnaire (COPSOQ II), including 20 subscales on work-related psychosocial factors and 3 outcome scales (stress, burnout, and sleeping troubles). We added a question on competence transgression, and items on sociodemographic and professional background. Results Participation in COVID care was associated with higher work pace (59.08 versus 49.78), more role conflicts (55.21 versus 45.93), lower scores on the influence at work (38.18 versus 51.79), predictability (44.71 versus 57.03), reward (55.82 versus 65.03), role clarity (70.19 versus 75.37), social support from supervisor (59.24 versus 65.55), job satisfaction (54.36 versus 62.84), trust regarding management (55.89 versus 67.86), justice and respect (44.51 versus 54.35) scales. Among those involved in COVID care, only the stress score was higher (47.96 vs. 42.35) in the total sample; however, among psychiatrists, both stress (52.16 vs. 38.60) and burnout scores (58.30 vs. 47.06) were higher. Stepwise multiple regression revealed that work-family conflict, emotional demands and workplace commitment were independent predictors of higher stress and burnout scores; furthermore, competence transgression had a significant effect on stress, and being a psychiatric specialist had a significant effect on burnout. These models explained 40.5% of the variance for stress and 39.8% for burnout. Conclusion During the fourth and fifth waves, although COVID care was more well-organized, psychiatrists, as specialist physicians responsible for the quality of the care, were still experiencing challenges regarding their competence and influence at work, which may explain their increased levels of stress and burnout.
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Affiliation(s)
- László Molnár
- Doctoral School of Semmelweis University Budapest, Budapest, Hungary
| | - Ágnes Zana
- Institute of Behavioural Sciences, Semmelweis University Budapest, Budapest, Hungary
| | - Adrienne Stauder
- Institute of Behavioural Sciences, Semmelweis University Budapest, Budapest, Hungary
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Khanam Z, Khan Z, Arwab M, Khan A. Assessing the mediating role of organizational justice between the responsible leadership and employee turnover intention in health-care sector. Leadersh Health Serv (Bradf Engl) 2024; ahead-of-print. [PMID: 38520672 DOI: 10.1108/lhs-06-2023-0046] [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] [Indexed: 03/25/2024]
Abstract
PURPOSE The aim of this study is to investigate the extent to which organizational justice (OJ) mediates between responsible leadership (RL) and employee turnover intention (TI). DESIGN/METHODOLOGY/APPROACH Both online and offline questionnaire was used to collect the data from 387 Indian health-care employees, and the data were analyzed using partial least squares structural equation modeling (PLS-SEM) with the help of SmartPLS 4. FINDINGS The study's findings demonstrated a significant positive association between RL and OJ and a negative association between OJ and employee TI. Furthermore, results also confirmed the mediating role of OJ between RI and TI. RESEARCH LIMITATIONS/IMPLICATIONS The generalizability of the study's data collection is limited because it is based on the responses of Indian health-care sector employees to an online and offline survey. The authors propose that the health-care sector uses RL as an approach that takes a broad view of the parties with a stake and focuses on creating fairness in acts and justice at the workplace to address the major issue of employee turnover. ORIGINALITY/VALUE This study expanded on previous research by demonstrating that the influence of responsible leadership on employee TI is mediated by OJ in the context of India's health-care sector. It also contributes to the literature regarding RI, OJ and TI. The study also enriched the body of knowledge about using the PLS-SEM approach to predict employee TI.
