Objectives The aim of this review was to assess systematically the empirical evidence for associations between employee worktime control (WTC) and work-non-work balance, health/well-being, and ...job-related outcomes (eg, job satisfaction, job performance). Method A systematic search of empirical studies published between 1995-2011 resulted in 63 relevant papers from 53 studies. Five different categories of WTC measurements were distinguished (global WTC, multidimensional WTC, flextime, leave control, and "other subdimensions of WTC"). For each WTC category, we examined the strength of evidence for an association with (i) work-non-work balance, (ii) health/well-being, and (iii) job-related outcomes. We distinguished between cross-sectional, longitudinal, and intervention studies. Evidence strength was assessed based on the number of studies and their convergence in terms of study findings. Results (Moderately) strong cross-sectional evidence was found for positive associations between global WTC and both work-non-work balance and job-related outcomes, whereas no consistent evidence was found regarding health/well-being. Intervention studies on global WTC found moderately strong evidence for a positive causal association with work-non-work balance and no or insufficient evidence for health/well-being and job-related outcomes. Limited to moderately strong cross-sectional evidence was found for positive associations between multidimensional WTC and our outcome categories. Moderately strong cross-sectional evidence was found for positive associations between flextime and all outcome categories. The lack of intervention or longitudinal studies restricts clear causal inferences. Conclusions This review has shown that there are theoretical and empirical reasons to view WTC as a promising tool for the maintenance of employees' work-non-work balance, health and well-being, and job-related outcomes. At the same time, however, the current state of evidence allows only very limited causal inferences to be made regarding the impact of enhanced WTC.
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BFBNIB, NMLJ, NUK, ODKLJ, PNG, UL, UM, UPUK
This study investigates Generation Y employees' career choices and selection criteria as well as the underlying needs each criterion fulfills. A career choice ladder is presented to conceptualize the ...hierarchical nature of the criteria and career needs. This study also explores the relationship of the meaning of work to Generation Y employees' career choices and how it may influence their commitment outcomes. It adopts a longitudinal qualitative inquiry approach. This study bridges the gap in the literature between employee motivation and career/job choices. It offers a fuller understanding of the specific attributes and dimensions of career choices and their interrelationship with employee motivations.
•This study investigates generation Y employees’ career choices and selection criteria as well as the underlying needs each criterion fulfills.•The results indicate three types of commitments that could be identified I•Changes in the socioeconomic forces play a significant role in influencing people's career choices and employee commitment.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UL, UM, UPCLJ, UPUK, ZRSKP
Background
The United Nations calculates there were 703 million adults 65 years and older globally as of 2019 with this number projected to double by 2050. A significant number of older adults live ...with comorbid health conditions, making the role of a nurse in long‐term care (LTC) complex. Our objective was to identify the challenges, facilitators, workload, professional development and clinical environment issues that influence nurses and nursing students to seek work and continue to work in LTC settings.
Methods
Eligibility criteria included being a nurse in a LTC setting and research with a substantial qualitative component. Multiple databases (including Medline and CINAHL) were searched between 2013 and 2019 along with grey literature. Covidence was used to organise a team of 10 into a paired review of titles and s to the final full text screening, extraction and appraisal with the CASP Qualitative Studies Checklist. Analysis involved a thematic synthesis approach. The Enhancing Transparency in Reporting the Synthesis of Qualitative Research (ENTREQ) checklist informed the writing of the review.
Results
The search resulted in 18 articles and dissertations. Areas investigated included recruitment, resilience, employment and retention, how nurses perceived their professional work, rewards and difficulties, supervision, student preceptorship and career aspiration, nurses' perceptions of occupational status, along with leadership, education and development needs, and intentions to manage resident deteriorating health. The five themes were (1) perspectives of nursing influenced by the organisation, (2) pride in, and capacity to build relationships, (3) stretching beyond the technical skills, (4) autonomy, and (5) taking on the challenge of societal perceptions.
