scholarly journals The Buffering Effect of Spirituality at Work on the Mediated Relationship between Job Demands and Turnover Intention among Teachers

Religions ◽  
2021 ◽  
Vol 12 (9) ◽  
pp. 781
Author(s):  
Edyta Charzyńska ◽  
Irena Polewczyk ◽  
Joanna Góźdź ◽  
Małgorzata Kitlińska-Król ◽  
Magdalena Sitko-Dominik
Keyword(s):  
Indirect Effect ◽  
Turnover Intention ◽  
Secondary School Teachers ◽  
Job Demands ◽  
Second Stage ◽  
Study Support ◽  
Independent Variable ◽  
Spirituality At Work ◽  
The Relationship ◽  
Primary And Secondary School

The purpose of this study was to examine whether spirituality at work moderates the direct and indirect (through burnout) effects of quantitative and emotional job demands on turnover intention among teachers. The sample consisted of 952 Polish primary and secondary school teachers. Burnout mediated the relationship between both types of job demands and turnover intention. In the model with quantitative job demands as an independent variable, spirituality at work moderated the second stage path of the indirect effect, i.e., the relationship between burnout and turnover intention (b = −0.022; SE = 0.004; p < 0.001; β = −0.14). In the model with emotional job demands as an independent variable, spirituality at work moderated the first and second stage paths of the indirect effect, i.e., the relationship between emotional job demands and burnout (b = −0.001; SE = 0.001; p = 0.032; β = −0.05) and the relationship between burnout and turnover intention (b = −0.020; SE = 0.004; p < 0.001; β = −0.14). In both models, the indirect effect of job demands on turnover intention through burnout weakened as spirituality at work increased. The results of the study support the inclusion of spirituality at work as a subcategory of personal resources in studies using the job demands-resources model.

scholarly journals Job demands when exhausted: the relationship between exhaustion and the perception of job demands mediated by self-undermining

2020 ◽  
Vol 18 (1) ◽  
pp. 38-50
Author(s):  
Lucia Rațiu ◽  
Ana-Maria Dobre
Keyword(s):  
Indirect Effect ◽  
Large Body ◽  
Job Demands ◽  
Cross Sectional ◽  
Future Studies ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
And Performance ◽  
The Relationship ◽  
Practical Implications

There is a large body of literature devoted to factors that shape performance in organizations. Although much of this literature focuses on the relationships between job demands, job resources and performance, Bakker and his colleagues (2014; 2018) have recently drawn attention to self-undermining effects that can add support for a deeper understanding of such a relationship. The following contribution explores self-undermining related to exhaustion at work and its mediating role in the perception of three types of job demands in a sample of employees working in IT companies. More specifically, the paper draws on the concept of self-undermining to reflect on how it activates a loss cycle of job demands and potential negative reactions at work. We argue that (i) exhaustion has an indirect effect on the perception of job demands through self-undermining; and so on referring to each dimension of job demands: (ii) exhaustion has an indirect effect on the perception of workload through self-undermining; (iii) exhaustion has an indirect effect on the emotional load through self-undermining; (iv) exhaustion has an indirect effect on the cognitive load through self-undermining. In order to test the hypotheses, a cross-sectional design was employed. The regression analyses revealed that self-undermining mediated the relationship between exhaustion and the perception of workload meeting our expectations, and a significant indirect effect of exhaustion on the perception of job demands and emotional load. However, there is a need for future studies to generalize the results. Finally, theoretical and practical implications are discussed.

scholarly journals Occupational Stress and Job Burnout among Primary and Secondary School Teachers in Cuttack, Orissa, 2013

2017 ◽  
Vol 5 (1) ◽  
Author(s):  
Joyce Mathews
Keyword(s):  
Occupational Stress ◽  
Secondary School Teachers ◽  
Demographic Data ◽  
High Stress ◽  
Job Burnout ◽  
Stress Index ◽  
Stress Levels ◽  
Older Teachers ◽  
The Relationship ◽  
Primary And Secondary School