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Affiliation(s)
- Zeba Khanam
- Department of Commerce, Aligarh Muslim University, Aligarh, India
| | - Zebran Khan
- Department of Commerce and Business Studies, Jamia Millia Islamia Central University, New Delhi, India
| | - Mohd Arwab
- Department of Management, Institute of Professional Excellence and Management (IP EM), Ghaziabad, India
| | - Ariba Khan
- Department of Commerce and Business Studies, Jamia Millia Islamia Central University, New Delhi, India
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Zhao J, Bai Y, Yang Y, Li X. The impact of aerobics on mental health and stress levels: A visualization analysis of the CiteSpace map. PLoS One 2024; 19:e0300677. [PMID: 38502660 PMCID: PMC10950220 DOI: 10.1371/journal.pone.0300677] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/31/2023] [Accepted: 03/01/2024] [Indexed: 03/21/2024] Open
Abstract
This study aims to integrate research in the field of aerobics and mental health through the visualization analysis method of the CiteSpace map, to clarify the impact of aerobics on mental health and stress levels. Firstly, based on the literature method, pieces of literature related to aerobics and mental health are searched and collected. Secondly, the visualization analysis method of the CiteSpace map is employed to summarize and analyze the contents of the literature, involving statistical analysis of the annual number of publications, analysis of author characteristics, and analysis of publishing institution characteristics. In addition, keyword co-occurrence analysis and keyword cluster analysis are also conducted in related research fields. Among them, the Log-Likelihood Ratio is used in keyword cluster analysis. Finally, the results are analyzed using the visualization analysis method of the CiteSpace map and the statistics-based comprehensive results. The results demonstrate that in the recent 20 years, the average annual number of articles in related fields exceeds 190. The high-yield authors are distributed in economically developed areas, and the cooperation among authors is scattered. In the keyword clustering results, a total of 77 cluster labels are obtained. The Q value of the clustering module is 0.89, and the average clustering profile silhouette (S) value is 0.92, indicating that the clustering structure is significant and the results are reasonable. The aerobics cluster contains the most closely related keywords, covering mental health and stress levels. Data analysis based on existing studies reveals that aerobics has a significant impact on mental health and stress levels. Individuals participating in aerobics show obvious improvement in mental health inventory (MHI) scores (t(100) = 4.32, p<0.05). Individuals participating in aerobics present a remarkable reduction in the questionnaire evaluation of stress levels (t(100) = -3.91, p<0.05). This study's results support aerobics' positive effects on mental health and stress levels.
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Affiliation(s)
- Jianxin Zhao
- Department of Physical Education and Teaching, Hebei Finance University, Baoding, Hebei, China
| | - Yabing Bai
- Department of Physical Education and Teaching, Hebei Finance University, Baoding, Hebei, China
| | - Yongjing Yang
- School of Accounting and Finance, Changsha Commerce & Tourism College, Changsha, Hunan, China
| | - Xiaolei Li
- Department of Physical Education and Teaching, Hebei Finance University, Baoding, Hebei, China
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Chang MY, Fu CK, Huang CF, Chen HS. The Moderating Role of Psychological Safety in the Relationship between Job Embeddedness, Organizational Commitment, and Retention Intention among Home Care Attendants in Taiwan. Healthcare (Basel) 2023; 11:2567. [PMID: 37761764 PMCID: PMC10530319 DOI: 10.3390/healthcare11182567] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/11/2023] [Revised: 08/16/2023] [Accepted: 09/15/2023] [Indexed: 09/29/2023] Open
Abstract
As Taiwan's population ages, the need for long-term care, such as home care, is increasing due to improved medical services and longer life expectancy; however, the current coverage rate for home care services is only 50%, highlighting the importance of retaining home care workers. This study applies job embeddedness, organizational commitment, and psychological safety as variables to explore the retention intention of Taiwan's home care workers. A questionnaire survey was distributed among home care workers using convenience sampling, resulting in 547 collected questionnaires, of which 458 were valid. Data analysis was conducted with SPSS 22.0 and AMOS 22.0, and a structural equation model (SEM) was used to test the hypotheses. Our findings suggest that job embeddedness has a positive impact on organizational commitment (γ = 0.649, γ = 0.607, and γ = 0.628; p < 0.001) and retention intention (γ = 0.253, γ = 0.242, γ = 0.271; p < 0.001), similar to organizational commitment (γ = 0.721, p < 0.001). Additionally, organizational commitment mediates job embeddedness and retention intention, while psychological safety moderated organizational commitment and retention intention (β = 0.639; p < 0.001). This study aims to provide information for the development of more effective human resource policies and contribute to practical advancements in the home care service environment and management structure of home care organizations. By analyzing and exploring the main factors contributing to home care workers' retention intention, we hope to enhance the overall benefits of home service organizations and the industry.
