scholarly journals Jobs, Careers, and Callings: Exploring Work Orientation at Mid-Career

2021 ◽  
pp. 089484532110228
Author(s):  
Janet Mantler ◽  
Bernadette Campbell ◽  
Kathryne E. Dupré
Keyword(s):  
Work Engagement ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Function Analysis ◽  
Well Being ◽  
Work Orientation ◽  
Full Time ◽  
Tripartite Model ◽  
Job Tenure ◽  
Life Balance

Mid-career is a time when work orientation (i.e., viewing ones’ work as a job, a career, or a calling) comes into sharper focus. Using Wrzeniewski et al.’s tripartite model, we conducted a discriminant function analysis to determine the combination of variables that best discriminates among people who are aligned with a job, a career, or a calling orientation in a sample of 251 full-time, North American mid-career employees. Compared to those who approach work as a job, those with a calling orientation were more engaged in work. The career-oriented stood apart from the others as a function of shorter job tenure, greater turnover intentions, work engagement, career satisfaction, and a tendency to engage in career self-comparisons. Work-orientation groups did not differ significantly in terms of family centrality, work–life balance, life satisfaction, or well-being. The results suggest that the work orientations represent distinct and equally valid ways to approach work.

Exploration of the contentious relationship between increased work engagement and service worker well-being

2015 ◽  
Author(s):  
◽  
Nicolle M. Lewis
Keyword(s):  
Positive Psychology ◽  
Work Engagement ◽  
Qualitative Data ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Academic Advisors ◽  
Life Balance ◽  
Positive Psychology Intervention

[ACCESS RESTRICTED TO THE UNIVERSITY OF MISSOURI AT REQUEST OF AUTHOR.] This study sought to examine the efficacy of a positive psychology intervention for increasing work engagement within the workplace for collegiate academic advisors. This study employed embedded design methodology, utilizing both quantitative and qualitative methods. This study consisted of four full-time collegiate academic advisors. The Person Activity Fit Diagnostic was used to individualize the positive exercises per participant. Also, the Utrecht Work Engagement Scale (UWES) was used to assess the work engagement measures for all three participants by looking at their degrees of vigor, dedication, and absorption. Qualitative (A Day in the Life Journal and interviews) and quantitative (UWES) data was collected as pre and post measures, with the quantitative measures supporting the qualitative data. Qualitative data (Participant Manuals) were used throughout the entire positive psychology intervention. All four participants perceived a positive influence on their work engagement. Overall, participants reported that the positive psychology intervention also helped with positive thinking and work-life balance. The findings of this study suggest that educating academic advisors on self-care practices, such as a positive psychology intervention, may ensure a healthier work-life balance in a field that can be hard to leave work at work.

scholarly journals Striking a Balance between Work and Play: The Effects of Work–Life Interference and Burnout on Faculty Turnover Intentions and Career Satisfaction

2022 ◽  
Vol 19 (2) ◽  
pp. 809
Author(s):  
Sheila A. Boamah ◽  
Hanadi Y. Hamadi ◽  
Farinaz Havaei ◽  
Hailey Smith ◽  
Fern Webb
Keyword(s):  
Psychological Health ◽  
Nursing Faculty ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Well Being ◽  
Work Life ◽  
Faculty Members ◽  
Equation Modeling ◽  
Full Time ◽  
Faculty Turnover

Background: The interactions between work and personal life are important for ensuring well-being, especially during COVID-19 where the lines between work and home are blurred. Work–life interference/imbalance can result in work-related burnout, which has been shown to have negative effects on faculty members’ physical and psychological health. Although our understanding of burnout has advanced considerably in recent years, little is known about the effects of burnout on nursing faculty turnover intentions and career satisfaction. Objective: To test a hypothesized model examining the effects of work–life interference on nursing faculty burnout (emotional exhaustion and cynicism), turnover intentions and, ultimately, career satisfaction. Design: A predictive cross-sectional design was used. Settings: An online national survey of nursing faculty members was administered throughout Canada in summer 2021. Participants: Nursing faculty who held full-time or part-time positions in Canadian academic settings were invited via email to participate in the study. Methods: Data were collected from an anonymous survey housed on Qualtrics. Descriptive statistics and reliability estimates were computed. The hypothesized model was tested using structural equation modeling. Results: Data suggest that work–life interference significantly increases burnout which contributes to both higher turnover intentions and lower career satisfaction. Turnover intentions, in turn, decrease career satisfaction. Conclusions: The findings add to the growing body of literature linking burnout to turnover and dissatisfaction, highlighting key antecedents and/or drivers of burnout among nurse academics. These results provide suggestions for suitable areas for the development of interventions and policies within the organizational structure to reduce the risk of burnout during and post-COVID-19 and improve faculty retention.

scholarly journals Striking a Balance between Work and Play: The Effects of Work-life Interference and Burnout on Faculty Turnover Intentions and Career Satisfaction

