scholarly journals Mediating effects of nurses ‘personal and organizational values between organizational commitment and turnover: Cross-sectional study

PLoS ONE ◽  
2021 ◽  
Vol 16 (10) ◽  
pp. e0258387
Author(s):  
Wentong Wei ◽  
Mengxin Gan ◽  
Yanhui Liu ◽  
Mengyu Yang ◽  
Jingying Liu
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Multivariate Regression Analysis ◽  
Organizational Values ◽  
Mediating Effect ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
The Impact

Background The values of individuals and organizations are the core factors driving and guiding nurses’ decision-making and actions. Previous studies mainly focused on the impact of organizational commitment and other influencing factors on turnover intention. Aim To explore the mediating effect of personal and organizational values matching the relationship between organizational commitment and turnover intention of nursing staff. Methods A cross-sectional survey of 490 subjects in four tertiary hospitals in Tianjin was conducted by convenient sampling. Multivariate regression analysis and structural equation models were used to test each hypothesis. Results The results showed that there is a negative correlation between personal and organizational values, organizational commitment and turnover intention, and personal and organizational values played an indirect intermediary role between organizational commitment and turnover intention. Conclusions Organizational commitment reduces nurses’ turnover intention indirect through personal and organizational values paths. Leaders can improve nurses’ values as members of the organization, so as to participate in their own work more actively. Implications for nursing management Managers should effectively reduce the turnover rate and stabilize the nursing team by improving the organizational commitment and personal and organizational values of clinical nurses.

scholarly journals Turnover Intention: The Impact of Ethical Climate, Job Satisfaction and Organizational Commitment

2020 ◽  
Vol 3 (1) ◽  
pp. 75
Author(s):  
Nurtati Nurtati
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Educational Background ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Cross Sectional ◽  
The Impact

Human resources have a major role in every activity of the company and are essential to support the success of the organization. It can be damaged directly by employee behavior of intention to turnover. The purpose of this study was to examine the effect of the ethical climate, job satisfaction and organizational commitment on turnover intention. The research method is quantitative with a cross-sectional survey design. Data analysis uses multiple linear regression test. Three hypothesis ware tests and the results showed that thare is a significant relationship between the ethical climate and turnover intention, job satisfaction has a significant relationship with turnover intention, also organizational commitment has a significant effect on the turnover intention of employees. To reduce the risk of turnover intention the company needs to take preventive steps by building a positive work ethic climate, providing rewards. Besides improving the working atmosphere, giving attention, respect, and appreciation to all employees without discriminating the status, expertise and educational background by providing equal opportunities in the promotion of career paths.

Mediating Effect of Organizational Commitment Between Islamic Human Resource Practices and Organizational Performance Among Islamic Banks of Bangladesh

2018 ◽  
Vol 15 (2) ◽  
pp. 54-65
Author(s):  
Bablu Kumar Dhar ◽  
Rosnia Masruki ◽  
Mahazan Mutalib ◽  
Hatem Mohammed Rahouma ◽  
Farid A. Sobhani ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Stock Exchange ◽  
Reliability And Validity ◽  
Mediating Effect ◽  
Islamic Banks ◽  
Hr Practices ◽  
The Impact

This paper aims at exploring the impact of Islamic human resource (HR) practices on organizational performance though organizational commitment. Data were collected from randomly selected 170 branch managers of six Islamic Banks listed on Dhaka Stock Exchange of Bangladesh. After collecting data, descriptive analysis and structural equation model were done to examine reliability and validity of the model. By analysis, the study finds that Islamic HR practices have more significant impact on organizational performance though organizational commitment rather than the direct effect of Islamic HR practices to organizational performance. The findings of the study advocate that Islamic banks should emphasize more on Islamic HR practices and organizational commitment to uphold their organizational performance.

scholarly journals Assessing the Impact of Multi-Morbidity and Related Constructs on Patient Reported Safety in Primary Care: Generalized Structural Equation Modelling of Observational Data