The purpose of this study was to explore the levels of occupational stress and job burnout among teachers working in primary and secondary schools and identify the relationship between the selected demographic data with the stress levels. The sample consisted of 100 teachers from 4 schools in Cuttack, Orissa. The instruments used to measure the variables were: 1.Headington Stress Index questionnaire, 2.Headingtacon Burnout Inventory, 3. Self care and Lifestyle Balance Inventory. The statistical techniques of descriptive statistics, ANOVA analysis and Pearson’s coefficient were employed to analyze the data. The findings of the study indicated that a major portion of the teachers’ population faced moderately low stress and burnout, and the remaining faced moderately high stress and burnout. Younger teachers are reported to have more stress than the older teachers. Higher the burnout among teachers, lower was the lifestyle balance among them. Experience, gender and grade did not affect the stress levels among teachers.

scholarly journals The Effects of Chinese Seafarers’ Job Demands on Turnover Intention: The Role of Fun at Work

2020 ◽  
Vol 17 (14) ◽  
pp. 5247
Author(s):  
Yuan Gu ◽  
Dongbei Liu ◽  
Guoping Zheng ◽  
Chuanyong Yang ◽  
Zhen Dong ◽  
...  
Keyword(s):  
Turnover Intention ◽  
Online Survey ◽  
Turnover Intentions ◽  
Job Demands ◽  
Occupational Commitment ◽  
Group Activities ◽  
Correlative Analysis ◽  
The Relationship ◽  
Chinese Seafarers

This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands–turnover intentions relationship. On the basis of the job demands–resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands–turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers’ turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.

scholarly journals THE MEANING OF WORK AS A PREDICTOR OF THE INTENTION TO REMAIN/LEAVE AMONG TEACHERS

2018 ◽  
Vol 19 (spe) ◽  
Author(s):  
CAMILA T. HELENO ◽  
LIVIA O. BORGES ◽  
ESTEBAN AGULLÓ-TOMÁS
Keyword(s):  
Turnover Intention ◽  
Design Methodology ◽  
Meaning Of Work ◽  
Technological Education ◽  
Structured Interviews ◽  
Second Stage ◽  
Work Meaning ◽  
Job Opportunities ◽  
Two Stages ◽  
The Relationship

ABSTRACT Purpose: Assessing whether the meanings attributed to the work by teachers from a course of professional technological education (PTE), Human Resource Management (HRM) were predictors of the intention to remain in or to leave employment. Originality/value: There is a gap in the literature about the research of the relationship between working meanings and the turnover intention. Also, the recent expansion of PTE in Brazil was not accompanied by the development of research related to different aspects of the work of the teachers who work in PTE, considering that they act in a context of the historical and cultural devaluation of HRM teachers Design/methodology/approach: We developed a multi-methodological study in two stages: 1. Application of semi-structured interviews; 2. Application of structured questionnaires. Findings: The results of the first stage provided an empirical basis for constructing hypotheses concerning the prevalence of leaving intention and the prediction of this phenomenon by the components of work meaning. The results of the second stage confirmed that the leaving intention was prevalent among most HRM teachers. Also, a valuation of the dignity-humanization, the occupation and a sense of the reality of dehumanization and exhaustion are predictors of the likelihood of the leaving intention. We concluded that, despite the increased job opportunities for teachers in PTE, it does not represent a quality alternative, as well as HRM teachers, considered it a temporary option of work.

scholarly journals APAKAH TUNTUTAN PEKERJAAN DAN STRES KERJA PENENTU TURNOVER INTENTION AUDITOR PADA BEBERAPA KAP DI JAKARTA

2019 ◽  
Vol 16 (1) ◽  
pp. 20-41
Author(s):  
Danira Reggie Pattinasarany
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Stress ◽  
Turnover Intention ◽  
Job Demands ◽  
Intention To Leave ◽  
Single Step ◽  
Accounting Firms ◽  
High Level ◽  
The Relationship