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Affiliation(s)
- Min-Yen Chang
- Department of Accounting, Jiaxing University, Jiaxing 314001, China;
| | - Chih-Kuang Fu
- Department of International Health Industry Management, Chung Shan Medical University, Taichung City 40201, Taiwan; (C.-K.F.); (C.-F.H.)
| | - Chi-Fu Huang
- Department of International Health Industry Management, Chung Shan Medical University, Taichung City 40201, Taiwan; (C.-K.F.); (C.-F.H.)
| | - Han-Shen Chen
- Department of Health Industry Technology Management, Chung Shan Medical University, Taichung City 40201, Taiwan
- Department of Medical Management, Chung Shan Medical University Hospital, No. 110, Section 1, Jianguo North Road, Taichung City 40201, Taiwan
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Gregoriou I, Papastavrou E, Charalambous A, Economidou E, Soteriades ES, Merkouris A. Organisational commitment, job satisfaction and intention to leave among physicians in the public health sector of Cyprus: a cross-sectional survey. BMJ Open 2023; 13:e067527. [PMID: 37221020 DOI: 10.1136/bmjopen-2022-067527] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 05/25/2023] Open
Abstract
OBJECTIVES Organisational commitment, job satisfaction and intention to leave constitute important characteristics of health professionals' employment status. Our study aimed at investigating the level of organisational commitment, job satisfaction in association with intention to leave among physicians. DESIGN A cross-sectional study. SETTING A survey was conducted using self-administered questionnaires (the Organizational Commitment Questionnaire and the Job Satisfaction Survey) among all physicians working in the public health sector of Cyprus (October 2016-January 2017). PARTICIPANTS Out of 690 physicians working in the public health sector who received an invitation to participate, 511 completed the survey and 9 were excluded. Therefore, 502 physicians were included in the final analysis (response rate 73%). A total of 188 cases were excluded because they were undetermined with respect to their intention to leave and a total of 75 cases were excluded from the regression analysis due to missing values on at least one variable or due to having values considered as outliers. Therefore, a total of 239 physicians (120 men and 119 women) were included in the current analysis. PRIMARY AND SECONDARY OUTCOME MEASURES Physicians' intention to leave. RESULTS A considerably large percentage of physicians (72.8%) working in the public hospitals and healthcare centres of Cyprus reported their intention to leave their job. Moreover, the majority of employees in public hospitals (78.4%) intended to leave their job, while only 21.6% of employees in health centres reported an intention to leave (p<0.001). The study also confirmed that organisational commitment and job satisfaction were negatively correlated with intention to leave. In addition, the results of this study demonstrate that certain demographics also influence physicians' intention to leave including age, gender and medical specialisation. CONCLUSIONS Certain physicians' demographics, organisational commitment and job satisfaction constitute important parameters influencing physicians' intention to leave their job.
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Affiliation(s)
- Ioanna Gregoriou
- Department of Nursing, Cyprus University of Technology, Limassol, Cyprus
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Is it worth being attached to the leader? Transformational leadership and various types of performance: The mediating role of leader as attachment figure. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03942-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
Abstract
AbstractWe assumed that the perception of the leader as an attachment figure would mediate the relationship between transformational leadership transformational leadership and leader/follower's reports of team performance. Leaders (N = 38) and employees (N = 204) completed separate questionnaire batteries. Team members assessed their perceptions of the leader as an attachment figure, transformational leadership of their leaders, and general and citizenship performance. Leaders assessed their transformational leadership style and the performance of their teams. We applied multi-level structural equation modeling (multi-level mediation). Perceptions of the leader as an attachment figure did not significantly mediate team or general performance prediction. But, the transformational leadership of the leader (team level) positively predicted the dimensions of the attachment figure (secure figure and separation distress – individual level). The secure figure positively and separation distress negatively predicted interpersonal and organizational citizenship performance at the team level. The perception of a leader as an attachment figure at the team level has different characteristics than at the individual level. The results indicate that the best scenario for team performance, as seen through the lens of transformational leadership, is a secure-figure leader and followers with low separation distress. The discussion meets the topics of the low statistical power and the need to differentiate a leader's attachment figure functions in organizations regarding the individual versus team level.