2021 ◽  
Vol 10 (8) ◽  
pp. 1782
Author(s):  
Ignacio Ricci-Cabello ◽  
Aina María Yañez-Juan ◽  
Maria A. Fiol-deRoque ◽  
Alfonso Leiva ◽  
Joan Llobera Canaves ◽  
...  
Keyword(s):  
Primary Care ◽  
Patient Safety ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Cross Sectional ◽  
Morbidity Burden ◽  
Patient Reported ◽  
Patient Complexity ◽  
Complex Relationships ◽  
The Impact

We aimed to examine the complex relationships between patient safety processes and outcomes and multimorbidity using a comprehensive set of constructs: multimorbidity, polypharmacy, discordant comorbidity (diseases not sharing either pathogenesis nor management), morbidity burden and patient complexity. We used cross-sectional data from 4782 patients in 69 primary care centres in Spain. We constructed generalized structural equation models to examine the associations between multimorbidity constructs and patient-reported patient safety (PREOS-PC questionnaire). These associations were modelled through direct and indirect (mediated by increased interactions with healthcare) pathways. For women, a consistent association between higher levels of the multimorbidity constructs and lower levels of patient safety was observed via either pathway. The findings for men replicated these observations for polypharmacy, morbidity burden and patient complexity via indirect pathways. However, direct pathways showed unexpected associations between higher levels of multimorbidity and better safety. The consistent association between multimorbidity constructs and worse patient safety among women makes it advisable to target this group for the development of interventions, with particular attention to the role of comorbidity discordance. Further research, particularly qualitative research, is needed for clarifying the complex associations among men.

scholarly journals Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

2015 ◽  
Vol 5 (4) ◽  
Author(s):  
Kashifa Yasmin ◽  
Prof. Dr. Najib Ahmad Marzuki
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychiatric Hospitals ◽  
Developed Countries ◽  
Intention To Quit ◽  
Equation Modeling ◽  
Cross Sectional ◽  
The Government ◽  
The Impact

<p><em>Shortage of the nurses is an important issue in the developing and developed countries. The aim of this paper is to determine the impact of organizational commitment on intention to quit among psychiatric nurses. Based on the model of casual turnover this study assessed the direct effect of organizational commitment on nurse’s intention to quit. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that affective commitment and normative commitment have significant impact while continuous commitment has not significant effect on nurse’s intention to quit.  So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her intention to quit from job in the hospital. This study recommends that, the government and policy makers should look beyond forces in their internal and external environment, when considering how to reduce employee’s turnover intentions. This study recommends that future researchers should examine the impact of work environment on intention to quit though burnout as a unit variable. This study contributes socially and economically.</em></p><p><em> </em></p>

Job insecurity and turnover intention: Organizational commitment as mediator

2017 ◽  
Vol 45 (4) ◽  
pp. 529-536 ◽  
Author(s):  
Sang Hyun Lee ◽  
Dae Yong Jeong
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Drawing from social exchange theory, we investigated the relationship between job insecurity and turnover intention, and the mediating effect of organizational commitment on this relationship. Structural equation modeling was employed to investigate the hypotheses using data from 459 employees in various firms in South Korea. Our findings confirmed that job insecurity was positively related to turnover intention, and that organizational commitment mediated the relationship between job insecurity and turnover intention. Implications of our findings for the job insecurity literature are discussed in the Korean context, and directions for future research are given.

scholarly journals The causes, consequences, and mediating effects of job burnout among hospital employees in Taiwan

2012 ◽  
Vol 2 (1) ◽  
pp. 15 ◽  
Author(s):  
Yea-Wen Lin
Keyword(s):  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Job Burnout ◽  
Mediating Effect ◽  
Hierarchical Regression ◽  
Mediating Effects ◽  
Cross Sectional Survey ◽  
High Turnover ◽  
Cross Sectional ◽  
Hospital Employees