This study aims to analyze the effect of job demands, job satisfaction, and job stress on intention to leave work (turnover intention). This study also intends to study the role of job satisfaction and job stress variables in mediating the relationship between job demands and turnover intention. Respondents of this study consist of 50 senior- and junior auditors who are working at the Public Accounting Firms (KAP) and have a maximum of 5-year working experience. The data was solicited through a research questionnaire written in Google forms, where link to the questionnaire was distributed to the respondents by email and WhatsApp. Path analysis is used in analyzing the data following the single-step multiple-mediator model which was introduced by Preacher & Hayes, while data processing is performed using SPSS 21. The results found a significant positive effect of job demands on turnover intention mediated by work stress. Nevertheless, as job demands did not directly affect turnover intention, the relationship between the two occurred only through work stress. These findings indicate that the high job demands faced by auditors working at the KAP will increase work stress. Furthermore, the high level of work stress will increase their desire to leave work (or to increase turnover intention).

Workplace Spirituality with Nurse Anxiety During The Covid 19 Pandemic in Indonesia

2021 ◽  
Vol 15 (10) ◽  
pp. 3204-3206
Author(s):  
Prestasianita Putri ◽  
Nurul Maurida ◽  
Firdha Novitasari ◽  
Wike Rosalini ◽  
M.Elyas Arif Budiman ◽  
...  
Keyword(s):  
Health Workers ◽  
Sampling Technique ◽  
Workplace Spirituality ◽  
Front Line ◽  
Chi Square ◽  
Study Results ◽  
Independent Variable ◽  
Spirituality At Work ◽  
Quota Sampling ◽  
The Relationship

As the front line, nurses in carrying out their duties in services during the covid19 pandemic can increase the risk of anxiety. One of the factors that can affect anxiety is spirituality at work. This study aims to analyze the relationship between workplace spirituality and nurses' anxiety during the COVID-19 pandemic in Indonesia. The research design is a correlation with a sample of 130. The study’s independent variable is spirituality at work, while the study’s dependent variable is nurse anxiety. This research uses a quota sampling technique. Data analysis using chi-square and has received a certificate of research ethics. The study results showed a relationship between workplace spirituality and nurses' anxiety during the covid 19 pandemic in Indonesia, p = 0.000. Based on the results of research, workplace spirituality affects the level of risk of anxiety events, especially during the covid19 pandemic, so this needs to get attention from organizations and leaders in the workplace to improve spirituality in the workplace, especially nurses, who are health workers on the front line during this period covid19 pandemic. Keywords: Workplace spirituality, anxiety, nurse

Is public healthcare healthy? The role of emotional exhaustion

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
M. Ángeles López-Cabarcos ◽  
Analía López-Carballeira ◽  
Carlos Ferro-Soto
Keyword(s):  
Role Conflict ◽  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Job Demands ◽  
Work Attitudes ◽  
Public Healthcare ◽  
Content Type ◽  
The Relationship

PurposeThis study analyzes the mediating effect of emotional exhaustion between certain job demands (workload, role conflict, and influence at work) and employees' work attitudes (affective commitment and turnover intention) in public healthcare. Furthermore, it analyzes the moderating effect of possibilities for development and the degree of freedom at work between the above-mentioned job demands and emotional exhaustion.Design/methodology/approachA total of 512 healthcare professionals participated in the study. The data were analyzed using structural equation modeling and a hierarchical multiple regression analysis.FindingsThe results show that emotional exhaustion fully mediates the relationship between job demands (workload and role conflict) and work attitudes (affective commitment and turnover intention). Moreover, the possibilities for development and degree of freedom at work moderate the relationship between role conflict and emotional exhaustion.Practical implicationsStrategies should be designed to prevent employees from becoming emotionally exhausted and lead them to feel more motivated, which results in a more effective public healthcare service.Originality/valueThis study stresses the importance of analyzing the role of emotional exhaustion in the public healthcare context. It demonstrates the mediating role of this variable between several antecedents and consequences, and it analyzes whether other relevant variables can moderate the negative effects of emotional exhaustion.

