scholarly journals Cold wind of change: Associations between organizational change, turnover intention, overcommitment and quality of care in Spanish and Swedish eldercare organizations

Nursing Open ◽  
2020 ◽  
Vol 8 (1) ◽  
pp. 163-170
Author(s):  
Robert Lundmark ◽  
Maria Nordin ◽  
Montserrat Yepes‐Baldó ◽  
Marina Romeo ◽  
Kristina Westerberg
Keyword(s):  
Organizational Change ◽  
Quality Of Care ◽  
Turnover Intention ◽  
Cold Wind

scholarly journals TO EXAMINE LEADER-MEMBER EXCHANGE AS MODERATING VARIABLE ON THE INFLUENCE OF EMPLOYEE PSYCHOLOGICAL UNCERTAINTY TOWARD EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Muhammad Zakiy
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Turnover Intention ◽  
Negative Influence ◽  
Positive Influence ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Impact

The studies revealed that organizational change could create employee’s psychological uncertainty. However, this study argues that the quality of leader-member exchange enables to control the impact of the psychological uncertainty during the change toward employee’s attitude. This study represents job satisfaction and turnover intention as proxy of employee’s attitude for that matter. Based on social exchange theory, quality relationship of leader and employees affects on the relationship of psychological uncertainty and employee’s job satisfaction and turnover intention. This study selected private hospitals experiencing the changes of operational system for complying with national health security system. This study conducted cross-section survey for individual level-analysis. This study produces some findings. Firstly, the LMX has been failed to reduce the negative influence of psychological uncertainty towards employee’s job satisfaction, although the quality of the LMX was good. employee’s job satisfaction is more perceived as  personal afective state experienced during the organizational change. Secondly, the LMX has been successfully moderated the positive influence of the psychological uncertainty towards employee’s turnover intention.The data were collected by using questioners, distributed to the employees who worked in hospitals in Yogyakarta Province. There were 193 questioners that could be collected and analyzed by using Moderated Regression Analysis (MRA) to test the hypothesis by using SPSS application version 21. The result of the study shows that psychological uncertainty had negative correlation to employee’s job satisfaction and positive influence to psychological uncertainty toward turnover intention. Besides, LMX was proven to moderate positive influence of psychological uncertainty toward turnover intention, but it could not moderate negative influence of psychological uncertainty toward job satisfaction. 

scholarly journals Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

2020 ◽  
Author(s):  
Terje Slåtten ◽  
Gudbrand Lien
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Quality Of Care ◽  
Work Engagement ◽  
Turnover Intention ◽  
Intention To Leave ◽  
Organizational Goals ◽  
Nursing Professionals ◽  
The Relationship

Abstract Background: Health services organizations must understand how best to lower nursing professionals’ turnover intentions, increase their job satisfaction and quality of care provided to patients. This study aims to examine whether work engagement, which refers to a positive fulfilling, work-related state of mind, is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and climate can manage the work engagement of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals.Methods: The proposed conceptual model was tested in a quantitative study in which nursing professionals participated. The data were analyzed using confirmatory factor analysis and structural equation modeling in Stata.Results: The three key findings from this study were: i) work engagement of nursing professionals was found to be positively related to service quality of care (b = 0.551) and job satisfaction (b = 0.883). Job satisfaction fully mediates the relationship between work engagement and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention (which refers to the intention to leave a job on a personal/workers level), ii) nursing professionals’ perception of organizational culture (b = 0.278) and collaboration climate (b = 0.331) were both directly related to their work engagement, iii) work engagement fully mediates the relationship between organizational culture, organizational climate and service quality of care and job satisfaction. Moreover, work engagement particularly mediates the relationship between collaborative climate and job satisfaction.Conclusions: The work engagement of nursing professionals is highly correlated, especially to their job satisfaction. Work engagement and intention to leave a job is (fully) mediated by job satisfaction. Employers should therefore focus on improving job satisfaction of nursing professionals. The work engagement of nursing professionals is a common key factor for improvements. Consequently, leaders and managers should continuously manage nursing professionals’ work engagement, focusing on such areas as organizational culture and climate because work engagement is a substantial driver to enable multiple desirable outcomes for hospital organizations.