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Teng TY, Wu JH, Lee CY. Acceptance and experience of digital dental technology, burnout, job satisfaction, and turnover intention for Taiwanese dental technicians. BMC Oral Health 2022; 22:342. [PMID: 35953792 PMCID: PMC9373503 DOI: 10.1186/s12903-022-02359-z] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/21/2022] [Accepted: 07/27/2022] [Indexed: 11/20/2022] Open
Abstract
BACKGROUND Digital dental technology (DDT) has progressed and been introduced to Taiwan in the recent years, gradually changing the industry ecology. Many studies have demonstrated that DDT is more accurate and faster than conventional dental technology. However, there is a paucity of research exploring dental technicians' perspectives on digital dental techniques, and their burnout, job satisfaction, and turnover intention. METHODS This cross-sectional survey with convenience sampling was conducted at the conference venue of the Taiwan Association of Dental Technology to investigate the perspectives of dental technicians. We used the snowballing method in this study; two sampling methods were adopted, a convenience sampling of dental technicians to complete a survey, followed by asking the survey participants of the convenience sample to invite their colleagues to participate in the online survey. The survey questionnaire included questions on demographics, work-related information, acceptance and experiences of dental technicians toward DDT, occupational burnout, job satisfaction, and turnover intention. Regression models were used to determine the predictors of job satisfaction and determinants of turnover intention. RESULTS In total, 341 valid questionnaires were obtained. Overall, the participants reported long working hours (95.5%), positive score on the DDT acceptance scale, moderate job satisfaction, higher personal burnout, and work burnout, along with lower over-commitment. Among them, 32.9% and 28.2% reported the intention to leave their organization and profession, respectively. The stepwise multiple regression model revealed that higher work burnout decreased job satisfaction, while higher DDT acceptance and position as employer increased job satisfaction. The binary logistic regression models revealed that geographical area of workplace, work burnout, and job satisfaction were significant predictors of turnover intentions. CONCLUSIONS Many Taiwanese dental technicians reported turnover intentions and higher burnout. With the trend of digitalization in the dental industry, even though most dental technicians had a positive outlook toward DDT, its influence on job satisfaction appears limited. Retaining good and professional talents required of a dental technician is crucial, especially as Taiwan's dental care becomes increasingly specialized. Strategies for improving the work environment and occupational health of dental technicians should thus be the focus of future studies.
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Affiliation(s)
- Tang-Yun Teng
- Department of Oral Hygiene, College of Dental Medicine, Kaohsiung Medical University, Kaohsiung, Taiwan
| | - Ju-Hui Wu
- Department of Oral Hygiene, College of Dental Medicine, Kaohsiung Medical University, Kaohsiung, Taiwan
- Division of Family Dentistry, Department of Dentistry, Kaohsiung Medical University Hospital, Kaohsiung, Taiwan
| | - Chen-Yi Lee
- Department of Oral Hygiene, College of Dental Medicine, Kaohsiung Medical University, Kaohsiung, Taiwan.
- Department of Medical Research, Kaohsiung Medical University Hospital, Kaohsiung, Taiwan.
