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Going, Going, Gone: The Influence Of Job And Home Demands And Resources On Emergency Department Nurse Turnover, Jordan Gail Smith
Going, Going, Gone: The Influence Of Job And Home Demands And Resources On Emergency Department Nurse Turnover, Jordan Gail Smith
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Nurse turnover, which challenged healthcare organizations even before the pandemic, reached alarming rates across hospitals worldwide during COVID-19. Due to the unprecedented and stressful nature of the pandemic, recent investigations have focused primarily on exploring job demands and nurse turnover intentions. While job demands are critical to understanding turnover, this narrow scope ignores the possible influence of other factors such as job resources and demands and resources external to the work domain. This study utilized archival qualitative data from a longitudinal survey of Emergency Department clinicians to analyze research questions and hypotheses. The first aim of this study was to …
Working 5 To 9, What A Way To Make A Livin'! An Investigation Into The Relationship Between Shift And Turnover, Christie Kelley
Working 5 To 9, What A Way To Make A Livin'! An Investigation Into The Relationship Between Shift And Turnover, Christie Kelley
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The current study investigated burnout and engagement as mediators of the relationship between shift work and both turnover and turnover intentions. Further, perceived organizational support (POS) and work schedule justice (WSJ) were hypothesized to moderate the relationship between shift and two outcomes: engagement and burnout. The Job Demands-Resource model was used as a theoretical framework for the current study (Schaufeli & Bakker, 2004). The current study utilized a longitudinal sample of nurses to test the hypotheses with structural equation modeling. Further, differences were assessed between all employees and only full-time employees. Contrary to hypotheses, shift was not related to burnout …
An Examination Of The Relationships Between Autonomous Motivation And Situational Constraints With Job Attitudes, Intention To Leave, And General Stress: A Job Demands-Resources Approach, Kalifa Oliver
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The Job Demands- Resources (JD-R) model suggests that working conditions can be distinguished using two broad categories: job demands and job resources. This study examined the concurrent and longitudinal effects of perceived situational constraints (seen as a demand) and autonomous motivation (seen as a resource) on job attitudes, intention to leave, and general stress using an applied work setting. Data were collected by administrators at a midsized university campus over two time periods, separated by one year. Staff members were asked to complete an online survey that included a modified version of Ryan and Connell's (1989) Self-Regulation Scale for employees …
Predictors And Outcomes Of Occupational Commitment Profiles Among Nurses, Lindsay Sears
Predictors And Outcomes Of Occupational Commitment Profiles Among Nurses, Lindsay Sears
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Occupational turnover is a costly problem afflicting much of the nursing industry, and occupational commitment is a strong predictor of withdrawal from one's profession. Traditional organizational research examines most commitment-behavior relationships from a variable-centered perspective, focusing on the relationships between constructs. The present study adopts a configural, or person-centered approach aimed at identifying and describing clusters of individuals who share a similar set of occupational commitment mindsets. The present study extends current literature by a) investigating the existence of several occupational commitment profiles and describing their characteristics; b) examining situational and demographic predictors of profile membership; and c) testing differences …