Intention to Stay in Specialist Trauma Nurses: Relationship With Role Conflict, Stress, and Organizational Support

2022 ◽  
Vol 29 (1) ◽  
pp. 21-28
Author(s):  
Jeong Eun Yoon ◽  
Ok-Hee Cho
Keyword(s):  
Role Conflict ◽  
Organizational Support ◽  
Intention To Stay

scholarly journals Impact of Emotional Needs on Intention to Stay and the Mediating Role of Perceived Organizational Support.an Empirical Study of Gen Y Employees’ in the Banking Sector in Malaysia

2019 ◽  
Vol 8 (2S9) ◽  
pp. 86-94
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Banking Sector ◽  
Positive Impact ◽  
Survey Method ◽  
Emotional Needs ◽  
Intention To Stay ◽  
Gen Y ◽  
Mediating Role

It is anticipated that over the next 10 years, the banking sector would require a workforce of about 200,000. Gen Y employees makes up about 40% of the current workforce in Malaysia. This number is expected to increase to 75% within a relatively short span of time. The present study examined the influence of emotional needs of Gen Y employees towards intention to stay and the mediating role of perceived organizational support. This was a quantitative research that used a survey method. Data was collected from a sample of 470 Gen Y employees in the banking sector in Malaysia. The findings revealed that emotional needs had a significant impact on intention to stay. Perceived organizational support was found to mediate the relationship between the two. The findings have significantly contributed to the advancement of knowledge in the emotional needs and intention to stay of Gen Y employees in the banking sector. The significant and positive impact of emotional needs and perceived organizational support suggests the importance of these factors in retention of Gen Y employees. The paper's primary contribution is that it provides an understanding that emotional needs and the mediating role of perceived organizational support have an impact on improving the intention to stay of Gen Y employees in the banking sector in Malaysia. From the practical implications perspective, organizations need to implement policies and procedures to help lessen employees quitting intentions. The results of this study suggest that organizations can implement policies covering the employee emotional needs and employees’ perception that their work and contributions are valued. With current trends of globalizations and diversity, the finding of this study can be beneficial to improve retention of Gen Y employees in other countries

scholarly journals Why Do They Stay? Intention to Stay among Registered Nurses in Nursing Homes

2020 ◽  
Vol 17 (22) ◽  
pp. 8485
Author(s):  
Ji Yeon Lee ◽  
Juh Hyun Shin
Keyword(s):  
Registered Nurses ◽  
Safety Culture ◽  
Organizational Support ◽  
Organizational Factors ◽  
Organizational Level ◽  
Individual Factors ◽  
Multilevel Regression ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Significant Relationships

Purpose: The purpose of this study was to examine the factors associated with nursing home (NH) registered nurses’ (RNs’) intention to stay in their workplace. Methods: A cross-sectional questionnaire survey was used in this study. Organizational NH data were acquired from the administrators of 56 NHs. Individual RN data were acquired from 189 RNs in 56 NHs across Korea. The questionnaire assessed RNs’ intention to stay in their workplace as well as potential associated factors, including individual and organizational factors. Multilevel regression analysis was used to determine which factors explain RNs’ intention to stay in their workplace. Findings: NH RNs’ intention to stay was positively associated with RNs’ years of experience in NHs, career promotion opportunities, and perceptions of NH resident safety culture. At the organizational level, no factors were found to significantly relate to the intention to stay of NH RNs. Conclusions: Although this study found that organizational factors have no statistically significant relationship with RNs’ intention to stay, organizational support must precede changes in individual factors that have significant relationships. Clinical Relevance: Organizational (NH) and individual (RN) efforts must be made to enhance RNs’ intention to stay because individual factors can change after implementing efforts such as providing educational programs, promotional opportunities, and forming a positive resident safety culture at an organizational level.

scholarly journals Influence Of Emotional And Spiritual Intelligence Towards Intention To Stay By Generation Y Employees In The Information And Communication Technology Sector In Malaysia: The Mediating Role Of Perceived Organizational Support

2019 ◽  
Vol 8 (5C) ◽  
pp. 954-961
Keyword(s):  
Emotional Intelligence ◽  
Generation Y ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Outcomes ◽  
Spiritual Intelligence ◽  
Attrition Rate ◽  
Intention To Stay ◽  
Gen Y

