scholarly journals Personality, Work-Life Balance, Hardiness, and Vocation: A Typology of Nurses and Nursing Values in a Special Sample of English Hospital Nurses

2018 ◽  
Vol 8 (4) ◽  
pp. 79 ◽  
Author(s):  
Christopher Bagley ◽  
Mahmoud Abubaker ◽  
Alice Sawyerr
Keyword(s):  
Intention To Leave ◽  
Work Life ◽  
Work Life Balance ◽  
High Achievers ◽  
Hospital Nurses ◽  
Life Balance ◽  
Initial Report ◽  
Nursing Stress ◽  
Nursing Values ◽  
Nursing Roles

This initial report of a longitudinal study of 192 English hospital nurses measured Nursing Values (the 6Cs of nursing); Personality, Self-Esteem and Depression; Burnout Potential; Work-Life Balance Stress; “Hardy Personality”; and Intention to Leave Nursing. Correlational, component, and cluster analysis identified four groups: “The Soldiers” (N = 79), with medium scores on most measures, who bravely “soldier on” in their nursing roles, in the face of numerous financial cuts to the National Health Service, and worsening nurse–patient ratios; “Cheerful Professionals” (N = 54), coping successfully with nursing roles, and a variety of challenges, in upwardly mobile careers; “High Achievers” (N = 39), senior nurses with strong profiles of a “hardy personality”, and commitment to fundamental nursing values; and “Highly Stressed, Potential Leavers” (N = 20), with indicators of significant psychological distress, and difficulty in coping with nursing role challenges. We have initiated a program of co-counselling and social support for this distressed group, by nurses who are coping more successfully with multiple challenges. We discuss the role of nurse educators in fostering nursing values, developing and supporting a “hardy personality” and emotional resilience in recruits to nursing. This study is framed within the disciplinary approach of Critical Realism, which identifies the value basis for research and dialogue in developing strategies for social change. The importance of this research is that: (a) it is part of the new thrust in nursing research, applying Critical Realist theory and methodology to research on nursing stress; (b) it has established, through network sampling, a group of nurses who can be supportive of each other in their stressful careers; (c) it establishes the reliability and potential validity of a measure of core nursing values; (d) it is among the first studies in research on nursing stress, to use the humanizing methodology of moving from data analysis (description of “things”), to describing a typology of nursing stress and career progress (description of individuals).

scholarly journals Personality, Work-Life Balance, Hardiness, and Vocation: A Typology of Nurses and Nursing Values in a Special Sample of English Hospital Nurses

2018 ◽  
Author(s):  
Christopher Bagley ◽  
Mahmoud Abubaker ◽  
Alice Sawyerr
Keyword(s):  
Critical Realism ◽  
Intention To Leave ◽  
Work Life ◽  
Work Life Balance ◽  
High Achievers ◽  
Hospital Nurses ◽  
Life Balance ◽  
Initial Report ◽  
Nursing Values ◽  
Nursing Roles

This initial report of a longitudinal study of 192 English hospital nurses has measured Nursing Values (the 6Cs of nursing); Personality, Self-Esteem and Depression; Burnout Potential; Work-Life Balance Stress; ‘Hardy Personality’; and Intention to Leave Nursing. Correlational, component and cluster analysis  identifies four groups: “The Soldiers” (N = 79) , with medium scores on most measures, who bravely ‘soldier on’ in their nursing roles, in the face of numerous financial cuts to the National Health Service, and worsening nurse-patient ratios; “Cheerful Professionals” (N = 54), coping successfully with nursing roles, and a variety of challenges, in upwardly mobile careers; “High Achievers” (N = 39), senior nurses with strong profiles of a ‘hardy personality’, and commitment to fundamental nursing values; “Highly Stressed, Potential Leavers” (N = 20), with indicators of significant psychological distress, and difficulty in coping with nursing role challenges. We propose a model of co-counselling and social support for this distressed group, by nurses who are coping more successfully with multiple challenges. We discuss the role of nurse educators in fostering nursing values, and developing and supporting ‘hardy personality’ and emotional resilience in recruits to nursing. This study is framed within the disciplinary approach of Critical Realism, which identifies the value basis for research and dialogue in developing strategies for social change.

scholarly journals A szervezeti elkötelezettség és a munka-család viszonyrendszer összefüggései (The relationship between organizational commitment and work-life balance)

2012 ◽  
pp. 2-14
Author(s):  
Csaba Kiss ◽  
Sára Csillag ◽  
Roland Szilas ◽  
Sándor Takács
Keyword(s):  
Organizational Commitment ◽  
Customer Service ◽  
Intention To Leave ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Affective Component ◽  
Work Family ◽  
The Relationship

376 ügyfélszolgálati dolgozó bevonásával végzett kérdőíves vizsgálatukban a szerzők arra keresték a választ, hogy a szervezeti elkötelezettség profilok hogyan függnek össze a munkahelyi elégedettséggel, a kilépési szándékkal és a munka-család viszonyrendszerre vonatkozó változókkal (munka-család konfliktus, munkacsalád egyensúly, munka-család gazdagítás). Nyolc különböző profilt találtak, amelyek elemzéséből kiderült: az elkötelezettség-komponensek közül az érzelmi elkötelezettségnek kitüntetett szerepe van a kedvező következményeket tekintve, továbbá az elkötelezettségkomponensek együttes hatása szinergikus lehet. ________ In their research that was based on the answers of 376 customer service employees to a questionnaire survey, the authors are looking at the relationship between the organizational commitment profiles and work satisfaction, intention to leave the organization and various subconcepts of work life balance (work-family conflict, work-family balance and work-family enrichment). They have found 8 different profiles, the analysis of which revealed the central role of the affective component regarding the positive outcomes of the above mentioned variables as well as the synergic relations among the different components of organizational commitment.

scholarly journals Do Work Life Balance, Organizational Pride and Job Satisfaction Affect the Intention to Leave?

2019 ◽  
Vol 8 (3) ◽  
pp. 1217-1223 ◽  
Keyword(s):  
Job Satisfaction ◽  
Indirect Effect ◽  
Intention To Leave ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance

This research intends to investigate the effect of work life balance to the organizational pride, job satisfaction, and to the intention to leave; and the effect of organizational pride and job satisfaction to the intention to leave. The data is collected by using questionnaires from 209 employees of four and five stars hotels in the Malang city-East java Province-Indonesia and then the data is analyzed by using GeSCA. Results show that the work life balance significantly affects the organizational pride and job satisfaction, however, the work life balance does not significantly affect the intention to leave. In addition, the organizational pride significantly effects the job satisfaction and the intention to leave; and the job satisfaction significantly affects the intention to leave. The originality value: this research investigates the direct as well as indirect effect of work life balance to the intention to leave through the organizational pride and job satisfaction, so it can show the important role of work life balance, organizational pride, and job satisfaction to the intention to leave

Sign in / Sign up

Export Citation Format

Share Document