Discussion
This review revealed what is required to recruit nursing students to careers in LTC and retain nurses. To be explored is how staff can work to their full scope of practice and the resultant impact on resident care, including how to maximise a meaningful life for residents and their families.
Registration
National Institute for Health Research UK (Prospero ID: CRD42019125214).
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BFBNIB, FZAB, GIS, IJS, KILJ, NLZOH, NUK, OILJ, SAZU, SBCE, SBMB, UL, UM, UPUK, VSZLJ
The study investigated the moderating roles of self-esteem and gender in the relationship among job motivation, job behaviour and job performance of electrical installation teachers in Technical ...Colleges, Nigeria. The study adopted correlational design in conducting the research. The study was guided by four hypotheses. The population for the study was all 111 electrical installation teachers across South-West technical colleges. All the 111 electrical installation teachers across South-West technical colleges participated in the study. The instrument used for data collection in the study was a questionnaire and was validated by three experts. An internal consistency test result indicated 0.79 for job motivation, 0.83 for job behaviour, 0.84 for job performance and 0.77 for self-esteem. Data collected from the study was analyzed using Pearson Product Moment Correlation (PPMC) and BC bootstrap from PROCESS macro. The major findings of the study established that self-esteem and gender significantly moderated the relationship between job motivation and behavior, job motivation and performance, as well as between job behavior and job performance. Based on the findings of the study, it was recommended that special attention should be placed on developing electrical installation teachers self-esteem in order to improve their possible job related behaviour and performance. It was also recommended that physiological interference of gender should be carefully studied among electrical installation teachers in order to enhance approximately equal performance from teachers and other employees.
Aim/Purpose: The study aims to examine the mediating role of job motivation and affective and normative commitment on the relationship between perceived organizational support (POS) and job turnover ...intention.
Background: POS refers to employees’ beliefs and perceptions concerning the extent to which the organization values their contributions, cares about their well-being, and fulfils their socio-emotional needs. To date, research has shown that employee turnover is a complex construct resulting from the interplay of both individual and organizational variables, such as motivation and climate.
Methodology: Cross-sectional data were collected from 143 employees of an Italian industrial company. Paper-and-pencil questionnaires were used to assess respondents’ POS, job motivation, affective and normative organizational commitment, and turnover intentions.
Contribution: Specifically, in this research, we aim at examining (i) the indirect effect of POS on turnover intention via (ii) job motivation and (iii) normative and affective commitment.
Findings: Results show that high POS is associated with high levels of job motivation and affective and normative commitment, which in turn are negatively linked to turnover intentions.
Recommendation for Researchers: Researchers should not lose sight of the importance of studying and delving into the concept of turnover intention given that, from an organizational point of view, losing personnel means losing competencies, which need to be replaced through assessment, selection, training, and development, processes that are often challenging and expensive.
Future Research: Future research should further investigate the role of motivation and commitment, other than additional variables, for POS and turnover intention. Longitudinal studies and further testing are required to verify the causal processes stemming from our model. Future research could consider linking employees’ self-reported measures with objective data concerning turnover rates.
Among the issues that threaten organizations today are the issue of organizational silence, career plateau and its impact on the organization and human resources. Researchers consider organizational ...silence to refrain from expressing ideas, Comments and information about organizational problems. But career plateau is defined as a stage in which employees, without regard to the current job and a very long timeframe, have little chance for improvement. Discussion of the career plateau and organizational silence in management of today have a special place, but in many cases the role of these factors in the organization is ignored. The present research is applied in terms of purpose and in terms of descriptive-correlation method. The population consists of 127 staff of Kermanshah water organization. A questionnaire was used to collect data. PLS2 software was used to analyze the data. Finally, the findings indicate that staff have career plateau and organizational silence. Also it was found that career plateau caused organizational silence. Also results showed that career plateau caused organizational silence by Mediation role of motivation.
