Nursing Home Administrator’s Job Satisfaction, Work Stressors, and Intent to Leave

2020 ◽  
Vol 40 (1) ◽  
pp. 67-76 ◽  
Author(s):  
H. Wayne Nelson ◽  
Bo Kyum Yang ◽  
Mary W. Carter ◽  
Erin Monahan ◽  
Cyrus Engineer
Keyword(s):  
Job Satisfaction ◽  
Nursing Home ◽  
Qualitative Data ◽  
Intent To Leave ◽  
Turnover Intentions ◽  
High Mobility ◽  
Job Skills ◽  
Logistic Regression Models ◽  
Intentions To Quit ◽  
Demographic Covariates

This study examines how job satisfaction in six subscales and select stressors and demographic covariates influence nursing home administrator’s (NHA) intentions to quit. Quantitative and qualitative data were collected from 311 NHAs in five states. Adjusted odds ratios and 95% confidence intervals for the ordered logistic regression models indicated that NHAs with satisfying work demands, rewards, and coworkers, and who experienced less role conflict and had fewer prior nursing home jobs had lower turnover intentions. Although generally satisfied, roughly 24% reported intending to quit. Surprisingly, NHAs reporting higher job skills were more likely to consider leaving, suggesting that talented NHAs may choose career advancement eased by stigma-free job-hopping in an industry with high mobility norms. Qualitative data suggested that job satisfaction/dissatisfaction was influenced by a more nuanced interpretation of satisfying and more taxing job facets and quitting triggers, including themes such as helping residents and struggling with regulations.

scholarly journals NURSING HOME ADMINISTRATOR STRESS, SATISFACTION, AND INTENTIONS TO LEAVE

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S504-S504
Author(s):  
H Wayne Nelson ◽  
Bo Kyum Yang ◽  
Cyrus Y Engineer ◽  
Mary W Carter
Keyword(s):  
Job Satisfaction ◽  
Nursing Home ◽  
Nursing Homes ◽  
Role Conflict ◽  
Online Survey ◽  
Work Load ◽  
Job Skills ◽  
Nursing Home Administrator ◽  
Logistic Regression Models ◽  
Work Conflict

Abstract Previous studies reported that high Nursing Home Administrator (NHA) turnover correlates with low staff morale and poorer care outcomes. The purpose of this study was to assess how NHA job satisfaction (JS) (in five subscales: job content, coworkers, work demands, work load, work skills, and rewards) interacts with role conflict and ambiguity, autonomy, work conflict, and influence and to estimate the odds of having NHA’s intent to quit by degree of job satisfaction. A total 208 responses were collected from the online survey in 2017 among NHAs currently working in nursing homes in 5 states. We analyzed the data using descriptive statistics and ordinal logistic regression models. The findings suggested that NHAs were generally satisfied in all JS subscales and expressed moderately high levels of autonomy, neutral levels of work conflict, role conflict and role ambiguity. NHAs with good coworker relations (adjusted odds ratio [AOR]=0.67), fair job demands (AOR=0.68) and rewards (A0R=0.8), were less likely to harbor quitting intents. Interestingly, NHAs reporting higher job skills were more likely to consider leaving nursing homes (AOR=1.46). Overall, study findings are consistent with previous JS research with the exception that higher perceived skill efficacy was found to be associated with greater likelihood of quitting in the near future. This suggests perhaps that more highly skilled NHAs may now have less tolerance for work discomfort. These findings are presented in the context of earlier studies on NHA turnover as well as likely implications of changing market conditions.

scholarly journals Perceived Organizational Politics and Age, Interactive Effects on Job Outcomes

SAGE Open ◽  
2020 ◽  
Vol 10 (3) ◽  
pp. 215824402093698
Author(s):  
Tariq Iqbal Khan ◽  
Rudsada Kaewsaeng-on ◽  
Mubashar Hassan Zia ◽  
Sheraz Ahmed ◽  
Abdul Zahid Khan
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Intent To Leave ◽  
Turnover Intentions ◽  
Organizational Politics ◽  
Interactive Effects ◽  
Job Outcomes ◽  
Cross Sectional ◽  
Older Employees ◽  
Analysis Technique

Studies conducted previously on the role-played by age in association with perceived organizational politics (POP) with different outcomes of job calls for more attention toward this domain. The current piece of research observes the effect of POP on job outcomes that include turnover intentions (intent to leave), job stress, and job satisfaction. It also sheds light on the age moderation in the POP association with job outcomes. The data used in this research were diverse and collected through self-administered and cross-sectional questionnaires. Multiple regression analysis was used as data analysis technique. Precisely, this research discovered that POP has a positive connection with job stress and intent to leave, while having no connection with job satisfaction. Moreover, POP impacts on job satisfaction and job stress was found to be positive in younger employees whereas in older employees, it affected both these variables negatively.

