Nurses’ Fatigue, Job Stress, Organizational Culture, and Turnover Intention: A Culture–Work–Health Model

2019 ◽  
Vol 42 (2) ◽  
pp. 108-116 ◽  
Author(s):  
Eunsook Lee ◽  
Insil Jang
Keyword(s):  
Organizational Culture ◽  
Job Stress ◽  
Indirect Effects ◽  
Turnover Intention ◽  
Goodness Of Fit ◽  
Explanatory Power ◽  
Factors Affecting ◽  
Work Health ◽  
Health Model ◽  
Culture Work

We examined the factors affecting clinical nurses’ turnover intention and constructed a structural equation model based on the Culture–Work–Health Model. This cross-sectional study utilized self-administered questionnaires. Registered nurses ( N = 252) from four tertiary hospitals participated. Factors affecting nurses’ turnover intention included the organizational culture, job stress, and fatigue (explanatory power = 56.7%), and the model showed acceptable goodness of fit. In the final turnover intention model, fatigue and job stress had direct effects and the organizational culture had indirect effects. The organizational culture also had indirect effects on turnover intention through job stress and fatigue. This model, therefore, effectively explained how nursing organizational culture, job stress, and fatigue affect their turnover intention. The results provide support for theory-driven interventions to address developing intention to stay at work among experienced nurses.

Extreme price moves: an INGARCH approach to model coexceedances in commodity markets

2020 ◽  
Author(s):  
Bernardina Algieri ◽  
Arturo Leccadito
Keyword(s):  
Goodness Of Fit ◽  
Emerging Market ◽  
Explanatory Power ◽  
Commodity Markets ◽  
Credit Spread ◽  
Market Demand ◽  
Factors Affecting ◽  
Monday Effect ◽  
Tail Events ◽  
Weather Anomalies

Abstract This study presents a set of integer-valued generalised autoregressive conditional heteroskedastic models to identify possible transmission channels of joint extreme price moves (coexceedances) across a group of agricultural commodities. These models are very useful to identify factors affecting joint tail events and they are superior in terms of goodness of fit to models without autoregressive components. Emerging market demand, crude oil, exchange rate, stock market conditions and credit spread explain extreme joint returns. Psychological factors and the Monday effect play a role in affecting extreme events, while weather anomalies (El Niño and La Niña episodes) do not have explanatory power.

The Culture-Work-Health Model and Work Stress

2002 ◽  
Vol 26 (1) ◽  
pp. 16-24 ◽  
Author(s):  
Michael Peterson ◽  
John F. Wilson
Keyword(s):  
Work Stress ◽  
Work Health ◽  
Health Model ◽  
Culture Work

scholarly journals Influencing of Organizational Culture, Leadership Style, and Work Stress to The Turnover Intention of Employees Stella Maris Education Foundation Jakarta

2019 ◽  
Vol 3 (1) ◽  
pp. 34-45
Author(s):  
Augustine Priyowidodo ◽  
Wibowo ◽  
Hamidah
Keyword(s):  
Organizational Culture ◽  
Path Analysis ◽  
Job Stress ◽  
Direct Effect ◽  
Leadership Style ◽  
Turnover Intention ◽  
Survey Method ◽  
Normality Test ◽  
Positive Direct ◽  
Linearity Test

The purpose of this study was to determine the effect of Organizational Culture, Leadership Style and Job Stress on Turnover Intention. This study uses a quantitative approach with survey method and path analysis to analyze the effect of Organizational Culture, Leadership Style and Job Stress on Turnover Intention. The sample for this reseach are 95 employees from 125 employees. The techniques analyzis data was descriptive statistics and inferential analysis that were tested using normality test error estimate a simple regression, linearity test and path analysis. The result shows that organizational culture gives negative direct effect on Turnover Intention, Leadership Style gives negative direct effect on Turnover Intention, Job stress gives positive direct effect on turnover intention, organizational culture gives negative direct effect to job stress, leardership style gives negative direct effect to job strees and ledearship organization gives positive direct effect to leadership style. The purpose of this study was to determine the effect of Organizational Culture, Leadership Style and Job Stress on Turnover Intention. This study uses a quantitative approach with survey method and path analysis to analyze the effect of Organizational Culture, Leadership Style and Job Stress on Turnover Intention. The sample for this reseach are 95 employees from 125 employees. The techniques analyzis data was descriptive statistics and inferential analysis that were tested using normality test error estimate a simple regression, linearity test and path analysis. The result shows that organizational culture gives negative direct effect on Turnover Intention, Leadership Style gives negative direct effect on Turnover Intention, Job stress gives positive direct effect on turnover intention, organizational culture gives negative direct effect to job stress, leardership style gives negative direct effect to job strees and ledearship organization gives positive direct effect to leadership style.

Factors Affecting the Organizational Justice in Ho Chi Minh City, Vietnam

2018 ◽  
Vol 9 (6) ◽  
pp. 523-528
Author(s):  
Vu Ba Thanh ◽  
◽  
Ngo Van Toan ◽  
Keyword(s):  
Organizational Culture ◽  
Quantitative Analysis ◽  
Organizational Justice ◽  
Survey Data ◽  
Internal Communication ◽  
Ho Chi Minh City ◽  
Research Model ◽  
Factors Affecting ◽  
Feedback Training ◽  
Model Research

The study was conducted to examine the factors affecting organizational justice in Ho Chi Minh City. Through quantitative analysis from the survey data for 242 civil servants working in Ho Chi Minh city to evaluate the scale and research model. Research results show that four factors: feedback, training, organizational culture and internal communication affect organizational justice in Ho Chi Minh city.

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