Not All Leaving Is Created Equal

Abstract. Drawing on social cognitive career theory (SCCT) and the focus–congruence approach, this study examines how organizational and occupational turnover is differently influenced by work-related factors. Using a sample of 2,353 teachers in rural China, results first showed that negative relationships between organization-focused predictors (i.e., leader support, colleague support, and physical resources for work) and organizational turnover intentions were significant. Similarly, the negative relationship between occupation-focused predictors (i.e., occupational satisfaction, salary satisfaction, and occupational choice motivations) and occupational turnover intentions was also significant. Moreover, occupation-focused predictors have a stronger relationship with occupational turnover intentions than organizational turnover intentions, and vice versa. Implications for research and practice are discussed.

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Utilizing the social cognitive career theory in understanding students' choice in selecting auditing as a career: evidence from Ghana

Journal of Applied Accounting Research ◽

10.1108/jaar-03-2021-0079 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Lexis Alexander Tetteh ◽

Cletus Agyenim-Boateng ◽

Amoako Kwarteng ◽

Paul Muda ◽

Prince Sunu

Keyword(s):

Self Efficacy ◽

Social Cognitive Career Theory ◽

Social Cognitive ◽

Outcome Expectations ◽

Structured Interviews ◽

Related Factors ◽

Career Theory ◽

Content Type ◽

Selection Factors ◽

Social Cognitive Career

PurposeThe study uses social cognitive career theory (SCCT) to explore the driving and restraining factors that students consider in selecting auditing as a career.Design/methodology/approachConsidering the aim of this study, a qualitative research was preferred with the objective of gathering in-depth and enriched empirical data; hence, semi-structured interviews were conducted with seventy-five fourth-year undergraduate accounting students of six top-ranked universities in Ghana that offer accounting programmes.FindingsThe findings of the current study unearth the constructs of the SCCT that students' decision to consider a career in audit is driven by outcome expectations (high earnings/monetary incentives and social prestige associated with the job), as well as self-efficacy belief (possession of ethical values). Further, the study finds that self-efficacy beliefs (job stress and accounting stereotype) were the factors restraining students from considering auditing as a career. The results finally show that the students who would choose auditing as a career in future are in one way or the other, preparing for the achievement of their goals.Research limitations/implicationsThe SCCT framework utilized focuses on the three main constructs: self-efficacy, outcome expectations and goals. There are a number of related factors that may influence students' career choice decisions. These may include personal characteristics and contextual influences; a change of the theoretical framework may help discover other important personal and contextual factors that this current study could not unearth.Practical implicationsThe study indicates, on the contrary, that students have negative perceptions about auditing as a career option; they consider the career as stressful, tedious and monotonous. These misconceptions make it less likely for a student to pursue auditing as a career. Educators can aid students in their decision to pursue a study in accounting and become auditors by displaying and reinforcing the positive outcomes that come with the position of an auditor.Originality/valueThe findings of this study add to the existing literature by delving deeper into the self-selection factors that influence a student's desire to become an auditor. Furthermore, the current research is exceptional in that it applies the SCCT to the aim of becoming an auditor. Although other research studies have looked into factors that may influence a student's decision to pursue a profession as an accountant, these studies have mostly been quantitative, limiting the students' ability to explain why those factors encourage or dissuade them.

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Work engagement, job satisfaction, and turnover intentions

International Journal of Contemporary Hospitality Management ◽

10.1108/ijchm-07-2014-0360 ◽

2016 ◽

Vol 28 (4) ◽

pp. 737-761 ◽

Cited By ~ 76

Author(s):

Lu Lu ◽

Allan Cheng Chieh Lu ◽

Dogan Gursoy ◽

Nathan Robert Neale

Keyword(s):

Job Satisfaction ◽

Work Engagement ◽

Turnover Intentions ◽

Related Factors ◽

Content Type ◽

Work Related ◽

Depth Analysis ◽

Hotel Managers ◽

Line Level ◽

The Relationship

Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

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Secondary traumatic stress in Norwegian SUD-therapists: Symptoms and related factors

Nordic Studies on Alcohol and Drugs ◽

10.1177/1455072519847014 ◽

2019 ◽

Vol 36 (6) ◽

pp. 522-531 ◽

Cited By ~ 1

Author(s):

Ayna B Johansen ◽

Eva Kristiansen ◽

Ingerid Bjelland ◽

Shedeh Tavakoli

Keyword(s):

Substance Abuse ◽

Traumatic Stress ◽

Secondary Traumatic Stress ◽

Secondary Trauma ◽

Trauma Symptoms ◽

Related Factors ◽

Cross Sectional ◽

Work Related ◽

Leader Support ◽

Cross Sectional Design

This study examined the prevalence of secondary traumatic stress (STS) among substance-abuse therapists in relation to burnout, work-related stressors, as well as peer and leader support. Methods: A quantitative cross-sectional design examining 383 Norwegian substance-abuse therapists. Electronic surveys were distributed to practitioners in Norway via email and social media. Results: A total 22% of the respondents reported experience of secondary trauma, with the most frequently reported symptoms being flashbacks (13%) and intrusive thoughts (13%). More than 72% of therapists had also been exposed to patient direct threats. Female therapists estimated the level of trauma among their patients as higher than did male therapists. Male therapists (32%) were more likely to report secondary trauma than females (19%). Conclusions: The findings indicate a high prevalence of trauma symptoms in substance-abuse therapists, and suggest increased focus on the role of patient direct threats when treating patients with substance-abuse disorder. The study also highlights the need for research that examines variables that interact with gender in predicting STS in therapists treating substance abuse, as well as trauma.

