An assessment of safety climate, job satisfaction and turnover intention relationships using a national sample of workers from the USA

2017 ◽  
Vol 24 (1) ◽  
pp. 27-34 ◽  
Author(s):  
Todd D. Smith
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Safety Climate ◽  
National Sample ◽  
The Usa

Motivating language and employee outcomes: a multinational investigation

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Cau Ngoc Nguyen ◽  
Wei Ning ◽  
Albi Alikaj ◽  
Quoc Nam Tran
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Turnover Intention ◽  
Language Theory ◽  
Employee Outcomes ◽  
Content Type ◽  
Three Samples ◽  
Motivating Language ◽  
The Usa ◽  
Motivating Language Theory

Purpose This study aims to examine the impact of managerial use of motivating language on employee absenteeism, turnover intention, job satisfaction and job performance for employees from three nations: India, the USA and Vietnam. Design/methodology/approach Data is collected from 614 employees working in India, the USA and Vietnam. A variance-based partial least squares structural equation modeling technique is used to test the hypotheses. In addition, a statistical test is used to examine the statistical differences in the results across the three nations. Findings The findings are consistent with the motivating language theory, in that managerial use of motivating language can be an effective strategy in motivating employees. Specifically, motivating language is found to significantly decrease employee absenteeism and turnover intention, as well as significantly increase job satisfaction and performance across the three nations. The effect sizes indicate that, across all samples, motivating language has a medium effect for all employee outcomes, except absenteeism, which is shown to have a small effect size. Moreover, the results indicate that employees in different cultures perceive and interpret the leader’s use of motivating language in different ways. Whereas motivating language may receive greater success in promoting workers’ job performance in eastern cultures, it is also more effective in retaining employees in western cultures. Originality/value The study adds to the literature in three major ways. First, it provides evidence for two understudied relationships: motivating language and absenteeism and motivating language and turnover intention. Second, it assesses the generalizability of the motivating language theory by investigating data from India, the USA and Vietnam. Finally, this paper offers a statistical comparison of the three samples to analyze how the relationship between motivating language and worker outcomes differ among the three samples.

Organizational justice and officer “buy in” in American policing

2017 ◽  
Vol 40 (1) ◽  
pp. 71-85 ◽  
Author(s):  
Dennis P. Rosenbaum ◽  
William P. McCarty
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Police Officers ◽  
National Sample ◽  
Content Type ◽  
Four Dimensions ◽  
Police Organizations ◽  
Police Agencies ◽  
The Usa ◽  
Municipal Police

Purpose The purpose of this paper is to explore the dimensions of organizational justice in police organizations and evaluate how they contribute to organizational commitment, job satisfaction and compliance with agency rules. Design/methodology/approach A survey of 15,236 sworn officers from a national sample of 88 agencies was used, as well as other agency- and community-level variables. Multi-level models assessed how four dimensions of organizational justice affected these outcomes. Findings More favorable perceptions of organizational justice were strongly related to increased commitment to the organization, job satisfaction and compliance with agency rules. Perceptions of organization-wide justice, leadership justice and diversity justice were especially important in predicting those outcome measures. Research limitations/implications While the sample of agencies was broad and diverse, it should not be considered representative of smaller municipal police departments and sheriff’s offices in the USA. Practical implications The findings suggest that “buy in” to reforms and police compliance with rules is much more likely when supervisors and leaders are fair, respectful, give officers input, provide growth opportunities and show concern for officers’ welfare. As such, agencies would benefit from leadership and leadership training that values the core principals of organizational justice. Originality/value The study provides clarity about how organizational justice is perceived by police officers, including women and officers of color, and provides an unprecedented test of organizational justice theory in diverse police agencies.

scholarly journals “Digging Deeper” into the Relationship Between Safety Climate and Turnover Intention Among Stone, Sand and Gravel Mine Workers: Job Satisfaction as a Mediator

2020 ◽  
Vol 17 (6) ◽  
pp. 1925 ◽  
Author(s):  
Abdulrazak O. Balogun ◽  
Stephanie A. Andel ◽  
Todd D. Smith
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Business Performance ◽  
Safety Climate ◽  
Mining Industry ◽  
Performance Outcomes ◽  
Cross Sectional ◽  
Gravel Mining ◽  
Sand And Gravel ◽  
The Relationship

Employee turnover has been linked to negative business performance outcomes, increased costs, and disruptions to operations. Research to explore predictors of turnover intention is important to the mining industry, including the stone, sand, and gravel mining (SSGM) industry. Safety climate has been linked to job satisfaction and reductions in turnover intention in other fields, but investigation within SSGM has virtually been non-existent, creating a knowledge gap. This research seeks to address this dearth of information. Cross-sectional data from 452 workers in the SSGM industry were analyzed to assess the influence of safety climate on turnover intention through job satisfaction. Mediation analyses showed that job satisfaction significantly mediated the relationship between safety climate and turnover intention. The implications of these novel findings are important for SSGM administrators. It suggests that bolstering safety programs and increasing safety climate perceptions will help increase job satisfaction and reduce turnover intention among workers in the SSGM industry.

