scholarly journals The Influence of Organizational Factors on Registered Nurses’ Work Attitudes in Nigeria

2022 ◽  
Vol 14 (1) ◽  
pp. 21
Author(s):  
Benjamin Akinyemi ◽  
Alice I. Ogundele ◽  
Samuel Olutuase ◽  
Babu George

This study examined the influence of competence development, work-life balance, perceived organizational support and organization’s commitment to employees on job satisfaction, affective commitment and turnover intention among registered nurses in Nigeria’s Ondo State. The sample consisted of 220 registered nurses from six public hospitals in Ondo State. Data analysis was conducted using multivariate regressions, Pearson’s product-moment correlation and descriptive statistics to determine the influence of organizational factors on nurses’ job satisfaction, affective commitment and turnover intention. The results indicated that competence development practices, work-life balance policies and practices, perceived organizational support and the organization’s commitment to employees were positively correlated to job satisfaction and affective commitment but negatively correlated to registered nurses’ turnover intention. This study identified the importance of organizational factors in promoting nurses’ job satisfaction, affective organizational commitment and intention to stay which may inform hospital administration, health care institutions and the Ondo State Government about the significant role of organizational factors in improving nurses' job satisfaction, affective commitment and turnover intention. 

Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Romat Saragih

Objective – Employees’ perception of HR practice is crucial because it can affect individual and organizational outcomes. HR practices may influence the perception employees have of the support that is available to them from the organization, the work-life balance, and the organization’s commitment to their employees. The purpose of this study is to investigate the impact of perceived HR practices on affective commitment. This study also explores the role of perceived organizational support in mediating work-life balance. Methodology/Technique – This survey was conducted between February – May 2019 using 178 employees ranked as officer (with no managerial position) from various organizations. The mediation analysis using SPSS and Macro Process was used to identify the relationship between the variables. Findings – The results indicate that employee perception of effective HR practice influences employee affective commitment. Further, perceived organizational support and work-life balance can mediate the relationship between those variables. However, the mediation only works if the mediator stands as a separate variable. When both mediators are put together, they do not mediate the relationship. Novelty – Studies concerning human resource (HR) practice and employee work behaviour remains scarce in Indonesia. The practical benefit from this study is to contribute to the knowledge of organizations concerning the implementation of effective HR practice in order to build a sense of supportive and balance in both work and private life. Additionally, both mediators may contribute to the development of affective commitment. Type of Paper: Empirical. Keywords: Affective Commitment; HR Practices; Perceived Organizational Support; Work-Life Balance. Reference to this paper should be made as follows: Luturlean; B.S. Prasetio; A.P. Saragih; R. 2019. The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment, J. Mgt. Mkt. Review 4(4) 242 – 253. https://doi.org/10.35609/jmmr.2019.4.4(3) JEL Classification: M12, M13. M19.


2019 ◽  
Vol 2 (1) ◽  
Author(s):  
Nafiudin Nafiudin

Penelitian ini bertujuan untuk mengetahui faktor-faktor yang mempengaruhi turnover intention karyawan generasi Y di provinsi Banten, adapun yang menjadi variabel bebas adalah work life balance dan kepuasan kerja sedangkan variabel teriktatnya adalah turnover intention. Metode penelitian yang digunakan dalam penelitian ini adalah metode kuantitatif dengan pendekatan asosiatif deskriptif dan untuk menjawab hipotesis dalam penelitian ini, maka digunakanlah uji t dan Uji F, adapun populasi dalam penelitian ini adalah sebanyak 135 dan data penelitian diperoleh dengan penyebaran kuesioner. Dan untuk pengolahan data menggunakan program SPSS.20. Berdasarkan hasil analisis dengan menggunakan regresi linier berganda, bahwa secara simultan variable work life balance, dan job satisfaction mempengaruhi turnover intention karyawan generasi y di provinsi banten. Sedangkan secara parsial hanya variable job satisfaction yang mempengaruhi turnover intention. Oleh karena itu sebaiknya perusahaan perusahaan yang berada di wilayah provinsi banten harus memperhatikan job satisfaction karyawan generasi y.Kata Kunci: Work Life Balance; Kepuasan Kerja ; Turn Over Intention


2020 ◽  
Vol 153 (4) ◽  
pp. 449-469 ◽  
Author(s):  
Melissa Kelly ◽  
Ryan Soles ◽  
Edna Garcia ◽  
Iman Kundu

Abstract Objectives The study explored job stress, burnout, work-life balance, well-being, and job satisfaction among pathology residents and fellows. The aims were to examine the prevalence and sources of stress and burnout, as well as identify resources to promote work-life balance and well-being and prevent burnout. Methods The study used a cross-sectional survey deployed online to a large national sample of pathology residents and fellows. Results Job stress and burnout were prevalent, with more than a third of the respondents reporting that they were currently experiencing burnout. The respondents, particularly residents, were struggling with academics, and higher percentages were struggling with work-life balance and emotional well-being. Overall, the majority of respondents who rated their work-life balance indicated that it was poor or fair. Among the factors contributing to job stress and burnout and detracting from work-life balance, workload was the leading factor. Conclusions The factors contributing to job stress and burnout included organizational factors such as workload, value, and aspects of the learning environment, as well as personal factors such as work-life integration. One of the overarching implications is the need to address a range of interdependent considerations in designing resources to reduce job stress, promote work-life balance, and prevent burnout.


Author(s):  
Marjan Fayyazi ◽  
Farshad Aslani

Work-life imbalance has several negative impacts on employees’ attitudes and behaviors and consequently influences organizations’ performance and effectiveness. The purpose of this article is to investigate the impact of work-life balance (WLB) on employees’ job satisfaction and turnover intention. Moreover, we study the moderating role of continuance commitment on job satisfaction – turnover intention relationship. Regression analysis was used to analyze the data collected from 265 questionnaires completed by employees in an Iranian industrial company. The findings supported that WLB has a significant positive relationship with job satisfaction, and a significant negative relationship with turnover intention. Besides, job satisfaction fully mediates the WLB – turnover intention relationship. The main contribution of the paper is that we found continuance commitment moderates the relationship between job satisfaction and turnover intention. Therefore, employees with low levels of WLB and job satisfaction do not necessary have high turnover intention, unless they have low continuance commitment


2019 ◽  
Vol 20 (1) ◽  
pp. 446-467 ◽  
Author(s):  
R M Oosthuizen ◽  
M Coetzee ◽  
Z Munro

Talent retention is of particular concern in the information technology (IT) sector owing to globalisation, the skills shortage and rapidly advancing technology. Employee turnover has significant costs and negative consequences for organisations. The objective of this study was to explore the association between employees’ experiences of work-life balance (as measured by the Survey Work-Home Interaction- Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and their turnover intention (as measured by the Turnover Intention Scale). A random sample of 79 permanently employed salaried employees in a South African IT company participated in the study. The participants were represented by predominantly white and married people between the ages of 26 and 45 and people with more than 10 years’ tenure. Regression analysis showed that experiences of negative work-home interaction and positive work-home interaction significantly predicted job satisfaction and turnover intention. Job satisfaction also significantly predicted turnover intention. However, no interaction effect was observed between overall work-life balance and job satisfaction in predicting turnover intention. White employees had significantly stronger experiences of job satisfaction and negative home-work interface, while black employees had significantly stronger positive experiences of home-work interface and lower levels of job satisfaction. White and black employees, marital status and tenure groups differed significantly regarding their job satisfaction. Talent retention strategies should consider the relationships between work-life balance, job satisfaction and turnover intention.


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