Workplace Well-Being and Intent to Stay by Health Care Workers Reassigned during the First COVID-19 Wave: Results of a Swiss Survey

Our study aimed at investigating the way not having the choice to be reassigned was associated to a poorer experience of reassignment among health care workers (HCWs) during the first wave of the coronavirus disease 2019 (COVID-19), and indirectly to a lower workplace well-being and reduced intent to stay at the hospital. We also investigated the moderating role of the perceived hospital management responsiveness on these associations. A cross sectional survey was sent to all professionals from 11 hospitals and clinics in the French-speaking part of Switzerland, in July 2020. Out of 2811 professionals who completed the survey, 436 were HCWs reassigned to COVID-19 units during the first wave of the pandemic and constituted our analysis sample. Results indicated that hospital management responsiveness moderated the association between lack of choice and reassignment experience, indicating that the more HCWs perceived responsiveness, the less the lack of choice affected their experience of reassignment and thus their intent to stay and workplace well-being. Lack of choice during reassignments can reduce intent to stay and workplace well-being, in particular if hospital management is not perceived to be responsive during the crisis. Attempts by hospital management to find solutions, such as flexibility in working hours or extraordinary leaves, can alleviate the perceived constraints of reassignment and be considered signs of responsiveness from hospital management.

The influence of simulation in predicting intent to stay, among critical care nurses

Aim: This paper will present a study, which tested a theoretical Critical Care Nurse Retention model and mechanisms that may influence intent to stay in the organization, unit and nursing profession. Background: The current international nursing shortage is worsening and is particularly acute in critical care settings. There is a rapidly aging nursing workforce and at the same time a significant shortfall in the number of new graduates to replace the large numbers of retiring nurses. Intensive care units have been shown to have the highest turnover rates and there is limited scientific evidence on how to retain critical care nurses. One of the most commonly listed incentives for nurses is organizational support in the form of access to educational opportunities and career development. Design: A quasi-experimental longitudinal design was used in a random sample of 363 critical care nurses from multiple hospital sites in Ontario. Method: The 374-hour intervention included an online component, high-fidelity simulation, and a preceptored clinical component. Data Analysis: ANCOVA and hierarchical regression were used to analyze the hypothesized model. Results: Findings showed the professional development intervention had a direct effect on intent to stay in the unit and intent to stay in the profession. Final analysis revealed that the model explained 23% of the variance in intent to stay in the profession. Conclusion: This research provides new evidence supporting the relevance and importance of investing in professional development opportunities and its subsequent impact on intent to stay.

PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION CABIN CREW MASKAPAI X DENGAN ORGANIZATIONAL COMMITMENT DAN INTENT TO STAY SEBAGAI VARIABEL MEDIASI [EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION OF AIRLINE CREW ON X AIRLINE WITH ORGANIZATIONAL COMMITMENT AND INTENT TO STAY AS THE MEDIATING VARIABLE]

<p>This study was conducted to determine the effect of job satisfaction on the turnover intention of airline crew on X airline with organizational commitment and intent to stay as the mediating variable. This study uses a quantitative method, using convenience sampling technique to determine the sample of airline X airline cabin crew throughout Indonesia who are still actively contracted and working for airline X, this airline is under the auspices of PT Lion Mentari Airlines. There were 85 cabin crew whose data were successfully collected through a questionnaire distributed on google form. The data that has been collected is processed with PLS SEM using program SmartPLS software. The results showed that job satisfaction has an influence on organizational commitment, organizational commitment has an influence on intent to stay, job satisfaction has an influence on turnover intention, and job satisfaction has an influence on turnover intention of airline crew cabin X with organizational commitment and intent to stay as the mediating variable. The managerial implication of this research suggests that airline X can make efforts to improve cabin crew job satisfaction in order to increase organizational commitment and intent to stay and reduce the turnover intention of cabin crew.</p><p><strong>BAHASA INDONESIA ABSTRACT:</strong></p><p>Penelitian ini dilakukan untuk mengetahui pengaruh kepuasan kerja terhadap <em>turnover intention cabin crew </em>maskapai X dengan <em>organizational commitment </em>dan <em>intent to stay </em>sebagai variabel mediasi. Penelitian ini menggunakan metode kuantitatif, dengan menggunakan teknik <em>convenience sampling </em>untuk penentuan sampel kepada para <em>cabin crew </em>maskapai penerbangan X di seluruh Indonesia yang masih aktif dikontrak dan bekerja di maskapai penerbangan X. Maskapai ini berada di bawah naungan PT Lion Mentari Airlines. Terdapat 85 <em>cabin crew </em>yang berhasil dikumpulkan datanya melalui kuesioner yang disebar dengan <em>google form</em>. Data yang telah dikumpulkan diolah dengan alat statistik<em> </em>PLS-SEM dengan program SmartPLS. Hasil penelitian menunjukkan bahwa kepuasan kerja memiliki pengaruh terhadap <em>organizational commitment, organizational commitment</em> memiliki pengaruh terhadap <em>intent to stay</em>, kepuasan kerja memiliki pengaruh terhadap <em>turnover intention</em>, dan kepuasan kerja memiliki pengaruh terhadap <em>turnover intention cabin crew</em> maskapai penerbangan X dengan <em>organizational commitment</em> dan <em>intent to stay</em> sebagai variabel mediasi. Implikasi manajerial dari penelitian ini disarankan maskapai X dapat melakukan upaya untuk meningkatkan kepuasan kerja <em>cabin crew </em>supaya dapat meningkatkan <em>organizational commitment </em>dan <em>intent to stay </em>serta mengurangi tingkat <em>turnover intention </em>dari <em>cabin crew</em>.</p>

