PurposeThis study examined the link between abusive supervision and subordinates’ turnover intentions via job dissatisfaction. In addition, this study examined the moderating effect of continuance ...commitment in this process.Design/methodology/approachThe authors collected three-wave time lagged data (N = 190) from the hospitality industry in China.FindingsThe analysis showed that abusive supervision predicts subordinates’ turnover intentions both directly and indirectly via job dissatisfaction. Moreover, continuance commitment was considered to be a boundary condition such that the mediated link was weaker when higher levels of continuance commitment were present.Practical implicationsThis study explains how and when abusive supervision leads to turnover intentions in the hospitality industry. This study also helps hospitality managers to understand the abusive supervision prevalence and provide interventions that can reduce detrimental effects of abusive supervision in hospitality organizations.Originality/valuePrior research examining the influence of supervisor abuse in hospitality organizations was scant. To bridge this noteworthy gap, this study examined the influence of abusive supervision in Chinese hospitality organizations. This study also discussed the theoretical and practical implications for the hospitality industry.
Aim
To expand knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover.
Background
Nurse turnover is costly and negatively influences quality of ...care. Understanding the association between intention to leave and modifiable features of hospital organisation may inform strategies to reduce turnover.
Methods
A cross‐sectional survey of 3,667 medical and surgical nurses was conducted in Italy. Measures included intention to leave; work environment; burnout; job satisfaction; and missed care using the RN4CAST instruments. Descriptive, logistic regression analysis was used.
Results
Due to job dissatisfaction, 35.5% of the nurses intended to leave their current job, and of these, 33.1%, the nursing profession. Push factors included the following: understaffing, emotional exhaustion, poor patient safety, performing non‐nursing care and being male. Pull factors included the following: positive perception of quality and safety of care, and performing core nursing activities.
Conclusion
The present study expands knowledge about the predictive factors of nurses' intention to leave their job and consequently to turnover, which is one of today's major issues contributing to the shortage of nurses.
Implications for Nursing Management
Nurses' intention to leave their job is the consequence of a poor work environment, characterized by factors such as understaffing and performance of non‐nursing activities.
The study aimed to explore factors contributing to job dissatisfaction among frontend retail employees in India. It broadly contributes to the problem of talent retention and employee turnover which ...is one of the biggest challenges of the Indian retail industry. The study adopted mixed-method approach to inductively identify the contextual factors leading to job dissatisfaction. Qualitative data were analyzed using grounded theory approach followed by a survey based quantitative study, using exploratory factor analysis, confirmatory factor analysis and structural equation modeling to validate the qualitative findings. Qualitative study revealed seven factors-customer aggression, abusive supervision, perceived job image, perceived unethical climate, lack of autonomy, work exhaustion and inter-role conflicts contributing to job dissatisfaction. Findings of quantitative study showed all factors except lack of autonomy were significantly related to job dissatisfaction. Theoretical contributions, managerial implication, limitations, and scope for future work are discussed.
The COVID-19 pandemic proved to have a more significant impact in developing countries like Argentina: as social inequalities increased, vaccination was delayed, and lockdowns were extended. ...Argentina had one of the strictest and longest lockdowns in the world: from March 20 to November 9, 2020. Despite most of the activities being suspended or reduced, the number of new cases grew steadily, and journalism was one of the professions that remained active throughout this exceptional period. This study explores how Argentine journalists were challenged during the pandemic regarding their emotional health, stress and job dissatisfaction. For this investigation, a survey of Argentine journalists (n=50) was conducted focusing on stress, occupational stress, and job satisfaction measurement scales; in addition, two editors (from a newspaper and a news agency) were interviewed. The findings indicate that their constant exposure to the pandemic, accompanied by feelings of uncertainty, left them with no room to assess their well-being. The results show three primary aspects related to compassion fatigue: emotional exhaustion (closely related to anxiety), difficulty falling asleep, and headaches.
Abstract
Drawing from conservation of resources theory, this study considers how employees' job dissatisfaction might reduce their engagement in helping behaviour, whereas their psychological capital ...might enhance this behaviour. The negative relationship between job dissatisfaction and helping behaviour in turn might be buffered by psychological capital. Data from Pakistani organizations provide empirical support for these theoretical predictions. The findings indicate that organizations with employees who feel unhappy about their job situation can still enjoy productive helping behaviours, to the extent they develop adequate personal resources within their ranks.
