scholarly journals People equity model as an effort to increase employees’ intention to stay

2020 ◽  
Author(s):  
Tatin Wahyanto ◽  
Stefanus Supriyanto ◽  
Nyoman Anita Damayanti ◽  
Sri Hartini ◽  
Retno Lestari
Keyword(s):  
Structural Equation ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Measurement Model ◽  
Individual Factors ◽  
High Turnover ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Occupational Factors ◽  
Equity Model

Background: The high turnover rate in the healthcare industry needs serious attention since it influences hospital service quality. So, there is a need to develop a new framework known as people equity, that can be used to manage intangible assets and reduce employees’ intention to leave. The purpose of this study therefore was to develop a model of people equity as a strategy for enhancing employees’ intention to stay.Design and methods: An analytical cross-sectional design was used to measure the associations between variables. 154 respondents were selected from stratified random sampling technique. Partial Least Squares Structural Equation Modelling (PLS-SEM) was used to analyze the measurement model. Results: The results indicated that people equity was influenced by organizational factors (P=0.210), individual factors (P=0.183), and occupational factors (P=0.141). In addition to this, predictors for employees’ intention to stay were people equity (P=0.432), individual factors (P=0.308), and environmental factors (P=0.117). Conversely, working and marital status, environment, and workload have no significant effect on people equity and intention to stay. Conclusions: People equity was influenced by organizational, individual, and occupational factors through the implementation of the Human Resources System. People equity model increased employees’ intention to stay by improving organizational factors.

scholarly journals Why Do They Stay? Intention to Stay among Registered Nurses in Nursing Homes

2020 ◽  
Vol 17 (22) ◽  
pp. 8485
Author(s):  
Ji Yeon Lee ◽  
Juh Hyun Shin
Keyword(s):  
Registered Nurses ◽  
Safety Culture ◽  
Organizational Support ◽  
Organizational Factors ◽  
Organizational Level ◽  
Individual Factors ◽  
Multilevel Regression ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Significant Relationships

Purpose: The purpose of this study was to examine the factors associated with nursing home (NH) registered nurses’ (RNs’) intention to stay in their workplace. Methods: A cross-sectional questionnaire survey was used in this study. Organizational NH data were acquired from the administrators of 56 NHs. Individual RN data were acquired from 189 RNs in 56 NHs across Korea. The questionnaire assessed RNs’ intention to stay in their workplace as well as potential associated factors, including individual and organizational factors. Multilevel regression analysis was used to determine which factors explain RNs’ intention to stay in their workplace. Findings: NH RNs’ intention to stay was positively associated with RNs’ years of experience in NHs, career promotion opportunities, and perceptions of NH resident safety culture. At the organizational level, no factors were found to significantly relate to the intention to stay of NH RNs. Conclusions: Although this study found that organizational factors have no statistically significant relationship with RNs’ intention to stay, organizational support must precede changes in individual factors that have significant relationships. Clinical Relevance: Organizational (NH) and individual (RN) efforts must be made to enhance RNs’ intention to stay because individual factors can change after implementing efforts such as providing educational programs, promotional opportunities, and forming a positive resident safety culture at an organizational level.

scholarly journals Design, Explanation, and Evaluation of Training Model Structures Based on Learning Organization—In the Cement Industry with a Nominal Production Capacity of Ten Thousand Tons

2016 ◽  
Vol 10 (1) ◽  
pp. 163
Author(s):  
Hamid Rahimian ◽  
Mojtaba Kazemi ◽  
Abbas Abbspour
Keyword(s):  
Organizational Learning ◽  
Learning Organization ◽  
Structural Equation ◽  
Production Capacity ◽  
Organizational Factors ◽  
Training Model ◽  
Equation Model ◽  
Cement Industry ◽  
Individual Factors ◽  
Factors Affecting