2022 ◽  
Author(s):  
Sheila A. Boamah ◽  
Hanadi Hamadi ◽  
Farinaz Havaei ◽  
Hailey Smith ◽  
Fern Webb
Keyword(s):  
Psychological Health ◽  
Nursing Faculty ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Well Being ◽  
Work Life ◽  
Faculty Members ◽  
Equation Modeling ◽  
Full Time ◽  
Faculty Turnover

The interactions between work and personal life are important for ensuring well-being especially during COVID-19 where the lines between work and home are blurred. Work-life interference/imbalance can result in work-related burnout, which has been shown to have negative effects on faculty members’ physical and psychological health. Although our understanding of burnout has advanced considerably in recent years, little is known about the effects of burnout on nursing faculty turnover intentions and career satisfaction. Thus, this study aimed to test a hypothesized model examining the effects of work-life inference on nursing faculty burnout (emotional exhaustion and cynicism), turnover intentions and ultimately, career satisfaction. A predictive cross-sectional design was used. An online national survey of nursing faculty members was administered throughout Canada in Summer 2021. Nursing faculty who held full-time or part-time positions in Canadian academic settings were invited via email to participate in the study. Data was collected from an anonymous survey housed on Qualtrics. Descriptive statistics and reliability estimates were computed. The hypothesized model was tested using structural equation modeling. Data suggest that work-life interference significantly increase burnout which contribute to both higher turnover intentions and lower career satisfaction. Turnover intentions in turn was negatively associated with career satisfaction. The findings add to the growing body of literature linking burnout to turnover and dissatisfaction, highlighting key antecedents and/or drivers of burnout among nurse academics. These results provide suggestions for suitable areas for the development of interventions and policies within the organizational structure to reduce the risk of burnout during and post-COVID-19 and improve faculty retention.

scholarly journals The engagement and retention of non-profit employees in Belgium and South Africa

2016 ◽  
Vol 15 ◽  
Author(s):  
Michelle Renard ◽  
Robin J. Snelgar
Keyword(s):  
South Africa ◽  
Work Engagement ◽  
Qualitative Data ◽  
Turnover Intentions ◽  
Full Time ◽  
Non Profit ◽  
Managerial Implications ◽  
Part Time ◽  
Time Basis ◽  
Depth Interviews

Orientation: A lack of qualitative research exists that investigates work engagement and retention within Belgium and South Africa, particularly within the non-profit sector.Research purpose: The study aimed to gather in-depth qualitative data pertaining to the factors that promote work engagement and retention amongst non-profit employees working within these two countries.Motivation for the study: Because of scarce funding and resources, non-profit organisations are pressured to retain their talented employees, with high levels of turnover being a standard for low-paid, human-service positions. However, when individuals are engaged in their work, they display lower turnover intentions, suggesting the importance of work engagement in relation to retention.Research design, approach and method: Non-probability purposive and convenience sampling was used to organise in-depth interviews with 25 paid non-profit employees working on either a full-time or a part-time basis within Belgium and South Africa. Thematic analysis was used to analyse the qualitative data produced.Main findings: Participants were found to be absorbed in, dedicated to and energised by their work, and revealed numerous aspects promoting their retention including working towards a purpose, finding fulfilment in their tasks and working in a caring environment.Practical/managerial implications: Non-profit organisations should develop positive work environments for their employees to sustain their levels of work engagement, as well as place significance on intrinsic rewards in order to retain employees.Contribution: This study provides insights into the means by which non-profit employees across two nations demonstrate their enthusiasm, pride and involvement in the work that they perform. It moreover sheds light on the factors contributing to such employees intending to leave or stay within the employment of their organisations.

scholarly journals Smart Technology, Artificial Intelligence, Robotics, and Algorithms (STARA): Employees’ perceptions of our future workplace

2017 ◽  
Vol 24 (2) ◽  
pp. 239-257 ◽  
Author(s):  
David Brougham ◽  
Jarrod Haar
Keyword(s):  
Artificial Intelligence ◽  
Mixed Methods ◽  
Career Satisfaction ◽  
Turnover Intentions ◽  
Well Being ◽  
Career Progression ◽  
Organisational Commitment ◽  
Smart Technology ◽  
Mixed Methods Approach ◽  
Technology Knowledge

AbstractFuturists predict that a third of jobs that exist today could be taken by Smart Technology, Artificial Intelligence, Robotics, and Algorithms (STARA) by 2025. However, very little is known about how employees perceive these technological advancements in regards to their own jobs and careers, and how they are preparing for these potential changes. A new measure (STARA awareness) was created for this study that captures the extent to which employees feel their job could be replaced by these types of technology. Due to career progression and technology knowledge associated with age, we also tested age as a moderator of STARA. Using a mixed-methods approach on 120 employees, we tested STARA awareness on a range of job and well-being outcomes. Greater STARA awareness was negatively related to organisational commitment and career satisfaction, and positively related to turnover intentions, cynicism, and depression.