scholarly journals Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

2022 ◽  
Vol 22 (1) ◽  
Author(s):  
Terje Slåtten ◽  
Gudbrand Lien ◽  
Barbara Rebecca Mutonyi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Quality Of Care ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Cross Sectional ◽  
Organizational Goals ◽  
Nursing Professionals ◽  
The Relationship

Abstract Background Health services organizations must understand how best to lower nursing professionals’ turnover intentions, and increase their job satisfaction and the quality of care provided to patients. This study aims to examine whether work engagement (WE) is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and organizational climate can manage the WE of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals. Methods In detail, a cross-sectional questionnaire survey study was conducted through a convenience sampling of a total of N = 164 nurses, from four Norwegian public hospitals. Structural equation modeling was employed in testing the hypothesis in the conceptual model, using Stata software. Furthermore, mediation analyses were achieved through use of the “medsem” package in the Stata software, in testing whether the proposed direct and indirect effects were statistically significant, and the type of mediation found. Results The three key findings from this study are: i) WE of nursing professionals was found to be positively related to service quality of care (β = 0.551) and job satisfaction (β = 0.883). Job satisfaction fully mediates the relationship between WE and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention; ii) nursing professionals’ perception of organizational culture (β = 0.278) and collaboration climate (β = 0.331) were both directly related to their WE; and iii) WE fully mediates the relationship between organizational culture/climate and service quality of care and job satisfaction. Moreover, WE partially mediates the relationship between collaborative climate and job satisfaction. Conclusions The WE of nursing professionals is highly correlated to their job satisfaction. WE and turnover intentions are (fully) mediated by job satisfaction. Employers should therefore focus on improving the job satisfaction of nursing professionals. The WE of nursing professionals is a common key factor for such improvement. Consequently, leaders and managers should continuously manage nursing professionals’ WE, focusing on such areas as organizational culture and climate, because WE is an effective means of enabling multiple desirable outcomes for hospital organizations.

scholarly journals Nursing Work Environment, Turnover Intention, Job Burnout, and Quality of Care: The Moderating Role of Job Satisfaction

2019 ◽  
Vol 52 (1) ◽  
pp. 95-104 ◽  
Author(s):  
Sulaiman Dawood Al Sabei ◽  
Leodoro J. Labrague ◽  
Amy Miner Ross ◽  
Suja Karkada ◽  
Alaa Albashayreh ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Quality Of Care ◽  
Work Environment ◽  
Turnover Intention ◽  
Job Burnout ◽  
Nursing Work Environment ◽  
Moderating Role

Specific stressors relate to nurses' job satisfaction, perceived quality of care, and turnover intention

2019 ◽  
Vol 26 (1) ◽  
Author(s):  
John Robert Bautista ◽  
Percy Aiggie S. Lauria ◽  
Maria Cecilia S. Contreras ◽  
Maheni Micarla G. Maranion ◽  
Hermeliza H. Villanueva ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Quality Of Care ◽  
Turnover Intention ◽  
Perceived Quality ◽  
Perceived Quality Of Care

scholarly journals Organizational change and commitment: Effects on well-being, turnover intent and quality of care in Spanish and Swedish eldercare

2018 ◽  
pp. 0143831X1881597
Author(s):  
Kristina Westerberg ◽  
Jacobus Pienaar ◽  
Maria Nordin ◽  
Marina Romeo ◽  
Montserrat Yepes-Baldó
Keyword(s):  
Organizational Change ◽  
Quality Of Care ◽  
Well Being ◽  
Turnover Intent

Quality of Care

ASHA Leader ◽  
2012 ◽  
Vol 17 (6) ◽  
pp. 2-2
Author(s):  
Dennis Hampton
Keyword(s):  
Quality Of Care
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