This research aims to determine the effectiveness of training based on learning organization in the staff of cement industry with production capacity over ten thousand tons. The purpose of this study is to propose a training model based on learning organization. For this purpose, the factors of organizational learning were introduced by qualitative research in the form of open codes, axial codes, selective codes and the resulted observations, and then the final model was obtained by structural equation model. The data were collected from the staff of three cement companies of Abyek, Tehran, and Sepahan, with a statistical population of 1719 staff of cement industry. The qualitative research sample included 29 experienced experts in the field of cement industry, and the quantitative research sample included 326 staff and experts, who were selected by multi-stage cluster sampling. A self-made questionnaire consisting of 72 questions was used to measure quantitative variables. The reliability of the questionnaire was 0.93 and its content and face validity was determined by expert colleagues and professors, the structural equation model and regression was used to analyze the quantitative data. The results showed that the status of learning organization in cement companies is in average level. Finally, the obtained model consisted of both individual and organizational factors. The individual factors affecting organizational learning include teaching scientific content, perception, trust, and self-efficacy of training. The organizational factors affecting organizational learning include organizational culture, forming the structure, the method of management and leadership, preparing human resource (identity), adaption to the environment, policies, rules, and regulations, and achieving a viable product. The share of individual factors on learning organization is higher than the effect organizational factors; the share of each factor is also determined.

scholarly journals Relationship between Job Satisfaction and Turnover Intention of Nurses at Islamic Hospital Faisal Makassar

2021 ◽  
Vol 2 (1) ◽  
pp. 43-49
Author(s):  
A. Siti Wadi’ah ◽  
Fridawaty Rivai ◽  
Yahya Thamrin ◽  
Syahrir Pasinringi ◽  
Irwandy Kapalawi ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Turnover Intention ◽  
Negative Impact ◽  
Intention To Leave ◽  
Cross Sectional Study ◽  
High Turnover ◽  
Chi Square ◽  
Cross Sectional ◽  
Nurse Turnover

The high turnover of employees in the hospital can have negative impact on the disruption of the process of health services provided to patients and in the end can lead to employee job satisfaction and the desire for employees to stay in an organization. This study aims to analyse the effect of job satisfaction including the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and work environment on the intention of nurse turnover at Faisal Islamic Hospital Makassar. This is a quantitative study using an analytic observational study with a cross sectional study design. The sample using total sampling were nurses who placed 127 respondents. Data analysis used chi-square test. The results showed the relationship between job satisfaction based on the dimensions of the job itself, salary, promotion opportunities, supervision by leaders, colleagues, and the work environment on intention to leave. Therefore, the management is asked to motivate employees by providing bonuses, leave, official vehicles or other facilities that can be used as a reward tool for employees who have worked well and pay attention to employee satisfaction by seeing what employees expect.

scholarly journals Performance Model of Nurse Community Approach to Organizational Culture in Indonesia

2016 ◽  
Vol 5 (3) ◽  
pp. 240
Author(s):  
Suhartono Suhartono ◽  
Sulistiawati Sulistiawati ◽  
Esty Yunitasari
Keyword(s):  
Linear Regression ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Organizational Factors ◽  
Cultural Factors ◽  
Performance Model ◽  
Individual Factors ◽  
P Value ◽  
Simple Linear Regression ◽  
Cross Sectional

National problem faced by Indonesia today is the handling of the low quality of Human Resources (HR). HR issues that need attention is the issue of performance. Performance is the rate of success in carrying out the task, as well as the ability to achieve the goals set. The aim of this study was to determine the influence of individual factors, organizational factors, organizational and cultural factors on the Performance of Nurses. This study used a cross sectional study approach. The population used in this study were nurses ponkesdes Tuban and Lamongan district in accordance with the inclusion criteria as much as 55, with a sample size of 48 respondents specified research using simple random sampling technique. The independent variable in this study is the individual factors (abilities and skills), organizational cultural factors and organizational factors, dependent variable is the performance of nurse ponkesdes. Instruments used in the collection of data in the form of questionnaires and performance evaluation sheet. Research analysis using simple linear regression test. Simple linear regression analysis showed variable organizational cultural factors were not statistically significant effect on the performance of the p-value (0.000), organizational factors also significantly influence the performance of the pvalue (0.027). While the variable factors of individual (skills and abilities) does not significantly influence the performance<br />of the p-value (0.103).