Association of Safety Climate and Chronic Multidimensional Occupational Fatigue in Nurses of Shahrekord Hospitals

2021 ◽  
Vol 1 (3) ◽  
Author(s):  
Maryam Maghsoudipour ◽  
Elham Akhlaghi Pirposhteh ◽  
Leila Azizi Fard ◽  
Nastuna Ghanbari Sagharloo ◽  
Shiva Hosseini Foladi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Significant Relationship ◽  
Safety Climate ◽  
Safety Management ◽  
Statistical Tests ◽  
Validity And Reliability ◽  
Safety Issues ◽  
The Usa ◽  
And Gender ◽  
Occupational Fatigue

Background: Nursing is associated with many stressful situations that can cause problems such as fatigue, reduced quantity and quality of patient care, as well as physical and mental illness. Safety climate is one of the most important indicators of safety management performance that evaluates employees' attitudes toward safety issues. Objectives: This study aimed to investigate the association between safety climate and occupational fatigue in nurses. Methods: This descriptive-analytical study was performed on nurses working in hospitals affiliated with Shahrekord University of Medical Sciences in 2018. We selected 216 nurses by a proportional quota sampling method. A demographic questionnaire, the nurses' safety climate questionnaire designed by the USA, and the occupational fatigue questionnaire designed by Sweden were used to collect information. The validity and reliability of the questionnaires were confirmed. Statistical tests for two independent samples, analysis of variance, Mann-Whitney, Kruskal-Wallis, and multiple regression analysis were used to analyze the data by SPSS version 21 software. Results: The results showed that the mean scores of occupational fatigue and safety climate were 72.23 ± 7.75 and 3.46 ± 0.305, respectively, and 72.23% of nurses reported occupational fatigue. There was no significant relationship between safety climate and the education level, gender, and job satisfaction (P < 0.05). Also, there was no significant relationship between occupational fatigue and job satisfaction and education (P < 0.05), but there was a significant relationship between job satisfaction and gender, age, and marital status (P < 0.05). Having a second job by nurses increased their occupational fatigue by 19%. The effect of safety climate on occupational fatigue was about -0.09. Conclusions: The findings of this study showed that demographic variables have significant effects on occupational fatigue, and increasing the safety climate can reduce employees’ occupational fatigue.

The Effects of Safety Climate and Trust on Job Satisfaction

2012 ◽  
Author(s):  
Veronica Ossipowski ◽  
Emmanuelle Kleinlogel ◽  
Tobias Dennerlein ◽  
Joerg Dietz
Keyword(s):  
Job Satisfaction ◽  
Safety Climate

Employee Engagement Dan Stress Kerja Pengaruhnya Terhadap Kepuasan Kerja Dan Turnover Intention di Aman Villas Nusa Dua – Bali

2020 ◽  
Vol 2 (1) ◽  
pp. 60-79
Author(s):  
Wayan Arya Paramarta ◽  
Ni Putu Kurnia Darmayanti
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Stress ◽  
Turnover Intention ◽  
Secondary Data ◽  
Qualitative And Quantitative ◽  
Library Research ◽  
Analysis Technique ◽  
Negative Effect ◽  
Positive Effect

The aims of this study was to explain the effect of employee engagement and work stress on job satisfaction and turnover intention at Aman Villas Nusa Dua-Bali. The type of data used in this study is qualitative and quantitative data, with data sources namely primary and secondary data. Data collection method is interview, distributing questionnaires to respondents and library research, while the data analysis technique used Smart PLS 3.2.8. The results of this study showed that employee engagement had a positive effect and significant on job satisfaction, work stress had a negative effect but not significant on job satisfaction, employee engagement had a negative effect and significant on turnover intention, work stress had a positive effect and significant on turnover intention, job satisfaction had a negative effect but not significant on turnover intention, employee engagement had a positive effect but not significant on turnover intention trough job satisfaction, work stress had a positive effect but not significant on turnover intention trough job satisfaction at Aman Villas Nusa Dua-Bali.

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