British doctors’ work–life balance and home-life satisfaction: a cross-sectional study

2021 ◽  
pp. postgradmedj-2021-141338
Author(s):  
Swati Parida ◽  
Abdullah Aamir ◽  
Jahangir Alom ◽  
Tania A Rufai ◽  
Sohaib R Rufai
Keyword(s):  
Life Satisfaction ◽  
Thematic Analysis ◽  
Significant Proportion ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Free Text ◽  
Full Time ◽  
Life Balance ◽  
Home Life

PurposeTo assess British doctors’ work–life balance, home-life satisfaction and associated barriers.Study designWe designed an online survey using Google Forms and distributed this via a closed social media group with 7031 members, exclusively run for British doctors. No identifiable data were collected and all respondents provided consent for their responses to be used anonymously. The questions covered demographic data followed by exploration of work–life balance and home-life satisfaction across a broad range of domains, including barriers thereto. Thematic analysis was performed for free-text responses.Results417 doctors completed the survey (response rate: 6%, typical for online surveys). Only 26% reported a satisfactory work–life balance; 70% of all respondents reported their work negatively affected their relationships and 87% reported their work negatively affected their hobbies. A significant proportion of respondents reported delaying major life events due to their working patterns: 52% delaying buying a home, 40% delaying marriage and 64% delaying having children. Female doctors were most likely to enter less-than-full-time working or leave their specialty. Thematic analysis revealed seven key themes from free-text responses: unsocial working, rota issues, training issues, less-than-full-time working, location, leave and childcare.ConclusionsThis study highlights the barriers to work–life balance and home-life satisfaction among British doctors, including strains on relationships and hobbies, leading to many doctors delaying certain milestones or opting to leave their training position altogether. It is imperative to address these issues to improve the well-being of British doctors and improve retention of the current workforce.

Flexible Despotism

2020 ◽  
pp. 1-24
Author(s):  
Alex J. Wood
Keyword(s):  
Well Being ◽  
Job Quality ◽  
Working Time ◽  
Power Relationship ◽  
Flexible Scheduling ◽  
Full Time ◽  
Life Balance ◽  
On Demand ◽  
Managerial Power

This introductory chapter provides an overview of flexible despotism. New economic processes are taking hold in the spaces opened up by the steady decline of collective workplace regulation. No longer is working time understood as a standard, stable eight hours, five days a week. Instead, working time is flexible, on demand, and 24/7. Consequently, many workers are increasingly employed flexibly, while others may not even have an employment contract at all, and instead be classified as self-employed—and yet have their labor controlled by a platform. Even workers with standard, full-time, permanent contracts can experience high levels of insecurity as a result of flexible scheduling within this new temporal order. As a result, the benefits and drawbacks of flexible scheduling have been widely debated. These discussions, however, have tended to focus on issues of job quality, work–life balance, and well-being. This book goes further, by drawing attention to important but under-researched issues of managerial power and workplace control. This is necessary, as it is only when one understands paid work as a power relationship that one is able to see how precarious scheduling constitutes flexible despotism—a new regime of control within the workplace.

scholarly journals Can Hindrance Stressors Change the Nature of Perceived Employability? An Empirical Study in the Hotel Industry

2020 ◽  
Vol 12 (24) ◽  
pp. 10574
Author(s):  
Nazanin Naderiadib Alpler ◽  
Huseyin Arasli
Keyword(s):  
Empirical Study ◽  
Work Engagement ◽  
Job Insecurity ◽  
Well Being ◽  
Tourism Industry ◽  
Partial Least Square ◽  
Least Square ◽  
Full Time ◽  
Perceived Employability ◽  
The Impact

This empirical study aims to design and test a research model that investigates the effect of job insecurity as a moderator of the relationships between perceived employability and employee well-being (work engagement). It also measures the impact of perceived employability on work engagement. Data were gathered from full-time frontline workers employed in five-star hotels in Northern Cyprus to test the study variables; the partial least square structural equation model (PLS-SEM) was applied and supported the research hypotheses. In line with the study predictions and findings from previous literature, perceived employability was found to have a significant positive impact on work engagement. The result revealed that, as a hindrance stressor, job insecurity negatively affects the relationship between perceived employability and work engagement. The findings of this study provide some insights concerning employability’s importance as well as influencing factors on employees’ job selection and their attitudes during job performance in the organizations. The knowledge gathered in this research is a source for stressing the value of employability in developing professional skills and professional involvement, as well as for reducing the perception of job insecurity, especially in the tourism industry, which has a delicate and sensitive structure. The implications of the empirical findings are discussed and future research directions are offered.

