The impact of resilience on turnover intention in dialysis nurses: The mediating effects of work engagement and compassion fatigue

2021 ◽  
Author(s):  
Xiaoyi Cao ◽  
Lin Chen
Keyword(s):  
Compassion Fatigue ◽  
Work Engagement ◽  
Turnover Intention ◽  
Mediating Effects ◽  
Dialysis Nurses ◽  
The Impact

scholarly journals Workplace Friendship, Trust in the Leader and Turnover Intention: The Mediating Effects of Work Engagement

2019 ◽  
Vol 9 (4) ◽  
pp. 184
Author(s):  
Vanchai Ariyabuddhiphongs ◽  
Charoon Boonsanong
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Job Demands ◽  
Job Resources ◽  
Positive Outcomes ◽  
Mediation Model ◽  
Mediating Effects ◽  
Workplace Friendship ◽  
Bank Management ◽  
Bank Tellers

The job demands-resources model hypothesizes work engagement’s positive mediating effects between job resources and positive outcomes; its mediating effects between job resources and negative outcomes have rarely been examined. We propose workplace friendship and trust in the leader as job resources and turnover intention as a negative outcome and hypothesize that workplace friendship and trust in the leader will positively predict work engagement, and that work engagement will negatively predict turnover intention. To test our hypotheses, we conducted a study among 166 bank tellers in Bangkok, Thailand using a questionnaire survey. Regression analysis with bootstrapping was used to test the hypotheses and the mediation model. The hypotheses and the model were supported. The results of our study provide support for the job demands-resources model and suggest for the bank management the advisement of encouraging friendship among bank tellers and cultivating their trust in the managers.

The Effect of Work Engagement and Job Embeddedness on Turnover Intention Moderates by Job Performance

2015 ◽  
Vol 21 (4) ◽  
pp. 847-849
Author(s):  
Theresia Cynthia ◽  
Laksmi Sito Dwi Irvianti
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Turnover Intention ◽  
Textile Industry ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Job Embeddedness ◽  
Analysis Method ◽  
The Impact

One of the essential resources in an organization is their human resources which are called employee. Every organization needs good human resource management to manage the relationship and the role of employee to achieve organization’s goal effectively and efficiently. The object of this research was PT. Argo Pantes Tbk that runs its business in textile industry. The purposes of this research was analyzing the impact of Work Engagement and Job Embeddedness to Turnover Intention at PT. Argo Pantes Tbk, partially and simultaneously, and also to analyze the role of Job Performance, as moderating variable. Data of this research were collected through interview and spreading the quesionnaire to 95 employees of PT. Argo Pantes Tbk as respondents by using simple random sampling as sampling technique. The analysis method used were simple and multiple regression and also residual analysis method. The research found that Work Engagement and Job embeddedness have significant impact to Turnover Intention, partially and simultaneously, and Job Performance will moderate the correlation between Work Engagement, Job Embeddedness and Turnover Intention.

scholarly journals Work Engagement: The Impact of Psychological Capital and Organizational Justice and Its Influence on Turnover Intention

2019 ◽  
Vol 4 (1) ◽  
pp. 86-91
Author(s):  
Kiky D.H. Saraswati
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Employee Retention ◽  
Psychological Capital ◽  
Jel Classification ◽  
Personal Resource ◽  
The Impact ◽  
Positive Effect

Objective - To remain competitive, organizations must be able to adapt to change and increase their performance. In order to increase performance, organizations must focus on how they manage their employees, including how to retain them. Previous studies have shown that work engagement (WE) has a positive effect on employee retention (Schaufeli & Bakker, 2004). The JD-R Model suggests that WE is influenced by enhancing personal and job resources (Schaufeli, 2017). This research aims to investigate the impact of both of those resources on WE. The personal resource measured in this study is psychological capital while the job resource measured is organizational justice. Furthermore, this research also aims to determine the extent to which WE can be used to predict employee turnover. Methodology/Technique - A quantitative method is implemented in this study by distributing a Utrecth Work Engagement Scale, Psychological Capital Questionnaire, Organizational Justice Questionnaire, and Turnover Intention Scale to 243 employees working in a manufacturing company in Jakarta, Indonesia. Findings - The results of this research conclude that psychological capital and organizational justice have a significant effect on WE (F= 15.231; p <0.05). Further analysis also concludes that WE has a significant impact on employee turnover (F= 10.888; p <0.05). Novelty - The findings of this study indicate that organizations should create and maintain employees WE in order to increase employee retention, while WE can be promoted by improving the psychological capital and providing fair treatment to all employees. Type of Paper: Empirical. Keywords: Organizational Justice; Psychological Capital; Turnover Intention; Work Engagement. JEL Classification: M10, M12, M19.

scholarly journals Investigating the impact of a combined approach of perceived organisational support for strengths use and deficit correction on employee outcomes

2018 ◽  
Vol 16 ◽  
Author(s):  
Crizelle Els ◽  
Karina Mostert ◽  
Marianne Van Woerkom
Keyword(s):  
Job Satisfaction ◽  
Empirical Evidence ◽  
Work Engagement ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Combined Approach ◽  
Strengths Use ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
The Impact

