Effects of learned resourcefulness, work‐life quality, and burnout on pediatric nurses' intention to leave job

2020 ◽  
Author(s):  
Onur İşsever ◽  
Murat Bektas
Keyword(s):  
Life Quality ◽  
Intention To Leave ◽  
Work Life ◽  
Learned Resourcefulness ◽  
Pediatric Nurses

scholarly journals Designing the Questionnaire of Teachers’ Work Life Quality

2019 ◽  
Vol 7 (1) ◽  
pp. 10-19
Author(s):  
Rahmkhoda Javadi ◽  
Mohsen Rasouli ◽  
Jafar Hasani ◽  
◽  
◽  
...  
Keyword(s):  
Life Quality ◽  
Work Life

scholarly journals A szervezeti elkötelezettség és a munka-család viszonyrendszer összefüggései (The relationship between organizational commitment and work-life balance)

2012 ◽  
pp. 2-14
Author(s):  
Csaba Kiss ◽  
Sára Csillag ◽  
Roland Szilas ◽  
Sándor Takács
Keyword(s):  
Organizational Commitment ◽  
Customer Service ◽  
Intention To Leave ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Affective Component ◽  
Work Family ◽  
The Relationship

376 ügyfélszolgálati dolgozó bevonásával végzett kérdőíves vizsgálatukban a szerzők arra keresték a választ, hogy a szervezeti elkötelezettség profilok hogyan függnek össze a munkahelyi elégedettséggel, a kilépési szándékkal és a munka-család viszonyrendszerre vonatkozó változókkal (munka-család konfliktus, munkacsalád egyensúly, munka-család gazdagítás). Nyolc különböző profilt találtak, amelyek elemzéséből kiderült: az elkötelezettség-komponensek közül az érzelmi elkötelezettségnek kitüntetett szerepe van a kedvező következményeket tekintve, továbbá az elkötelezettségkomponensek együttes hatása szinergikus lehet. ________ In their research that was based on the answers of 376 customer service employees to a questionnaire survey, the authors are looking at the relationship between the organizational commitment profiles and work satisfaction, intention to leave the organization and various subconcepts of work life balance (work-family conflict, work-family balance and work-family enrichment). They have found 8 different profiles, the analysis of which revealed the central role of the affective component regarding the positive outcomes of the above mentioned variables as well as the synergic relations among the different components of organizational commitment.

The mediating role of organizational embeddedness on the relationship between quality of work life and turnover

2017 ◽  
Vol 38 (5) ◽  
pp. 696-711 ◽  
Author(s):  
Decha Dechawatanapaisal
Keyword(s):  
Life Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Mediating Role ◽  
Career Opportunities ◽  
Organizational Embeddedness ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of organizational embeddedness in the relationship between quality of work life (QWL) and turnover under a foundation of conservation of resources theory. Design/methodology/approach Data were collected from 422 healthcare professionals through a questionnaire survey, and analyzed by means of a confirmatory factor analysis and structural equation modeling. Findings The results indicate that organizational embeddedness has a negative impact on employees’ intention to leave, and on actual turnover. For QWL perception, career opportunities, work life balance, and job characteristics are positive and significant predictors of organizational embeddedness. In addition, organizational embeddedness plays an intermediary role that mediates the relationship between the three components of QWL mentioned earlier and turnover intention, and also between the factor of career opportunities and actual turnover. Research limitations/implications The current research took place within two healthcare organizations. Replicating the study in a variety of business sectors or professions with a larger sample of subjects would be useful for the generalizability of the findings. Practical implications Organizations may improve their retention of employees by offering intrinsic resources that can be obtained from the social contexts of the individual through human resource management system, e.g., growth opportunities, a healthy and caring work life quality. Such motivational resources then develop a sense of obligation toward their places of employment, which influences their intention to stay or leave. Originality/value This study examines the mediating role of organizational embeddedness between employees’ perception of their work life quality and their desire and behavior to withdraw, which is an area of inquiry that has not been fully investigated in the literature.

Examining the quality of work life: empirical testing indicators in the public organisation

2021 ◽  
Vol 1 (2) ◽  
pp. 99-111
Author(s):  
Mohammad Reza Zahedy ◽  
◽  
Seyyed Asghar Jafari ◽  
Majid Ramezan ◽  
◽  
...  
Keyword(s):  
Life Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Theoretical Research ◽  
Human Resource Managers ◽  
Quality Of Work ◽  
Organisational Effectiveness ◽  
Study Results ◽  
Public Organisations

Purpose: The present study aimed to identify employees’ quality of work life indicators in public organisations and provide necessary context to improve system accountability and employees’ needs in organisations. Research methodology: To identify quality of work life indicators, authors studied theoretical research basics entirely and by considering elites’ ideas, identified main indicators by a descriptive – survey technique. Result: Based on research findings, 15 constituents were identified as work life quality indicators. Research results indicate undesired quality of work life among employees at public organisations. Of identified constituents, Safe and healthy working conditions and organisational conflict are the most important and job satisfaction and Pay/benefits are the lowest important factors. Limitations: The results only extend the understanding of the role of quality of work life in organisational effectiveness and have implications for human resource managers that may not be applicable for other positions. Contribution: The study results help organisations identify the elements that affect the QWL and help them plan to increase organisational effectiveness by increasing employee satisfaction and motivation.