Factors influencing internship satisfaction among Chinese students

2020 ◽  
Vol 62 (5) ◽  
pp. 543-558
Author(s):  
Wai Ming To ◽  
Jane W.Y. Lung
Keyword(s):  
Structural Equation ◽  
Chinese Students ◽  
Organizational Factors ◽  
Supervisor Support ◽  
Social Value ◽  
Equation Modeling ◽  
Individual Factors ◽  
Content Type ◽  
Functional Value ◽  
The Right

PurposeAn internship is an essential part of vocational-oriented degree programs because it enhances the employability of graduates and prepares them for career development. Thus, it is important to understand how students view internships and whether they are satisfied with their internship experience. This paper explores the effects of organizational and individual factors on internship satisfaction.Design/methodology/approachBased on a literature review on internship, we propose a theoretical model in which organizational factors, including supervisor support and task clarity, and individual factors, including interns' perceived functional value and perceived social value, can lead to internship satisfaction while task clarity, perceived functional value and perceived social value can affect interns' self-initiative behavior. The proposed model was tested using responses from 161 Chinese students in Macao SAR.FindingsThe results of structural equation modeling indicated that supervisor support and perceived social value had direct and significant impacts on internship satisfaction while task clarity and perceived functional value had direct and significant impacts on interns' self-initiative behavior. Additionally, supervisor support significantly influenced task clarity, perceived functional value and perceived social value.Originality/valueThe paper identifies that supervisor support has a strong and significant impact on internship satisfaction. Additionally, the current study indicates that organizations should pay great attention to appoint the right work supervisors who are able to assign appropriate tasks to interns, provide clear guidance and facilitate social interaction between interns and other people.

Satisfaction, burnout and intention to stay of emergency nurses in Shanghai

2017 ◽  
Vol 34 (7) ◽  
pp. 448-453 ◽  
Author(s):  
Hui Jiang ◽  
Lily Ma ◽  
Caiping Gao ◽  
Tengteng Li ◽  
Lihua Huang ◽  
...  
Keyword(s):  
Maslach Burnout Inventory ◽  
Intention To Leave ◽  
Survey Study ◽  
Nursing Workforce ◽  
Emergency Nurses ◽  
Intention To Stay ◽  
Cross Sectional ◽  
Quality Healthcare ◽  
Key Factor ◽  
High Level

BackgroundStability of the nursing workforce is considered a key factor for high-quality healthcare. Satisfaction and burnout are reported to be closely related to staff turnover. This study investigates satisfaction and burnout of ED nurses in Shanghai and association of these factors with intention to stay on the job.MethodsThis is a cross-sectional descriptive survey study conducted between October and December 2015. Our own questionnaire and the Maslach Burnout Inventory were used to construct the survey. The convenience sampling method was used. The survey targeted ED nurses in 30 Shanghai hospitals. Data were analysed using descriptive, non-paired t-tests, analysis of variance and multivariable logistic regression to decipher possible causes for burnout and identify reasons for continued interest in staying on the job by ED nurses.ResultsOf 1137 nurses who received surveys, 976 (87%) responded. Among the respondents, 75% reported being very satisfied or satisfied with their jobs, but there was a high level of burnout, and 22.5% of the nurses expressed their intention to leave the ED within the following year (p<0.05). Nurses’ satisfaction and burnout were associated with intention to leave. Salary, nurse–patient relationships, nurse staffing and work environment were areas where nurses were less satisfied, while group cohesion was associated with greater satisfaction.ConclusionED nurses in Shanghai report a high level of burnout, which is associated with an intention to leave their jobs. Interventions are needed to improve satisfaction and reduce burnout to maintain the stability of the nursing workforce.

scholarly journals Performance Model of Nurse Community Approach to Organizational Culture in Indonesia

2016 ◽  
Vol 5 (3) ◽  
pp. 240
Author(s):  
Suhartono Suhartono ◽  
Sulistiawati Sulistiawati ◽  
Esty Yunitasari
Keyword(s):  
Linear Regression ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Organizational Factors ◽  
Cultural Factors ◽  
Performance Model ◽  
Individual Factors ◽  
P Value ◽  
Simple Linear Regression ◽  
Cross Sectional