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Peng K, Han X, Jiang N, An R, Lv C, Yan S. Organizational commitment of emergency physician and its related factors: A national cross-sectional survey in China. Front Public Health 2022; 10:936861. [PMID: 35958859 PMCID: PMC9357984 DOI: 10.3389/fpubh.2022.936861] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/05/2022] [Accepted: 06/29/2022] [Indexed: 11/25/2022] Open
Abstract
Background Organizational commitment is important for job performance and employee retention. However, studies on the level of organizational commitment and its related factors among emergency physicians in China are scarce. Therefore, this study aimed to identify the factors associated with organizational commitment among emergency physicians in China. Methods A national cross-sectional study was conducted in 2018 among emergency physicians in China. Data were collected from 10,457 emergency physicians using a standard structured anonymous questionnaire, including demographic characteristics, organizational structure factors and work environment factors. A generalized linear model was used to explore the correlation between the independent variables and organizational commitment. Results In this study, 55.3% of emergency physicians reported a moderate level of organizational commitment. The physicians who were male, younger than 40 years old, had a mid-level title and had a lower average monthly income were more likely to show lower organizational commitment levels. Conversely, the organizational commitment was higher among physicians who perceived that promotion is easy and the number of emergency physicians meet their daily work or had not experienced workplace violence in the last year. Conclusions The study showed that organizational commitment among Chinese emergency physicians was moderate and related to gender, age, monthly income, frequency of daily visits, departmental promotion mechanism and workplace violent. Targeted interventions are needed to improve the organizational commitment of emergency physicians in a comprehensive way.
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Affiliation(s)
- Ke Peng
- Department of Finance, Southampton Business School, University of Southampton, Southampton, United Kingdom
| | - Xiaotong Han
- Hunan Provincial Key Laboratory of Emergency and Critical Care Metabolomics, Department of Emergency Medicine, Hunan Provincial Institute of Emergency Medicine, Hunan Provincial People's Hospital/The First Affiliated Hospital, Hunan Normal University, Changsha, China
| | - Nan Jiang
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Rongrong An
- Department of Social Medicine and Health Management, School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan, China
| | - Chuanzhu Lv
- Department of Emergency Medicine, Sichuan Provincial People's Hospital, University of Electronic Science and Technology of China, Chengdu, China
- Research Unit of Island Emergency Medicine, Chinese Academy of Medical Sciences (No. 2019RU013), Hainan Medical University, Haikou, China
- Key Laboratory of Emergency and Trauma of Ministry of Education, Hainan Medical University, Haikou, China
- Chuanzhu Lv
| | - Shijiao Yan
- Hunan Provincial Key Laboratory of Emergency and Critical Care Metabolomics, Department of Emergency Medicine, Hunan Provincial Institute of Emergency Medicine, Hunan Provincial People's Hospital/The First Affiliated Hospital, Hunan Normal University, Changsha, China
- School of Public Health, Hainan Medical University, Haikou, China
- Key Laboratory of Emergency and Trauma of Ministry of Education, Hainan Medical University, Haikou, China
- *Correspondence: Shijiao Yan
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Talić I, Einhorn A, Renner KH. Individual and Organizational Factors in Coping With COVID-19 in Soldier Students. Front Psychol 2022; 13:924537. [PMID: 35865687 PMCID: PMC9295716 DOI: 10.3389/fpsyg.2022.924537] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/20/2022] [Accepted: 06/08/2022] [Indexed: 11/28/2022] Open
Abstract
The COVID-19 pandemic has posed significant burden across different industrial sectors. Generally, an increase in psychological stress experiences has been reported, while the stress and coping responses of specific, potentially burdened populations have received less attention thus far. Thus, the present study investigated relations between individual (i.e., extraversion, neuroticism, conscientiousness) and organizational (i.e., organizational commitment and study satisfaction) factors, indicators of psychological health (i.e., loneliness, life satisfaction, COVID-19-related stress), and possible mediating effects of four broad coping dimensions (active coping, avoidant coping, social support, positive cognitive restructuring) in a specific sample of soldier students who engage in a double-role being military affiliates and students of non-military subjects. To this end, we assessed data of soldier students at two measurement points (N = 106 at t1 and N = 63 at t2) shortly after the second national lockdown in Germany (20. May 2021 to 11. July 2021) during the COVID-19 pandemic. Personality traits showed expected associations with indicators of psychological health, i.e., positive relations between neuroticism and social loneliness, between extraversion and COVID-19 stress, and negative relations between neuroticism and life satisfaction. Remarkably, organizational variables showed effects above and beyond personality traits on loneliness and life satisfaction. Neither individual, nor organizational factors could predict change in psychological health over time. We found evidence for mediation effects through active coping, avoidant coping, and the use of social support, but not through positive cognitive restructuring. Findings highlight the relative importance of organizational factors besides personality traits for psychological health in a military student sample, holding important implications for designing efficient support systems in the military.
