Effects of work environment and job characteristics on the turnover intention of experienced nurses: The mediating role of work engagement

2018 ◽  
Vol 74 (6) ◽  
pp. 1332-1341 ◽  
Author(s):  
Qiaoqin Wan ◽  
Zhaoyang Li ◽  
Weijiao Zhou ◽  
Shaomei Shang
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Turnover Intention ◽  
Job Characteristics ◽  
Experienced Nurses ◽  
Mediating Role

scholarly journals Searching for meaning: The mediating role of work engagement in the relationship between meaningful work and turnover intention of Millennials

2020 ◽  
Vol 5 (1) ◽  
pp. 15
Author(s):  
Ferdinan Leonardo Siahaan ◽  
Eka Gatari
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Millennial Generation ◽  
Meaningful Work ◽  
Intention To Leave ◽  
Mediating Role ◽  
Utrecht Work Engagement Scale ◽  
Convenience Sampling ◽  
The Relationship

The highest trends in employee turnover in companies are found in the Millennial generation. This trend is expected to continue to increase every year. This study aims to see how meaningful work influences the intention to leave the company through the role of work engagement as a mediator in the Millennial Generation sample. This research was conducted on 446 Millennial generation employees from various types of companies using convenience sampling methods. The instruments used in this study were Work as Meaning Inventory, Utrecht Work Engagement Scale-9, and Turnover Intention Scale. Based on mediation analysis, work engagement significantly acts as a mediator of the relationship between meaningful work and the intention to leave the company among millennial workers. Hopefully, the findings of this study can provide information for organizations to promote meaningful work and work engagement to increase the willingness of Millennial Generation employees to stay longer in their companies or organizations today.

scholarly journals Mediating Role of Perception of Job Insecurity on the Relationship between Despotic Leadership and Work Engagement: Pakistani Perspective

2020 ◽  
Vol 6 (2) ◽  
pp. 377-388
Author(s):  
Riffut Jabeen ◽  
Nazahah Rahim
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Job Insecurity ◽  
Leadership Behavior ◽  
Employee Performance ◽  
Resource Theory ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

The importance of work engagement (vigor, dedication, absorption) in enhancing employee performance is a recognized area of research. In this competitive and hyper turbulent work environment, disengaged workforce is costly for any organization. Despite its importance, a very low rate of work engagement (i.e.5%) has been found in Pakistan. Drawing on conservation of resource theory (COR), this paper proposes a conceptual framework to find out the impact of despotic leadership behavior on work engagement of employees with a mediating mechanism of employee’s perception of job insecurity. In previous literature little research has been done on despotic leadership and no study has found on this relationship before.

Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions

2018 ◽  
Vol 47 (2) ◽  
pp. 353-377 ◽  
Author(s):  
Upasna A. Agarwal ◽  
Vishal Gupta
Keyword(s):  
Work Engagement ◽  
Indirect Effects ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions. Design/methodology/approach Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables. Findings The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness. Research limitations/implications The study was cross-sectional, so inferences about causality are limited. Practical implications The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways. Originality/value The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

Work environment and work-to-family conflict: examining the mediating role of heavy work investment

2019 ◽  
pp. 1-24 ◽  
Author(s):  
Audrey Babic ◽  
Florence Stinglhamber ◽  
Marie Barbier ◽  
Isabelle Hansez
Keyword(s):  
Work Environment ◽  
Public Administration ◽  
Work Engagement ◽  
Family Conflict ◽  
Well Being ◽  
Work Related ◽  
Mediating Role ◽  
Heavy Work ◽  
Influence Perceptions

AbstractThis research examined the relationships between work environment (i.e., workload and development opportunities), heavy work investment (i.e., work engagement and workaholism) and work-to-family conflict (WFC) over time. A three-wave longitudinal study was conducted among 464 employees from a Belgian public administration. Workload and opportunities for development at Time 1 were found to be respectively negatively and positively associated with work engagement at Time 2, which in turn was negatively associated with WFC at Time 3. Only workload at Time 1 was positively associated with workaholism at Time 2 which, in turn, was positively associated with WFC at Time 3. In the interests of both organizational effectiveness and employees’ well-being, it is important to identify the work-related variables that influence perceptions of WFC. Moreover, in order to manage human resources effectively in companies, it is important to understand the mechanisms by which the work environment influences WFC.

The mediating role of work engagement between job characteristics, and positive and negative non-task behaviours

2010 ◽  
Author(s):  
C. Sulea ◽  
L. P. Maricutoiu ◽  
D. Virga ◽  
W. Schaufeli ◽  
C. Z. Dumitru
Keyword(s):  
Work Engagement ◽  
Job Characteristics ◽  
Mediating Role
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