Nurse Burnout Revisited: A Comparison of Computational Methods

2019 ◽  
Vol 27 (1) ◽  
pp. E17-E33
Author(s):  
Herica Silva Dutra ◽  
Edinêis de Brito Guirardello ◽  
Yin Li ◽  
Jeannie P. Cimiotti
Keyword(s):  
Job Satisfaction ◽  
Regression Models ◽  
Human Services ◽  
Intent To Leave ◽  
Maslach Burnout Inventory ◽  
Logistic Regression Models ◽  
Nurse Burnout ◽  
Adjusted Logistic Regression ◽  
Nursing Professionals ◽  
Nurse Outcomes

Background and PurposeTo examine computational measures of job-related burnout to determine the best computation to estimate job satisfaction and intent to leave in Brazilian nursing professionals.MethodsMaslach Burnout Inventory-Human Services Survey (MBI-HSS) was used assess burnout in 452 hospital-based nursing professionals. Adjusted logistic regression models were fit using different computations of burnout to estimate outcomes of interest.ResultsTotal mean score of burnout subscales was the best estimate of job satisfaction (Cox-Snell R2 = 0.312; Nagelkerke R2 = 0.450) and intent to leave (Cox-Snell R2 = 0.156; Nagelkerke R2 = 0.300), as was high emotional exhaustion (Cox-Snell R2 = 0.219; Nagelkerke R2 = 0.316).ConclusionWe have provided evidence that different computations of data from the Portuguese (Brazil) MBI-HSS can be used in to estimate the effect of job-related burnout on nurse outcomes.

Expressions of Anti-Black Biases, Job Satisfaction, and Turnover Intentions in the Full-Service Restaurant Industry

2021 ◽  
pp. 109634802110200
Author(s):  
Zachary W. Brewster ◽  
Allen V. Heffner
Keyword(s):  
Job Satisfaction ◽  
At Risk ◽  
Exploratory Study ◽  
Turnover Intentions ◽  
Black Americans ◽  
Restaurant Industry ◽  
Racial Stereotypes ◽  
Research Note ◽  
Operational Costs ◽  
Intentions To Quit

Verbal and behavioral manifestations of anti-Black biases have been shown to be quite common in many full-service restaurant establishments. Such explicit expressions of anti-Black biases have been linked with servers’ endorsement of racial stereotypes depicting Black Americans as undesirable customers and their self-reported proclivities to withhold effort from their Black clientele. However, there have been limited efforts to advance our understanding of the broader consequences associated with working in an environment wherein Black customers are observed to be stereotyped, denigrated, and mistreated. In response, this research note presents results from an exploratory study assessing the relationships between observing anti-Black expressions in the workplace, employees’ job satisfaction, and their turnover intentions. In two relatively large and demographically diverse samples of current restaurant workers, observing expressions of anti-Black bias in restaurant workplaces was found to be associated with diminished levels of job satisfaction and greater intentions to quit in the next 6 months. This study adds to the growing list of financial and operational costs that restaurant operators are at risk of incurring as a result of some of their employees expressed anti-Black attitudes and discriminatory actions.

Psychological capital

2014 ◽  
Vol 44 (8/9) ◽  
pp. 621-634 ◽  
Author(s):  
Steven A. Schulz ◽  
Kyle W. Luthans ◽  
Jake G. Messersmith
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Retention Rates ◽  
Equation Modeling ◽  
Content Type ◽  
Intentions To Quit ◽  
The Relationship

Purpose – A number of studies have identified a relationship between the positive psychological capital (PsyCap) of employees and desirable outcomes. Given current and projected shortages of truck drivers that could become the “Achilles heel” of the global supply chain, the purpose of this paper is to test whether and how drivers’ attitudes and PsyCap relates to their intentions to quit. Design/methodology/approach – Using survey data from truckload drivers (n=251) from two major transportation firms, correlation, regression, and path analysis were conducted to assess the relationship between job satisfaction, organizational commitment, PsyCap, and intentions to quit. Findings – Results of this study indicate strong positive relationships between PsyCap and job satisfaction and organizational commitment and a strong negative correlation with intentions to quit. Structural equation modeling suggests that job satisfaction and organizational commitment mediate the relationship between PsyCap and turnover intentions. Practical implications – Managerial implications for recognizing, understanding, and developing PsyCap in the transportation industry are derived from this study. Specific training guidelines are provided. Originality/value – The major contribution of this paper is that it provides, for the first time, empirical evidence that PsyCap can be utilized to improve retention rates for truckload drivers.

scholarly journals Exploring the Impact of Emotional and Spiritual Intelligence on Job Satisfaction and Turnover Intention

2021 ◽  
Vol 4 (1) ◽  
pp. 31-46
Author(s):  
Benard Korankye ◽  
Evelyn Amakyewaa
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Turnover Intention ◽  
Intent To Leave ◽  
Turnover Intentions ◽  
Spiritual Intelligence ◽  
Process Data ◽  
Study Results ◽  
Telecommunication Companies ◽  
The Impact