For the purpose of explaining the causes, consequences and mediating effects of burnout on relevant variables, the researcher conducted a cross-sectional survey of 371 hospital employees in Taiwan. Four principal findings are made. First, with respect to the three components of burnout experienced by hospital employees, the most frequently reported is emotional exhaustion, being also the most problematic among hospital employees compared with employees in other industries. Second, while increased workload coupled with role conflict increases the likelihood of burnout among hospital employees, improved work autonomy and social support reduce its likelihood. Next, the study finds a direct correlation between employees’ perceptions of low levels of emotional exhaustion and depersonalization and high levels of organizational commitment. In contrast, employees’ perceptions of high levels of emotional exhaustion and depersonalization lead to high turnover intention. Finally, the result of the hierarchical regression analysis demonstrates a partial mediating effect of burnout in the current study. These findings suggest the need for hospital management to improve their wellbeing and incentive strategies, to embark upon regular investigations into job burnout and to adopt appropriate measures to meet the professional development needs of hospital employees.

scholarly journals Organizational Commitment and Job Burnout among Psychaitric Nurses in Punjab Pakistan

2015 ◽  
Vol 6 (2) ◽  
pp. 138 ◽  
Author(s):  
Kashifa Yasmin ◽  
Prof. Dr. Najib Ahmad Marzuki
Keyword(s):  
Organizational Commitment ◽  
Work Environment ◽  
Structural Equation ◽  
Affective Commitment ◽  
Psychiatric Hospitals ◽  
Job Burnout ◽  
Equation Modeling ◽  
Asian Countries ◽  
Cross Sectional ◽  
The Impact

<p><em>Job burnout issue is an increasingly important phenomenon in Asian countries. </em><em>Based on the model of casual turnover this study assessed the direct effect of organizational commitment on job burnout. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that only and normative commitment have significant impact while affective commitment and continuous commitment has not significant effect on nurse’s job burnout.  So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her job burnout in the hospital. This study recommends that future researchers should examine the impact of work environment on job burnout as a </em><em>unidimensional</em><em>. This study contributes socially and economically.</em></p>

scholarly journals Leadership Styles Dimensions and Organizational Commitment Nexus: Evidence from a Public Sector in Nigeria

2021 ◽  
Vol 4 (1) ◽  
Author(s):  
Helen Elena Jekelle ◽  
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Public Sector ◽  
Leadership Styles ◽  
Leadership Style ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Laissez Faire ◽  
Transformational Leadership Style ◽  
The Impact

Scholarly works have shown that one of the outstanding factors of organizational commitment has been leadership, which relates to the style adopted by the leader and the impact it has on the commitment level of employees for performance. The aim of this research was to explore the effect of leadership styles on organizational commitment. Transformational, transactional, and laissez faire styles of leadership were examined. A cross-sectional survey of 151 employees at a public sector agency in Abuja, Nigeria, was conducted. The research employed a quantitative approach to the collection of data using questionnaire administration. All questionnaire items were assessed using the five-point Likert scale. Inferential statistics in research was carried out using multiple regression technique to substantiate the survey findings. Based on the Great man theory, Contingency theory and Behavioural theory, the study confirms that transformational, transactional and laissez faire leadership styles and organizational commitment were statistically associated. In terms of contribution to the model, the explanatory variables jointly contributed 68.2 percent in explaining organizational commitment. On individual contribution, transformational leadership style contributed the most, 58.6 percent to the model while transactional leadership style contributed 11.8 percent to the model and finally laissez-faire leadership style contributed 11.2 percent to organizational commitment in the study context. The study therefore recommends that AEA should use continuous transformational leadership style practices to sustain high employee commitment and organizational effectiveness. Also, AEA should apply a bit of both transactional and laissez faire leadership styles from time to time depending on the situation of things at the workplace as there is no particular leadership style that is one-size fit all but depends on situation at hand. One realistic implication that could be learned from this study is that in order to minimize employee turnover, managers need to implement affirmative strategies that will benefit the establishment.

scholarly journals Leadership Styles Dimensions and Organizational Commitment Nexus: Evidence from a Public Sector in Nigeria

2021 ◽  
Author(s):  
Helen Elena Jekelle
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Public Sector ◽  
Leadership Styles ◽  
Leadership Style ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Laissez Faire ◽  
Transformational Leadership Style ◽  
The Impact