Orientation: The positive psychology paradigm suggests a balanced focus on employee strengths and deficits. However, an overemphasis on strengths has raised questions regarding the value of a focus on strengths use, deficit improvement or a combined approach with a balanced focus on both.Research purpose: The primary objective was to examine whether perceived organisational support (POS) for strengths use, POS for deficit improvement or a combined approach would be the strongest predictor of work engagement, learning, job satisfaction and turnover intention.Motivation for the study: In the literature, there is little empirical evidence to support an approach where both employees’ strengths are used and their deficits improved.Research design, approach and method: This study was conducted among 266 teachers from four public schools in the Western Cape. A cross-sectional survey design was used.Main findings: The results suggest that both strengths use and deficit improvement are important predictors of work engagement, learning, job satisfaction and turnover intention. Learning was higher and turnover intention lower for individuals experiencing a combined approach compared to those believing that their school did not support them in either using their strengths or improving their deficits. Furthermore, a combined approach was associated with higher job satisfaction than a strengths-based approach, and a deficit-based approach was shown to be associated with higher levels of work engagement and lower turnover intentions compared to an environment where neither employees’ strengths nor deficits were addressed.Practical or managerial implications: The results urge organisations to invest an equal amount of resources in their employees’ strengths and deficits, as opposed to neglecting either one. Such a combined approach may be associated with increased work engagement, learning and job satisfaction and lower turnover intention.Contribution: This study provides empirical evidence that supports a combined approach where both employees’ strengths are used and their deficits developed.

scholarly journals Job satisfaction, work engagement, and turnover intention of CTE health science teachers

2019 ◽  
Vol 6 (3) ◽  
pp. 224-242 ◽  
Author(s):  
Kathleen A. Park ◽  
Karen R. Johnson
Keyword(s):  
United States ◽  
Job Satisfaction ◽  
Science Teachers ◽  
Work Engagement ◽  
Turnover Intention ◽  
Positive Impact ◽  
Health Sector ◽  
The United States ◽  
Health Science ◽  
The Impact

Context: The healthcare profession is one of the largest growing occupations in the United States. Yet, there is a shortage of healthcare professionals and the situation is further compounded by insufficient instructors to prepare individuals to provide safe and quality care. A number of teachers leave the profession within 3 to 5 years of work in the classroom. It is important to ensure that teachers are satisfied and engaged at work because of the positive impact these job attitudes contribute to performance. Considering the importance of Career and Technical Education (CTE) health science teachers to the health sector, there is need to examine teacher job satisfaction and work engagement and the impact this may have on turnover intention. The purpose of this study is to examine the relationships between job satisfaction, work engagement, and turnover intention of CTE health science teachers in the United States (US).Approach: In this study, hierarchical multiple regression was used to analyze a total of 249 responses from CTE health science teachers in the State of Texas in the US.Findings: The results showed positive correlations between job satisfaction and work engagement. Additionally, job satisfaction and work engagement were negatively correlated with turnover intention. The finding also indicated that work engagement did not moderate the relationship between job satisfaction and turnover intention.Conclusions: This study builds on the work of previous researchers by further supporting the links between job satisfaction, work engagement, and turnover intention specifically in the context of teachers in CTE health science. Leaders in academic settings play a role in ensuring that strategies are in place to satisfy and engage teachers as practical ways to reduce turnover intention. In particular, administrative leaders should recognize teachers’ contributions, provide development opportunities, and promote challenging responsibilities and autonomy within the classroom. It is critical to have adequate and qualified teachers to prepare individuals to deliver safe and quality healthcare.

How to facilitate hotel employees’ work engagement

2019 ◽  
Vol 31 (3) ◽  
pp. 1525-1542 ◽  
Author(s):  
Levent Altinay ◽  
You-De Dai ◽  
Janet Chang ◽  
Chun-Han Lee ◽  
Wen-Long Zhuang ◽  
...  
Keyword(s):  
Work Engagement ◽  
Job Security ◽  
Role Overload ◽  
Leader Member Exchange ◽  
Mediating Effects ◽  
Content Type ◽  
Hotel Employees ◽  
Member Exchange ◽  
The Impact ◽  
The Relationship

Purpose This study aims to explore the mediating effects of role overload and job security on the relationship between leader–member exchange and work engagement and simultaneously examines the impact of role overload on employees’ job security. Design/methodology/approach By means of telephone and email, the study inquired eight international tourist hotels’ willingness, and questionnaires were distributed to employees of these hotels in 2014. The hotel employees were asked to participate, and they have the right to agree or not. After discarding unusable responses, 310 individual surveys ratings were collected from a total of 500 self-administrated questionnaires were distributed (a 62.0 per cent response rate). Findings The result indicates that role overload and job security have mediating effects on the relationship between leader–member exchange and work engagement. Also, role overload can positively influence job security. Originality/value To the best of our knowledge, this is the first study to examine the mediating roles of role overload and job security between LMX and work engagement, as well as the influence of role overload on job security. This study attempts to make contributions to human resource management literatures of hospitality and tourism.

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