The digital industry in Malaysia employs an estimated 355,000 employees and the average attrition rate was 17% in 2017. The Millennials or the Generation Y were born in between 1980 to 1993 that would formulate 75% of the labor force by 2025. However, Gen Y workforce are hard to maintain as they are primarily concerned on temporary job prospects and immediate outcomes. Gen Y employees contribute to greater level of turnover rate and retaining them is a significant challenge for the organizations. This paper presents a review of the intention to stay by Gen Y employees in Malaysia. This study will answer three questions. Firstly, this study will examine the concept of emotional intelligence used to retain Gen Y employees. The next question is to what extend does spiritual intelligence influence Gen Y intention to stay. The last question is whether perceived organizational support (POS) mediates the relationship between the constructs. The study aims to accentuate the key role of emotional and spiritual intelligence towards retaining Gen Y employees. A literature review on relationships between emotional intelligence, spiritual intelligence and intention to stay was examined. The examination concluded that higher level of emotional intelligence and spiritual intelligence are positive predictors of intention to stay. This study revealed that POS has both direct and indirect relationships between several organizational outcomes. There is a rareness of studies in the background of the role of emotional and spiritual intelligence and perceived organizational support of Gen Y employees. With the anticipated increase of Gen Y employees, this study will establish a better understanding and knowledge about Gen Y and offer them accurate tools to cooperate and manifest the accurate solutions. The findings are expected to present new insights in the manner of how Gen Y employees’ emotional and spiritual intelligence can contribute towards their intention to stay longer

scholarly journals Authentic Leadership and Teachers’ Intention to Stay: The Mediating Role of Perceived Organizational Support and Psychological Capital

2019 ◽  
Vol 9 (3) ◽  
pp. 67 ◽  
Author(s):  
Andrea Aria ◽  
Parivash Jafari ◽  
Maryam Behifar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Authentic Leadership ◽  
Perceived Organizational Support ◽  
Psychological Capital ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Intention To Stay ◽  
Mediating Role ◽  
Positive Direct

This paper aims to explore the mediation effect of psychological capital and perceived organizational support on therelationship between authentic leadership and intention to stay. The structural equation modeling technique was usedto test the hypothesized model. A survey was administered to collect data targeting a sample of randomly selectedteachers working at high schools in Tehran. The results suggest that authentic leadership significantly influencesteachers’ intention to stay, psychological capital, perceived organizational support. As predicted, both perceivedorganizational support and psychological capital had a significant positive direct effect on intention to stay. Theeffect of authentic leadership on intention to stay was found to be mediated by teachers’ psychological capital andperceived organizational support. This study shows how leaders can enhance teachers’ intention to stay by applyingauthentic leadership, engendering psychological capital and creating supportive environment.

scholarly journals ANALYSIS EFFECT OF CONFLICT ROLE, SOCIAL SUPPORT TO ORGANIZATIONAL COMMITMENT AND IMPACT ON INTENTION TO QUIT

2019 ◽  
Vol 17 (1) ◽  
pp. 42
Author(s):  
M. Fajar Chilman Najib
Keyword(s):  
Human Resources ◽  
Role Conflict ◽  
Organizational Support ◽  
Negative Impact ◽  
Secondary Data ◽  
Intention To Quit ◽  
Primary Data ◽  
Significant Negative Impact ◽  
Negative Effect ◽  
Positive Effect

Human resources (HR) is the only important organizational asset that can drive other resources. Human resources can affect the efficiency and effectiveness of the organization (Simamora, 2006). Secondary data in this research are: Data obtained from the management of PT. Bank Syariah Mandiri in the form of data turnover. Population in this research is employees of PT. Bank Syariah Mandiri Semarang, Jl. Pandanaran no. 90 a total of 137 employees. The method of collecting primary data is done by using documentation technique. Role conflict has a significant effect on the intention to quit. It is concluded that the greater the role conflict increases the intention to quit. The result of hypothesis 2 testing showing the role conflict has a positive effect on intention to quit is accepted, where high conflict can increase the intention to exit.Organizational support has a significant positive effect on commitment. It is concluded that the greater the support the organization increases its commitment. Organizational support has a significant negative impact on intention to quit. It is concluded that greater organizational support decreases the intention to quit. Commitment has a significant negative effect on intention to quit. It is concluded that the stronger the commitment can decrease the intention to quit.

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