Scholarly works have shown that one of the outstanding factors of organizational commitment has been leadership, which relates to the style adopted by the leader and the impact it has on the commitment level of employees for performance. The aim of this research was to explore the effect of leadership styles on organizational commitment. Transformational, transactional, and laissez faire styles of leadership were examined. A cross-sectional survey of 151 employees at a public sector agency in Abuja, Nigeria, was conducted. The research employed a quantitative approach to the collection of data using questionnaire administration. All questionnaire items were assessed using the five-point Likert scale. Inferential statistics in research was carried out using multiple regression technique to substantiate the survey findings. Based on the Great man theory, Contingency theory and Behavioural theory, the study confirms that transformational, transactional and laissez faire leadership styles and organizational commitment were statistically associated. In terms of contribution to the model, the explanatory variables jointly contributed 68.2 percent in explaining organizational commitment. On individual contribution, transformational leadership style contributed the most, 58.6 percent to the model while transactional leadership style contributed 11.8 percent to the model and finally laissez-faire leadership style contributed 11.2 percent to organizational commitment in the study context. The study therefore recommends that AEA should use continuous transformational leadership style practices to sustain high employee commitment and organizational effectiveness. Also, AEA should apply a bit of both transactional and laissez faire leadership styles from time to time depending on the situation of things at the workplace as there is no particular leadership style that is one-size fit all but depends on situation at hand. One realistic implication that could be learned from this study is that in order to minimize employee turnover, managers need to implement affirmative strategies that will benefit the establishment.

scholarly journals Impact of acculturation and psychological adjustment on mental health among migrant adolescents in Guangzhou, China: a cross-sectional questionnaire study

BMJ Open ◽  
2019 ◽  
Vol 9 (5) ◽  
pp. e022712 ◽  
Author(s):  
Lishuo Shi ◽  
Wen Chen ◽  
Jennifer Huang Bouey ◽  
Yanwei Lin ◽  
Li Ling
Keyword(s):  
Mental Health ◽  
Social Interaction ◽  
Psychological Adjustment ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Questionnaire Study ◽  
Cross Sectional ◽  
Internal Migrant ◽  
Migrant Adolescents ◽  
The Impact

ObjectivesThe aim of this study was to examine the pathway and associations among acculturation (ie, language, social interaction and lifestyle), psychological adjustment and mental health of internal migrant adolescents in China.DesignCross-sectional questionnaire study.SettingSix private migrant junior high schools located in Tianhe and Baiyun districts in Guangzhou were chosen as the study sites.ParticipantsA total of 1122 migrant adolescents aged 11–17 years old completed the study.Main outcome measuresMental health was measured by using the Social Anxiety Scale for Children (SASC) and major depression disorder (MDD) in a Brief Child and Family Phone Interview. Acculturation and psychological adjustment were measured by a self-designed and verified questionnaire. Multiple regression models and structural equation models were performed to analyse the association among acculturation, psychological adjustment and mental health while controlling for participant demographic characteristics.ResultsThe average MDD score for boys was 8.78 (SD=2.17) and for girls was 8.56 (SD=2.22), while the average SASC score for boys was 14.67 (SD=3.72) and for girls was 13.41 (SD=4.01). Psychological adjustment had a direct positive effect on MDD (p<0.001, β=0.30) and SASC (p<0.001, β=0.28), and it was the key variable fully mediating the impact of acculturation components on MDD and partly mediating the impact of acculturation on SASC, whereas lifestyle showed a direct negative effect (p=0.003, β=−0.17) on SASC. Of the three acculturation components, lifestyle had the strongest influence on psychological adjustment (p<0.001, β=0.37 and 0.51), followed by social interaction (p<0.001, β=0.24 and 0.13) and language (p<0.001, β=0.17 and 0.11).ConclusionsThe association between acculturation and the mental health of internal migrant adolescents was complex and could be mediated by psychological adjustment. Interventions such as promoting local language and social interaction are needed to enhance psychological adjustment and further improve the mental health of migrant adolescents.

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