Investigating the role of psychological need satisfaction as a moderator in the relationship between job demands and turnover intention among nurses

2020 ◽  
Vol 42 (1) ◽  
pp. 213-231 ◽  
Author(s):  
Valérie Boudrias ◽  
Sarah-Geneviève Trépanier ◽  
Annie Foucreault ◽  
Clayton Peterson ◽  
Claude Fernet
Keyword(s):  
Work Environment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Job Demands ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Psychological Resources ◽  
Content Type ◽  
The Relationship

Purpose Job demands can contribute to nurses’ turnover intention and this can have an impact on health services among the general population. It appears important to identify the work environment factors associated with turnover intention, as well as the psychological resources liable to act on this relationship. Drawing on self-determination theory (SDT), the purpose of this study (n=1179) is to investigate the relationship between two job demands (role ambiguity and role conflict) and turnover intention, as well as the moderating role of basic need satisfaction (autonomy, competence and relatedness) within these relationships. Design/methodology/approach This cross-sectional study was conducted among nurses (Québec, Canada). Nurses completed an online questionnaire. To test the proposed moderating effect of satisfaction of the three psychological needs (i.e. autonomy, competence and relatedness) in the relationship between job demands (i.e. role ambiguity and role conflict) and turnover intention, path analysis was conducted using Mplus v.8 (Muthén and Muthen, 2017). Two models, one for each demand, were tested. Findings As expected, role ambiguity and role conflict are positively related to turnover intention. Results reveal a significant interaction between role ambiguity and satisfaction of the need for autonomy in the prediction of turnover intention. The satisfaction of the need for competence and the satisfaction of the need for relatedness did not moderate the relationship between role ambiguity and turnover intention. Satisfaction of the need for autonomy moderated the relationship between role conflict and turnover intention. Moreover, results revealed a significant interaction between role conflict and satisfaction of the need for competence in the prediction of turnover intention. Satisfaction of the need for relatedness did not moderate the relationship between role conflict and turnover intention. Research limitations/implications The results align with the theoretical propositions of several leading theories in occupational health which state that workers’ psychological functioning derives not only from the job characteristics of their work environment, but also from the psychological resources at their disposal. The study contributes to SDT. First, to date, this is the first study to investigate basic psychological need satisfaction as a moderator in the relationship between contextual factors and workers’ functioning. Second, the findings revealed the importance of assessing psychological needs separately, as each contributes in a specific way to workers’ work-related attitudes and adaptation to their professional environment. Practical implications Perceptions of autonomy and competence act as key psychological resources for nurses. Managerial support for autonomy (e.g. providing nurses with meaningful information regarding their work) and competence (e.g. providing nurses with frequent positive feedback regarding their work efforts) constitutes a series of key management practices that can foster perceptions of autonomy and competence. The findings show that two role stressors predict nurses’ turnover intention. As such, health care establishments are encouraged to focus on interventions that reduce uncertainties and conflicting situations from nurses (provide clear job descriptions and effective communication). Social implications By promoting a sense of effectiveness and feelings of self-endorsement at work, health care establishments can reduce nurses’ turnover intention and help prevent staffing shortages among this important work group. Originality/value Although past research shows that workers’ motivational profile can modulate the relationship between characteristics within the work environment and workers’ functioning, studying the quality of work motivation is not sufficient to completely understand the factors that can influence workers’ reactions to job demands. Need satisfaction is crucial to the development and maintenance of high quality motivation. Evaluating need satisfaction as a moderator in the stressor–strain relationship could offer a better understanding of the psychological experiences that can promote workers’ adaptation to their work environment. To date, no study has investigated the buffering role of psychological needs in the stressor–strain relationship.

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