An Examination of Mentors’ Interpersonal Behaviors and Mentees’ Motivation, Turnover Intentions, Engagement, and Well-Being

2021 ◽  
pp. 089484532110392
Author(s):  
Najat Firzly ◽  
Melodie Chamandy ◽  
Luc Pelletier ◽  
Martine Lagacé
Keyword(s):  
Work Engagement ◽  
Turnover Intentions ◽  
Autonomous Motivation ◽  
Well Being ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Work Related ◽  
Mentoring Relationship ◽  
Interpersonal Behaviors ◽  
The Impact

Using self-determination theory among a sample of student employees, the present cross-sectional study ( N = 358) examines how mentors’ interpersonal behaviors relate to both motivation at work and motivation for a mentoring relationship and how these two contexts of motivation can differentially relate to mentees’ work outcomes. Results revealed that mentors’ need-supportive interpersonal behaviors were associated with greater autonomous motivation at work and in the mentoring relationship and, in turn, to greater well-being and work engagement, and to lower turnover intentions. In contrast, need-thwarting interpersonal behaviors were associated with greater controlled motivation at work and in the mentoring relationship and, in turn, to lower well-being and work engagement, and to greater turnover intentions. Overall, this study illustrates the impact of the mentor–mentee relationship on motivation for work and for the mentoring relationship and provided support for the contribution of both motivational contexts in the work-related outcomes of employees in the workplace.

scholarly journals PENGARUH WORK – LIFE BALANCE, KEPUASAN KERJA DAN WORK ENGAGEMENT TERHADAP TURNOVER INTENTIONS DENGAN MENTORING SEBAGAI VARIABEL MODERATING PADA KARYAWAN HOTEL DAFAM SEMARANG

2019 ◽  
Vol 12 (1) ◽  
pp. 17
Author(s):  
Bernardus Ferry Wahyu Laksono ◽  
Paulus Wardoyo
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Work Life ◽  
Work Life Balance ◽  
Negative Consequences ◽  
Font Size ◽  
High Turnover ◽  
Life Balance

<div>Turnover intentions merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh work – life balance, kepuasan kerja, work engagement terhadap turnover intentions, dan juga pengaruh work – life balance, kepuasan kerja, work engagement yang dimoderasi oleh mentoring terhadap turnover intentions.</div><div>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala likert. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</div><div>Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik Work – Life Balance, Kepuasan Kerja, Work Engagement, dan Mentoring telah berkontribusi menekan tingginya Turnover Intentions di Hotel Dafam Semarang. </div><div> </div><div> </div><div><div>Turnover intentions are avoided by an organization, because the turnover phenomenon has significant costs and other negative consequences for each organization. This study wanted to know the effect of work-life balance, job satisfaction, work engagement on turnover intentions, and also the effect of work-life balance, job satisfaction, work engagement which was moderated by mentoring towards turnover intentions.</div><div>The research method used is to use a quantitative approach. The method of data collection in this study is the questionnaire method, and the scale of data collection with the Likert scale. The data is then analyzed using the smart-PLS version 3.2.7 application.</div><div>There is a significant negative effect of each independent variable. This shows that each variable both Work - Life Balance, Job Satisfaction, Work Engagement, and Mentoring have contributed to suppressing the high turnover intensity at Dafam Hotel Semarang.</div></div><h1><em>Turnover intentions</em> merupakan hal yang dihindari dari suatu organisasi, karena fenomena turnover memiliki biaya yang signifikan dan konsekuensi negatif lainnya untuk setiap organisasi. Penelitian ini ingin mengetahui pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> terhadap <em>turnover intentions</em>, dan juga pengaruh <em>work – life balance</em>, kepuasan kerja, <em>work engagement</em> yang dimoderasi oleh <em>mentoring</em> terhadap <em>turnover intentions</em>.</h1><h1>Metode penelitian yang digunakan adalah menggunakan pendekatan kuantitatif. Metode pengumpulan data dalam penelitian ini adalah metode kuesioner, dan skala pengumpulan data dengan skala<em> likert</em>. Data yang ada kemudian dianalisa menggunakan aplikasi smart-PLS versi 3.2.7.</h1><span style="font-size: 10.0pt; mso-bidi-font-size: 11.0pt; font-family: 'Arno Pro','serif'; mso-fareast-font-family: Calibri; mso-bidi-font-family: 'Times New Roman'; mso-ansi-language: EN-US; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;" lang="EN-US">Terdapat pengaruh negatif signifikan dari setiap variabel bebasnya. Hal ini menunjukkan bahwa setiap variabel baik <em>Work – Life Balance</em>, Kepuasan Kerja, <em>Work Engagement</em>, dan <em>Mentoring</em> telah berkontribusi menekan tingginya <em>Turnover Intentions</em> di Hotel Dafam Semarang. </span>

Sign in / Sign up

Export Citation Format

Share Document