Antecedents of Nursing Faculty Organizational Commitment: Exploring Job Satisfaction

Nursing faculty retention is critical, as faculty retention directly impacts educational programs that produce future nurses poised to meet employment demand. The topics of job satisfaction and commitment are of continued interest as researchers examine factors that affect nursing faculty's intent to stay. Thus, this research focused on job satisfaction that potentially impacts the level of affective organizational commitment among nursing faculty. Regression results revealed that the supervisor, promotion, nature of work, and satisfaction with coworkers were positively related to affective organizational commitment, while nursing pay, benefits, and operating conditions revealed no statistically significant results.

Intent to Stay in Nursing Profession and Associated Factors Among Nurses Working in Public Hospitals of Harari Regional State and Dire Dawa Administration, Eastern Ethiopia

Background: Intent to stay in nursing profession becomes a critical issue across a globe and lack of nurses represent problems of health care system in terms of cost, ability to care for patients and quality of care. Many nurses are departing from their profession. There is scarce data about the level and factors associated with intent to stay.Objective: To determine the level of intent to stay in nursing profession and associated factors among nurses working at public hospitals of Harari regional state and Dire Dawa Administration, Eastern Ethiopia. Methods: Institutional based cross-sectional study was conducted among 413 nurses working in public hospitals, Harar and Dire Dawa Administration from March 1 to 30/2020. Participants were selected by simple random sampling methods. Interviewer guided pre-tested and structured self-administered questionnaire were used to collect data. Data were entered using EpiData Version 4.6 and exported to SPSS Version 20 for analysis. Descriptive statistics were carried out. Bivariable and multivariable analysis were used. The association between dependent and independent variables was determined using adjusted odds ratio with 95% confidence interval. Finally, the variables that have p-value of <0.05 were considered as statistically significant. Goodness of fit was tested by Hosmer Lemeshow statistic which was 0.254 and omnibus test, which was 0.00.Results: The results showed that level of Nurses’ intent to stay in the profession was 49.3% (95%CI: 46-55.9). Having dependent family members (AOR=1.908, 95%CI:1.142-3.188), overall job satisfaction (AOR=6.54, 95%CI, 2.774-15.41) and overall organizational commitment (AOR=0.301, 95%CI, 0.127-0.713) and normative commitment (AOR=3.617,95%CI, 1.879-6.963) were significantly associated with intent to stay.Conclusion: This study showed that the level of intent to stay was low among nurses. Having dependent family members, job satisfaction, organizational commitment and having a high normative commitment showed association with intent to stay. This kind of instability in nursing staffs might compromise the nursing service quality. Therefore, enhancing nurses’ job satisfaction, autonomy, professional opportunity, and organizational commitment are key for improving nurse’s intent to stay.

Why Do They Stay? Factors Associated With Special Education Teachers’ Persistence

Special education teacher (SET) persistence and attrition have been investigated for several decades. However, there are several predictors for SETs’ intent to stay or leave that are yet to be investigated. Using Bandura’s social cognitive theory, we developed the Special Education Teacher Persistence in Teaching Survey (SETPTS) and examined multiple factors for SETs’ persistence in their careers despite a range of challenges they face. Ninety-six SETs at various stages in their careers completed the survey to understand the complex dynamics of persistence. Pearson product-moment correlation coefficient and hierarchical logistic regression analysis revealed factors correlated with teacher persistence, and barriers that may cause attrition. In the findings, we address ways to improve SET retention, as well as possible future directions for research, education policy, and practice for teacher preparation and retention.