<p>National problem faced by Indonesia today is the handling of the low quality of Human Resources (HR). HR issues that need attention is the issue of performance. Performance is the rate of success in carrying out the task, as well as the ability to achieve the goals set. The aim of this study was to determine the influence of individual factors, organizational factors, organizational and cultural factors on the Performance of Nurses. This study used a cross sectional study approach. The population used in this study were nurses ponkesdes Tuban and Lamongan district in accordance with the inclusion criteria as much as 55, with a sample size of 48 respondents specified research using simple random sampling technique. The independent variable in this study is the individual factors (abilities and skills), organizational cultural factors and organizational factors, dependent variable is the performance of nurse ponkesdes. Instruments used in the collection of data in the form of questionnaires and performance evaluation sheet. Research analysis using simple linear regression test. Simple linear regression analysis showed variable organizational cultural factors were not statistically significant effect on the performance of the p-value (0.000), organizational factors also significantly influence the performance of the pvalue (0.027). While the variable factors of individual (skills and abilities) does not significantly influence the performance of the p-value (0.103).</p>

scholarly journals FAKTOR YANG BERHUBUNGAN DENGAN KELELAHAN KERJA SUBYEKTIF PADA PERAWAT DI RSUD DR. MOHAMAD SOEWANDHIE SURABAYA

2018 ◽  
Vol 6 (3) ◽  
pp. 362
Author(s):  
Dita Perwitasari ◽  
Abdul Rohim Tualeka
Keyword(s):  
Nutritional Status ◽  
Working Life ◽  
Work Capacity ◽  
Individual Factors ◽  
Subjective Feeling ◽  
Cross Sectional ◽  
Occupational Factors ◽  
Cross Sectional Design ◽  
Relationship Of ◽  
The Relationship

Fatigue is a subjective feeling that different for everyone, which leads to loss of efficiency, decreases work capacity, health problem and the body's ability to survive resulting in work accident. The purpose of this research was examining the factors associated with subjective work fatigue on nurses working in dr. Mohamad Soewandhie hospital in Surabaya.This research was an observational study with cross sectional design. The respondents were nurses of emergency, outpatient, and inpatient units in dr.Mohamad Soewandhie hospital. The variables were individual factors were consisting of age, years of working life, nutritional status, gender, and occupational factors were consisting of the workload and the monotony condition of work toward work fatigue. Spearman correlation test was using to test the relationship of each factors, except the relationship of gender and the monotony condition were using  Mann-Whitney.The results showed that the most of the respondentss were 25-30 years old, female, 1-10 years of working life, had better nutritional status, had a moderate heavy workload and felt the monotony condition in her work. The result of fatigue measurement used the checklist which indicated that the most of the respondents experienced no relationship between age, gender, years of working life, workload, and the monotony condition the results also proved the existence of a relationship between nutritional status with p=0,00. It could be concluded that the nutritional status of nurse in dr.Mohamad Soewandhie hospital had a risk of causing fatigue.  Keywords: Individual factors, occupational factors, and work fatigue

scholarly journals Measurement Model of Leadership Elements for Integration of Blended Learning into Technology Education Programme

2019 ◽  
Vol 8 (5C) ◽  
pp. 1298-1301
Keyword(s):  
Blended Learning ◽  
Structural Equation ◽  
Teacher Educators ◽  
Survey Design ◽  
Measurement Model ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Tertiary Institutions ◽  
The Absolute ◽  
Automobile Technology

This study was conducted to empirically validate a Leadership Element in Blended Learning Scale (LEBLAS) for the Leadership Element of blended learning for integration into teaching and learning of Automobile Technology Programmes in Nigerian tertiary institutions. A cross-sectional survey design was employed with a sample of 360 technical teacher educators in Nigeria. The developed initial a Leadership Element contained 6 items was administered to the sample. The responses were organized coded and use as data for the analysis. Structural Equation modelling was used to analyses the data using Confirmatory Factor Analysis after varying the data for normality. The results revealed a valid and reliable instrument with 43 items. Findings of the study showed that the measurement model indicated that, LEBLAS satisfied the absolute fit, incremental fit, and parsimonious fit requirement of SEM. The measurement model was able to achieve a Chi-square value with a degree of freedom at p=0.000. The indices used in measuring the absolute fit are: Standardized Root Mean Square Residual (SRMR) and RMSEA having achieved a value. Similarly, the measurement model has achieved a CFI value and TLI value. Therefore, with the satisfaction of all the measurement requirements, the developed LEBLAS validated in this study can be used to assess the Leadership Element of Blended learning implementation in the instructional strategies of Nigerian tertiary institutions’ Automobile Technology Programmes

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