International education has become increasingly challenging to manage in an unpredictable world beset by pandemics, regional disputes, and evolving market practices. The last few decades have seen a ...huge demand for international education in China, and numerous acclaimed international brand names set up operations in China's K12 schooling sector. However, the COVID-19 pandemic exerted a noticeably negative impact on international high schools and their staff in China, and exacerbated a difficult period of management for these institutions. Interestingly, but perhaps unsurprisingly, the actual operation of these educational workplaces remains under investigated in academic studies. This paper therefore attempts to examine international high schools in China by focusing on their teachers and their associated employment motivation, job satisfaction, and dissatisfaction which has been perceptibly influenced by the impact of the COVID-19 pandemic. Through a qualitative, case-study approach which adopted semi-structured interviews, an acclaimed British high school, now closed, was investigated. The study found that international high school teachers were driven by diverse work motives such as the school's reputation, values, salary, environment, and chances for career development. Their job satisfaction was also multi-faceted, and their dissatisfaction in certain areas concerning. That is, they derived an early satisfaction from a range of facets, such as the students, class sizes, initial workloads, autonomy and collegiality. However, these early feelings were replaced by a sense of dissatisfaction and noticeable unhappiness resulting from leadership changes and subsequent management practices, increased workload, unmet employment package expectations and obligations, as well as limited professional development opportunities. This study highlights the importance of recruiting well, generating the right starting and longer-term conditions, retaining key staff and managing astutely. The work will be of interest to policy makers, investors, leaders, managers and staff alike. It will also extend educational research in the areas of teacher motivation, satisfaction and dissatisfaction, and in particular in China in international K12 settings.
Organizational depression is one of the new challenges of public sector organizations; ignoring it can have long-term harm to the organization and its employees, and since people spend most of their ...time in organizations today, neglecting this issue can cause damage. Seek irreparability. The present study aimed to investigate the causes of organizational depression with the foundational data approach (case study: government organizations). The current study is qualitative research, and its statistical population consists of professors and experts in organizational behavior and organizational psychology. The statistical sample was selected using a targeted method. In order to collect data, 16 in-depth interviews were conducted with experts, and the obtained data were analyzed using three stages of open, central, and selective coding. The final model was designed based on the Strauss-Corbin method. During this research, 175 open codes were obtained in the form of 21 core codes, non-fulfillment of goals and plans, weak political-legal factors, toxic organizational atmosphere, inappropriate physical space and equipment, telegram management, behavioral problems, personality problems, problems Family, physical disability, job burnout, conflicting relationships with colleagues, negative working conditions, lack of welfare system, financial disability, lack of justice, ineffective communication and unconventional control systems were categorized as sub-categories of this research. All extracted concepts were categorized into six selective codes from the paradigm model. Positive entropy was categorized as the causal conditions of organizational depression, individual factors as contextual factors, job dissatisfaction as a central category, poor financial performance as intervening factors, culture as a strategy, and organizational decline as a consequence of organizational depressionIntroductionObserving society's current situation and the existing problems and issues shows that many government organizations are weak, and inefficient, and in organizational psychology, they are sick and considered neurotic organizations. The existence of sick organizations also causes damage and problems to the whole body of society, just as the combination of multiple symptoms indicates the emergence of a disorder in humans. Similar patterns of strategic and structural defects also indicate the existence of specific organizational damage in the organization. A neurotic organization is, above all, an anxious organization. Such organizations have doubts about their abilities to achieve compatibility and success. For this reason, instead of spending their energy on achieving success, They often spend time, resources, and effort to avoid failure. In recent years, show behaviors have increased at all government organizations. Non-fulfillment of managers' promises due to severe reduction of resources and inability to provide them, weak performance of managers and, as a result, distrust of managers, failure to make correct and timely decisions, and lack of basic plans to deal with problems, reduction of citizen's rights in organizations and the lack of proper implementation of programs, etc., it is evident that all of these cases within organizations have reduced organizational commitment, reduced motivation in human resources, disturbed personal-work life balance, and in general indifference of employees to organizations. In the long term, the phenomenon of organizational depression appears. And seek to design a paradigmatic model of organizational depression in government organizations.Materials and methodsThis research seeks to develop a model of organizational depression in public sector organizations using the foundation data method; therefore, this research is considered qualitative research. To do it, the foundation data method and the Strauss-Corbin approach have been used in the model's design. In this research, theoretical data from background studies and literature related to the research, which is necessary for expanding the topic and interview questions, have been used. Also, to collect field data, interviewing experts have been used to develop categories. Three stages of coding were used to analyze the data obtained from the interviews: open coding, axial coding, and selective coding.Discussion and resultsThe researcher identified 175 open codes during the interviews and classified them into 21 core codes. The results indicated that The subcategories of behavioral problems, personality problems, family problems, and physical disability were categorized under the main category of individual factors. The subcategories of job burnout, conflicting relations with colleagues, and negative working conditions were categorized in the main category of job dissatisfaction. Lack of welfare system and financial inability are subcategories that were categorized in the organization's main category of poor financial performance. The subcategories of lack of justice, ineffective communication, and unconventional control systems were grouped in the main category of dramatic culture. Finally, the subcategories of inability to pursue goals and plans, vague goals and plans, reduction in organizational performance, inefficient leadership, and management were grouped in the main category of organizational decline.ConclusionIndividual factors are factors related to people's personal behavior and were categorized in the model of organizational depression, behavioral problems, personality problems, family problems, and physical disability under the title of individual factors in the form of underlying factors that cause organizational depression. These factors can be the severity of depression. It affects the organization, and it differs among the employees of the organization. In this research, "job dissatisfaction" has been chosen as the core category. The core category is the category that has the most repetition among the received codes. In this research, job dissatisfaction was the category repeated in all the interviews and hence has been selected as the central category. The subcategories of job burnout, conflicting relationships between colleagues, and negative working conditions were grouped in the main category of job dissatisfaction. Lack of welfare system and financial disability are subcategories categorized as poor financial performance of the organization and selected as intervening factors in the organizational depression model. Lack of justice, ineffective communication, and unconventional control systems were selected as subcategories of dramatic culture, and dramatic culture was chosen as a strategy in the organizational depression model. In the above research, organizational decline is the consequence of organizational depression, poor organizational performance, unclear goals and plans, inefficient leadership, and management were categorized as organizational decline subcategories.