Purpose- Several critical factors contribute to employees' satisfaction or an attempt to stay with an organization. This paper aimed to explore the impact of emotional and spiritual intelligence on job satisfaction and turnover intention among employees in the telecommunication companies in Ghana. Design/Methodology- A cross-section research design approach was adopted. A questionnaire was used to gather data from employees in MTN, Vodafone, and Airtel-Tigo in the Kumasi Metropolis Ghana through a simple random sampling approach. Statistical Package for Social Sciences (version 26) was to process data into tables and figures to help us undertake the descriptive, correlation, and multiple regression analysis. Findings- The study results indicate that emotional intelligence positively influences the job satisfaction and turnover intentions of employees. Spiritual Intelligence was found to influence job satisfaction positively but had a negative impact on the turnover intention of employees in mobile telecommunication companies. Practical Implications- The findings highlight the relevance of emotional and spiritual intelligence in promoting job satisfaction and turnover intention relative to emotional intelligence specifically. Furthermore, it would aid organizations in the sector with a huge workforce and large customer base to critically assess issues relating to emotional and spiritual intelligence to enhance job satisfaction and minimize the intent to leave the organization.

scholarly journals Fear of COVID-19, psychological distress, work satisfaction and turnover intention among front line nurses 

2020 ◽  
Author(s):  
CHS DM PhD Leodoro J. Labrague ◽  
Janet De los Santos
Keyword(s):  
Job Satisfaction ◽  
Psychological Distress ◽  
Turnover Intention ◽  
Intent To Leave ◽  
Turnover Intentions ◽  
Work Satisfaction ◽  
Well Being ◽  
The Philippines ◽  
Work Outcomes ◽  
Cross Sectional

Abstract Aim: To examine the relative influence of fear of COVID-19 on nurses’ psychological distress, work satisfaction and intent to leave their organisation and the profession. Background: The emergence of COVID-19 has significantly impacted the psychological and mental well-being of frontline healthcare workers, including nurses. To date, no studies have been conducted examining how this fear of COVID-19 contributes to health, well-being and work outcomes in frontline nurses.Methods: This is a cross-sectional research design involving 261 frontline nurses in the Philippines. Five standardised scales were used for data collection. Results: Overall, the composite score of the fear of COVID-19 scale was 19.92. Job role and attendance of COVID-19-related training predicted fear of COVID-19. An increased level of fear of COVID-19 was associated with decreased job satisfaction, increased psychological distress, and increased organisational and professional turnover intentions.Conclusions: Frontline nurses who reported not having attended COVID-19-related training and those who held part-time job roles reported increased fears of COVID-19. Addressing the fear of COVID-19 may result in improved job outcomes in frontline nurses, such as increased job satisfaction, decreased stress levels and lower intent to leave the organisation and the profession. Implications for Nursing Management: Organisational measures are vital to support the mental health of nurses and address their fear of COVID-19 through peer and social support, psychological and mental support services (e.g., counselling or psychotherapy), provision of training related to COVID-19, and accurate and regular information updates.

Review on Job Satisfaction, Intention to Leave and Corporate Entrepreneurial Characteristics in United Arab Emirates’ Construction Firms

2017 ◽  
Vol 6 (10) ◽  
pp. 105
Author(s):  
Basma Kashmoola ◽  
Fais Ahmad ◽  
Yeoh Khar Kheng
Keyword(s):  
Job Satisfaction ◽  
United Arab Emirates ◽  
Intent To Leave ◽  
Supply And Demand ◽  
Intention To Leave ◽  
Work Load ◽  
Tourism Industry ◽  
Medium Size ◽  
Construction Companies ◽  
Developed Economies

Recently construction companies and real state of SMEs sector of Dubai, reported that they have a combine shortfall of skilled staff of up to 500,000.  In addition to that, recently tourism industry of UAE, one of the most dominating service sectors also reported the severe shortage of qualified hospitality staffs. The shortage of workforce in the industry is one of the major causes of unfair distribution of work load and also an unjust compensation and reward system in the overall industry.  The supply and demand of workforces is also one of the crucial predictor factors for job satisfaction and may lead to quit their job or to migration.While examining the various factors that may affect employee’s intention to leave, many research findings confirmed that job satisfaction caused the highest variance on to leaving intention.  To get the deeper analysis of the job satisfaction and its impact on employee’s intention to leave, many researchers argued that there were many facets of job satisfaction that may cause the leaving intentions and therefore job satisfaction has been considered a variables composed of multiple factors. It is evident that there are many studies had been conducted to examine the relationship between job satisfaction and employees leaving intentions. However, not many studies on the same line have been fully addressed in small and medium size firms in UAE working setting and also most of the studies sampling strategies had focused in industries in developed economies.  Therefore, it is believed to be a gap in the literature in the context of the job satisfaction and intent to leave in SMEs.

Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?

2019 ◽  
Vol 5 (1) ◽  
pp. 124
Author(s):  
Mohamed Buhari Mufitha ◽  
Su Teng Lee ◽  
Chen Chen Yong
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Model ◽  
Professional Commitment ◽  
Turnover Rates ◽  
It Professionals ◽  
Professional Advancement ◽  
Software Engineers ◽  
Job Satisfactions

Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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