scholarly journals Personality, Work-Life Balance, Hardiness, and Vocation: A Typology of Nurses and Nursing Values in a Special Sample of English Hospital Nurses

2018 ◽  
Vol 8 (4) ◽  
pp. 79 ◽  
Author(s):  
Christopher Bagley ◽  
Mahmoud Abubaker ◽  
Alice Sawyerr
Keyword(s):  
Intention To Leave ◽  
Work Life ◽  
Work Life Balance ◽  
High Achievers ◽  
Hospital Nurses ◽  
Life Balance ◽  
Initial Report ◽  
Nursing Stress ◽  
Nursing Values ◽  
Nursing Roles

This initial report of a longitudinal study of 192 English hospital nurses measured Nursing Values (the 6Cs of nursing); Personality, Self-Esteem and Depression; Burnout Potential; Work-Life Balance Stress; “Hardy Personality”; and Intention to Leave Nursing. Correlational, component, and cluster analysis identified four groups: “The Soldiers” (N = 79), with medium scores on most measures, who bravely “soldier on” in their nursing roles, in the face of numerous financial cuts to the National Health Service, and worsening nurse–patient ratios; “Cheerful Professionals” (N = 54), coping successfully with nursing roles, and a variety of challenges, in upwardly mobile careers; “High Achievers” (N = 39), senior nurses with strong profiles of a “hardy personality”, and commitment to fundamental nursing values; and “Highly Stressed, Potential Leavers” (N = 20), with indicators of significant psychological distress, and difficulty in coping with nursing role challenges. We have initiated a program of co-counselling and social support for this distressed group, by nurses who are coping more successfully with multiple challenges. We discuss the role of nurse educators in fostering nursing values, developing and supporting a “hardy personality” and emotional resilience in recruits to nursing. This study is framed within the disciplinary approach of Critical Realism, which identifies the value basis for research and dialogue in developing strategies for social change. The importance of this research is that: (a) it is part of the new thrust in nursing research, applying Critical Realist theory and methodology to research on nursing stress; (b) it has established, through network sampling, a group of nurses who can be supportive of each other in their stressful careers; (c) it establishes the reliability and potential validity of a measure of core nursing values; (d) it is among the first studies in research on nursing stress, to use the humanizing methodology of moving from data analysis (description of “things”), to describing a typology of nursing stress and career progress (description of individuals).

scholarly journals Farmers’ Work-Life Quality and Entrepreneurship Will in China

2019 ◽  
Vol 10 ◽  
Author(s):  
Fan-Zhu Kong ◽  
Lily Zhao ◽  
Xiao-Bing Zhang ◽  
Cheng-Hung Tsai ◽  
David D. Lin
Keyword(s):  
Life Quality ◽  
Work Life

Impact of Depressive Symptoms on the Work-life Quality of Financial Workers in China

2009 ◽  
Vol 24 (S1) ◽  
pp. 1-1 ◽  
Author(s):  
X.-L. Wang
Keyword(s):  
Depressive Symptoms ◽  
Interpersonal Relationships ◽  
Turnover Intention ◽  
Large Scale ◽  
Univariate Analysis ◽  
Life Quality ◽  
Well Being ◽  
Work Life ◽  
The Impact

Depression cases have been reported among workers in the financial industries. Occupations in this industry are considered among the most stressful ones. This study aimed to examine the impact of depressive symptoms of financial workers in China on their productivity and well-being. A survey was conducted using a convenient sample of 1024 financial workers recruited from three large-scale financial organizations located in the north and south of China. The result of Hierarchical Regression Analyses shows that depressive symptoms of workers significantly impaired their work-life quality. Severity of depressive symptoms had significant positive relationships with three behavioral manifestations at works. These are, in order of decreasing effect size, turnover intention, presenteeism, and absenteeism. Specifically, depressive symptoms had a larger effect on presenteeism compared to absenteeism, which implies the unawareness or insufficient recognition of Chinese workers towards depression as an illness in comparison with other physical illnesses. Moreover, a Univariate Analysis was conducted to study the moderating effect of emotional labor on the relationship between the severity of depressive symptoms and presenteeism. An aggravating effect was found, displaying a greater damage of depressive symptoms to psychosocial functions of workers. Besides, depressive symptoms of workers also impaired their quality of life in aspects such as interpersonal relationships, life situation, and so on. This study provides evidence of impairments of depression in the workplace, urging the management to pay more attention to its employees' mental health no matter whether it is for the sake of the company's benefit or the employees' well-being.

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