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Is Cyberloafing More Complex Than We Originally Thought? Cyberloafing As A Coping Response To Workplace Aggression Exposure, Stephanie A. Andel, Stacey Kessler, Shani Pindek, Gary Kleinman, Paul E. Spector
Is Cyberloafing More Complex Than We Originally Thought? Cyberloafing As A Coping Response To Workplace Aggression Exposure, Stephanie A. Andel, Stacey Kessler, Shani Pindek, Gary Kleinman, Paul E. Spector
Department of Management Faculty Scholarship and Creative Works
Employees spend approximately 2 h per day engaging in cyberloafing (i.e., using the internet at work for nonwork purposes) behaviors, costing organizations almost $85 billion dollars per year. As a result, cyberloafing is often considered a counterproductive type of withdrawal behavior. However, recent research suggests that cyberloafing may have some unexpected positive workplace outcomes. Therefore, we argue that the role of workplace cyberloafing is more complex than previously assumed and posit that cyberloafing may provide employees with a way to cope with workplace stress such as exposure to workplace aggression. To examine this proposition, we used a heterogeneous sample of …
Climate Factors Related To Intention To Leave In Administrators And Clinical Professionals, Nancy Claiborne, Charles Auerbach, Wendy Zeitlin, Catherine K. Lawrence
Climate Factors Related To Intention To Leave In Administrators And Clinical Professionals, Nancy Claiborne, Charles Auerbach, Wendy Zeitlin, Catherine K. Lawrence
Department of Social Work and Child Advocacy Faculty Scholarship and Creative Works
This study seeks to identify the best-fitting model to determine which organizational factors relate to the various dimensions of not-for-profit administrators or clinicians' intention to leave their jobs. A structural equation model (SEM) analyzed data on 318 administrators and clinical professionals. Based on this analysis, the best-fitting model was comprised of three factors consisting of three latent variables, and four exogenous variables regressed on them. Model fit statistics indicated the data fit the model well. The Comparative Fit Index (CFI) values was 0.99. The Tucker-Lewis Index (TLI) assessed the model's goodness-of-fit excellent at 0.99. The model indicates that administrators and …
Nursing Home Staff Turnover And Retention: An Analysis Of National Level Data, Christopher Donoghue
Nursing Home Staff Turnover And Retention: An Analysis Of National Level Data, Christopher Donoghue
Department of Sociology Faculty Scholarship and Creative Works
The goals of this study are to provide national estimates of turnover and retention for registered nurses, licensed practical nurses, and certified nursing assistants in nursing homes, and to examine the associations between management tenure, organizational characteristics, local economic conditions, turnover, and retention. The 2004 National Nursing Home Survey is used as the primary source of data. The annualized turnover rate is found to be the highest among certified nursing assistants at 74.5%, followed by registered nurses at 56.1%, and licensed practical nurses at 51.0%. National retention rates reveal that between 62.5% and 67.3% of nurses have been employed at …
Organizational Climate And Intensive Care Unit Nurses' Intention To Leave, Patricia W. Stone, Elaine L. Larson, Cathy Mooney-Kane, Janice Smolowitz, Susan X. Lin, Andrew W. Dick
Organizational Climate And Intensive Care Unit Nurses' Intention To Leave, Patricia W. Stone, Elaine L. Larson, Cathy Mooney-Kane, Janice Smolowitz, Susan X. Lin, Andrew W. Dick
School of Nursing Faculty Scholarship and Creative Works
The purposes of this study were to a) estimate the incidence of intensive care units nurses' intention to leave due to working conditions; and b) identify factors predicting this phenomenon. Design: Cross-sectional design. Setting: Hospitals and critical care units. Subjects: Registered nurses (RNs) employed in adult intensive care units. Interventions: Organizational climate, nurse demographics, intention to leave, and reason for intending to leave were collected using a self-report survey. Measurements and Main Results: Nurses were categorized into two groups: a) those intending to leave due to working conditions; and b) others (e.g., those not leaving or retirees). The measure of …