The purpose of this study was to investigate the factors related to Japanese nurses’ desire to quit their jobs during the Omicron wave of the coronavirus disease 2019 pandemic. We distributed an ...original, self-administered questionnaire to nurses at 3 facilities that accepted patients with coronavirus disease 2019 in Ishikawa Prefecture, Japan. Of the 625 nurses, 152 responded (24.3%); after excluding 3 men to rule out the effects of sex, responses for 81 (53.3%) nurses were analyzed. In total, 49 (60.5%) nurses expressed a desire to quit their current job. After controlling for the effects of age and years of experience, factors related to the desire to quit the current job included having fewer than 2 years of experience (odds ratio OR 9.08, 95% confidence interval CI 1.69–48.87), feeling anxiety at work (OR 4.59, 95% CI 1.01–20.81), being afraid to go to work (OR 4.10, 95% CI 1.20–21.69), and experiencing difficulty talking to people (OR 10.26, 95% CI 1.48–70.99). Nurse managers should regularly screen nurses who have fewer than 2 years of experience, feel anxiety at work, are afraid to go to work, and find it difficult to talk to people. Early action may prevent the turnover of nurses during a public health emergency.
Aim
To investigate the relation between the circadian rhythm amplitude and stability, and occupational stress with burnout syndrome and job dissatisfaction among shift working nurses.
Background
...Irregular shift working nurses are prone to burnout syndrome (BS) and job dissatisfaction (JD). circadian rhythm difference and occupational stress might be effective in causing burnout syndrome and dissatisfaction.
Design
In total, 684 nurses who worked in four teaching hospitals were selected by stratified random sampling in a cross‐sectional design based on STROBE guidelines.
Methods
The data were collected by the Circadian Type Inventory, Job Content Questionnaire, Minnesota Satisfaction Questionnaire and the Maslach Burnout Inventory. Multiple linear regression, one‐way ANOVA and independent t test were used for statistical analysis by SPSS v24.
Results
About 15% of the nurses suffered from high levels of burnout syndrome. Psychological demand (β = 0.022, CI 95% = 0.003‒0.047 and β = 0.016, CI 95% = 0.001‒0.032) and workplace support (β = −0.043, CI 95% = −0.097–0.003 and β = −0.025, CI 95% = −0.046–0.006) were significant predictors of BS and JD. Male nurses reported lower BS and higher JD compared to female nurses. Irregular shift working schedule was also related to a significantly higher odd of BS (p = 0.009) and JD (p = 0.011). Nurses classified as languid experienced significantly more BS and JD than vigorous nurses.
Conclusion
This study shows that BS and JD were strongly associated with psychological demand and workplace support; and vigorous nurses were less prone to BS and JD, and were more suitable for irregular shift work.
Relevance to clinical practice
In order to reduce burnout syndrome and job dissatisfaction among irregular shift working nurses, we need to identify the effect of risk factors such as individual differences on the circadian rhythm and job demand which can affect nurses who work in irregular schedules.
Aim
This study aimed to assess the overall status of burnout in nurses in China on a national scale and investigate the demographic characteristics related to burnout and the relationships between ...demographics, job satisfaction and burnout.
Methods
This was a national cross‐sectional study conducted by the Chinese Nursing Association between July 2016 and July 2017. Data were collected using a structured, self‐administered questionnaire.
Results
A total of 51 406 registered nurses in 311 Chinese cities completed the questionnaire. Fifty per cent of the participants suffered burnout, and 33.8% of nurses had high scores on emotional exhaustion, 66.6% had high scores on depersonalization and 93.5% had low scores on personal accomplishment; 16.2% reported a high level of job satisfaction, only 0.4% was satisfied with their jobs and 70.7% intended to leave their jobs. Marital status, educational level, income and years of working experience affected job burnout. Nurses with a high level of burnout were more likely to have a high degree of job dissatisfaction and intend to leave their jobs.
Conclusion
We found a high prevalence of burnout among nurses in China. Nursing managers need to pay more attention to job burnout and its influencing factors. Interventions to reduce nurse burnout should be implemented.
SUMMARY STATEMENT
What is already known about this topic?
Burnout is a prolonged response to chronic job‐related stress and it has a negative effect on job satisfaction and quality of nursing care.
What this paper adds?
The prevalence of burnout among nurses working in China is high.
Marital status, educational level, income and years of working experience affect job burnout.
Nurses with a high level of burnout have high job dissatisfaction and intend to leave.
The implications of this paper:
Nursing supervisors and managers need to be more aware of the high prevalence of job burnout among nurses in China.
Interventions should be undertaken to prevent or reduce nurse burnout.
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