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Prasetyo A, Gartika D, Hartopo A, Harwijayanti BP, Sukamsi S, Fahlevi M. Capacity Development of Local Service Organizations Through Regional Innovation in Papua, Indonesia After the COVID-19 Pandemic. Front Psychol 2022; 13:912692. [PMID: 35712219 PMCID: PMC9195573 DOI: 10.3389/fpsyg.2022.912692] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/04/2022] [Accepted: 04/25/2022] [Indexed: 11/23/2022] Open
Abstract
This study aims to identify and describe the regional innovations produced in Keerom Regency, Papua Province, Indonesia after the Coronavirus disease 2019 (COVID-19) pandemic, to analyze integrated regional service capacity indicators with a special focus on organizational performance indicators in integrated units that can be measured quantitatively and simply. In addition, to create an understanding of organizational performance in geographic areas. The method approach uses a mixed-methods description to tell the results of the study. Secondary data were analyzed in the form of innovation proposals for as many as 108 regional innovations. The analysis used adopts local service capacity which was developed with additional indicators of innovation. Local Service Indicators used to consist of Leadership and Governance, Structure and System, Human Resources, Financial Management, Program Management, Monitoring and Evaluation Plan, Partnerships, External Relations and Networks, Knowledge Management, and Organizational Innovation. Local services are built using spreadsheet tools to make the process easier to use. The result is that organizational services in regional innovation as a whole still reach a score of 52% on a 100% scale giving the result that organizational services have been carried out amid the limitations of local governments which are characterized by limited knowledge needed, not yet optimally prepared programs, low organizational acceleration. For regional innovation, the harmonization process between planning, evaluation, and monitoring is not yet optimal.
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Affiliation(s)
- Andjar Prasetyo
- Regional Development Planning Agency of Magelang City, Semarang, Indonesia
| | - Dewi Gartika
- Research and Development Agency of West Java Province, Bandung, Indonesia
| | - Agustinus Hartopo
- Regional Development Planning Agency of Papua Province, Jayapura, Indonesia
| | | | - Sukamsi Sukamsi
- Regional Development Planning Agency of Magelang Regency, Semarang, Indonesia
| | - M Fahlevi
- Management Department, Bina Nusantara University and Priviet Research Lab, Jakarta, Indonesia
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Organizational Commitment and Intention to Leave of Nurses in Portuguese Hospitals. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19042470. [PMID: 35206656 PMCID: PMC8878484 DOI: 10.3390/ijerph19042470] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/31/2021] [Revised: 02/13/2022] [Accepted: 02/14/2022] [Indexed: 12/31/2022]
Abstract
Intention to leave is influenced by the commitment and individual and structural factors. It is a critical dimension in health systems due to the shortage of professionals and the potential impact on the quality of care. The present paper: (i) characterizes organizational commitment and intention to leave; (ii) analyzes the relationship between structural factors (such as, work environment and nurse staffing), individual factors (age), and nurses’ organizational commitments and intention to leave; and (iii) analyzes the differences in the intention to leave and in the organizational commitment according to service specialty, nurses’ specialization, and contractual relationship in Portuguese public hospitals. A cross-sectional study was conducted with a sample of 850 nurses from 12 public hospitals units. The results show a high affective and continuance commitment of nurses with the hospital, and a reduced tendency of the intention to leave. A significant positive association was also found between the intent to leave and individual/structural factors. Organizational commitment and intention to leave levels are satisfactory, despite the influence of several factors, such as nurse staffing, work environment, or other opportunities for professional development. The results identify particularly sensitive areas that, through adequate health and management policies, can reduce nurses’ intentions to leave and promote the sustainability of the health system.
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