Background and aims: The jobs are an important part of human life and, in the era of new technology in the world, there are various stresses that some are related to the work environment. Therefore, ...job stress can negatively affect employees’ physical and mental health. This study was conducted aimed to investigate the relationship between family needs and job motivation with job stress. Methods: study was descriptive and correlational. By using stratified random sampling, 300 participants among the staff of Birjand University of Medical Sciences were selected. With three questionnaires the research variables measured: family needs, job motivation and job stress. The data were analyzed using correlation coefficient and stepwise regression. Results: The results of the regression analysis showed from the family needs, the needs for psychological services, social security, training and affection, and from the dimensions of job motivation, external demotivation predict significantly 22% of an employeechr('39')s job stress variance. Conclusion: The results showed family needs and job motivation have an important role in predicting job stress. Therefore, the job stress could be reduced by resolving the employeeschr('39') family needs and making motivation.
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DOBA, IZUM, KILJ, NUK, PILJ, PNG, SAZU, UILJ, UKNU, UL, UM, UPUK
Aims
The study was conducted to evaluate the effects of nurses' work‐related variables and colleague solidarity on their job motivation.
Background
The motivation of nurses is an important measure in ...effective and efficient provision of health care services.
Methods
The sample of this descriptive study included 172 nurses working at a private hospital in Turkey. The Colleague Solidarity Scale for Nurses, Nurses' Job Motivation Scale, and Demographic and Work‐Related Variables Questionnaire were used for data collection. Data were analysed using descriptive statistics, Pearson's correlation and backward multiple regression analysis.
Results
There was a positive correlation between the scores on the Colleague Solidarity Scale for Nurses and the Nurses' Job Motivation Scale (r: .56, p < .001). Of the nine independent variables evaluated in the multiple regression analysis, five had a significant effect on the job motivation of nurses (R2: .39, p < .001, Durbin–Watson: 2.12).
Conclusion
The results of the study show that the three sub‐dimensions of the Colleague Solidarity Scale for Nurses, salary and career opportunities were important factors affecting job motivation.
Implications for Nursing Management
In order to increase nurses' job motivation, nurse managers should work to improve collegial solidarity, create career opportunities and develop salary policies.
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BFBNIB, FZAB, GIS, IJS, KILJ, NLZOH, NUK, OILJ, SAZU, SBCE, SBMB, UL, UM, UPUK, VSZLJ
ABSTRACT
Historically Black colleges and universities (“HBCU”) provide an academic environment that contributes to increased student success and social mobility. However, this environment introduces ...unique working conditions for faculty members. The existing academic literature does not provide evidence about the motivation and job satisfaction of HBCU accounting faculty. This study addresses that gap and provides survey evidence on this unique group's motivation and job satisfaction. We find that respondents are motivated by helping others but are not satisfied with institutional operations, research resources, and compensation. We also find that tenured faculty have lower job satisfaction than nontenured faculty. Demographically, we find that the respondents were older, were tenured, and have significant practitioner experience. Taken together, these findings identify opportunities for improvement in job satisfaction for HBCU accounting faculty.
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IZUM, KILJ, NUK, PILJ, SAZU, UL, UM, UPUK
In recent years, despite the fact that women have become more and more involved in business life as a result of economic, social and cultural developments, the proportion of women in the managerial ...staff and leaders is very low. In terms of female labor force, there are some barriers as well as many advantage
One of these barriers is the glass ceiling syndrome mentioned most often in business world. This is a qualitative research which examines the effects of glass roof syndrome and career barriers on job motivation. The sample group for the research comprises 33 women working in private sector. The findings of the research reveal that women who do not get their deserved promotions have low motivation. Being unmotivated leads some women to reduce their job performances, on the other hand this leads some women to work more motivatedly. Women should be guided and psychological support should be given for career planning in institutions they work for. The absence of gender discrimination and the appreciation of women as a result of their achievements will increase their motivations in workplaces and this will help institutions they work for achieve their goals more quickly.
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