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Social Cognitive Career Theory and Adults with Psychiatric Disabilities: Bringing Theory to Practice

Journal of Applied Rehabilitation Counseling ◽

10.1891/0047-2220.42.3.20 ◽

2011 ◽

Vol 42 (3) ◽

pp. 20-25 ◽

Cited By ~ 3

Author(s):

Allison Smith ◽

Amy Milson

Keyword(s):

Social Cognitive Career Theory ◽

Social Cognitive ◽

Psychiatric Disabilities ◽

Rehabilitation Counselors ◽

Professional Literature ◽

Career Theory ◽

Work Related ◽

Vocational Rehabilitation Counselors ◽

Employment Barriers ◽

Social Cognitive Career

Social Cognitive Career Theory (SCCT) is an appropriate framework for conceptualizing career development among adults with psychiatric disabilities, but few practical ideas have been provided in professional literature for intervening within this framework. In order to translate client interests into realistic goals, vocational rehabilitation counselors should explore both the work-related self-efficacy beliefs and the perceived employment barriers experienced by these individuals. Research supports the use of interventions and assessments that target the population of interest and the specific task or domain of interest. Examples of interventions specific to individuals with psychiatric disabilities will illustrate the practical application of SCCT within appropriate context and population considerations by integrating aspects of the theory.

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Ethical climate in nursing environment: A scoping review

Nursing Ethics ◽

10.1177/0969733017712081 ◽

2017 ◽

Vol 26 (2) ◽

pp. 327-345 ◽

Cited By ~ 17

Author(s):

Janika Koskenvuori ◽

Olivia Numminen ◽

Riitta Suhonen

Keyword(s):

Scoping Review ◽

Ethical Climate ◽

Moral Distress ◽

Turnover Intentions ◽

Ethical Issues ◽

Research Area ◽

Related Factors ◽

Work Related ◽

Scoping Reviews ◽

Quantitative Descriptive

Background: In the past two decades, interest in the concept of ethical climate and in its research has increased in healthcare. Ethical climate is viewed as a type of organizational work climate, and defined as the shared perception of ethically correct behavior, and how ethical issues should be handled in the organization. Ethical climate as an important element of nursing environment has been the focus of several studies. However, scoping reviews of ethical climate research in nursing have not been conducted to guide further research in this area. Objective: The purpose of this scoping review is to describe and analyze studies focusing on ethical climate in nursing environment to elicit an overall picture of the research in this field. Methods: A scoping review methodology guided by Arksey and O’Malley and Levac et al. was used. Studies were identified by conducting electronic searches on PubMed/MEDLINE, CINAHL, Web of Science Core Collection, PsycINFO, and Scopus and Philosophers’ Index databases. Of 1051 citations, 56 articles matched the inclusion criteria. Ethical considerations: This study was conducted according to good scientific guidelines. Findings: Ethical climate is a topical research area which has been explored with different methods and outcomes, in different environments, and has mainly been perceived positively. The focus of the studies was on finding associations between ethical climate and work-related factors such as job satisfaction, moral distress, and turnover intentions. Methodologically, research was rather homogeneous using quantitative, descriptive, and correlative research designs. Conclusion: Novel perspectives and more diverse methodological approaches paying attentions to issues affecting generalizability of the findings could expand our knowledge in this area.

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Critical Review on Suicide Among Nurses

Crisis ◽

10.1027/0227-5910/a000305 ◽

2015 ◽

Vol 36 (2) ◽

pp. 91-101 ◽

Cited By ~ 17

Author(s):

Marie Alderson ◽

Xavier Parent-Rocheleau ◽

Brian Mishara

Keyword(s):

Risk Factors ◽

Literature Review ◽

High Stress ◽

Related Factors ◽

Work Settings ◽

Work Related ◽

High Prevalence ◽

Full Text Review ◽

The Subject ◽

Psychiatric Problems

Background: Research shows that there is a high prevalence of suicide among nurses. Despite this, it has been 15 years since the last literature review on the subject was published. Aim: The aim of this article is to review the knowledge currently available on the risk of suicide among nurses and on contributory risk factors. Method: A search was conducted in electronic databases using keywords related to prevalence and risk factors of suicide among nurses. The abstracts were analyzed by reviewers according to selection criteria. Selected articles were submitted to a full-text review and their key elements were summarized. Results: Only nine articles were eligible for inclusion in this review. The results of this literature review highlight both the troubling high prevalence of suicide among nurses as well as the persistent lack of studies that examine this issue. Conclusion: Considering that the effects of several factors related to nurses' work and work settings are associated with high stress, distress, or psychiatric problems, we highlight the relevance of investigating work-related factors associated with nurses' risk of suicide. Several avenues for future studies are discussed as well as possible research methods.

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