Cause of Attrition in an Information Technology Enabled Services Company

The purpose of this study is to identify the human resource and the contextual factors that catalyze employee attrition in an ITES organization. A triangulation approach used to understand the reasons for employee attrition including: conducting structured interviews with the employees upon the intimation of their intention to leave the organization as well as a follow up semi-structured interview six months post their official resignation. The study was analyzed using the word cloud qualitative data analysis technique, radar chart, correlation, paired sample t-test, chi-square, and ANOVA. This exploration affirms that human resource factors impact attrition while contextual factor generation influences the human resource factors. The study also indicates that employees feel comfortable to reveal their actual reason for leaving the organization only after a certain period post resignation. Managers should prioritize maintaining relationships with employees; ensure to provide employees with enriching job content and learning opportunities for career growth.

THE ROLE OF JOB CONTENTS ON ACADEMIC STAFF TURNOVER INTENTIONS AMONG UNIVERSITIES IN KENYA: A DEVELOPING COUNTRIES CONTEXT

Purpose: The purpose of this study was to assess the role of job contents on academic staff turnover intentions in Kenyan Universities Materials and Methods: The study was guided by a positivism research philosophy and a descriptive cross-sectional survey design was used. The study population was 17210 academic staff in chartered universities in Kenya from whom a sample of 364 academic staff was drawn. A multistage sampling technique was used. Data was collected using a structured questionnaire. Data were analysed using both descriptive and inferential statistics. The study findings were presented using tables, charts, and graphs. Results: The study found that the relationship between job contents and academic staff turnover intentions was negative and statistically significant The study concluded that the academic staff agreed that they were happy with work tasks, job contents, duties, responsibilities, achievement, success, recognition, job independence, autonomy, and status in the university and society. Employee satisfaction with job content leads to low turnover intentions. A unique contribution to theory, practice, and policy: The study findings validate Herzberg’s Two-Factor theory. Results indicate that the theory is applicable in the study of staff turnover intentions. In addition, the findings may in the future serve as a platform for additional studies in the same subject for other academics, students and researchers. Human Resource managers would benefit from the recommendations set out in this study to retain employees by understanding the role of job content in employee turnover.

An Analysis of the Effects of Psychosocial Work Environment on the Retention Intentions of Primary Care Coordinators Nursing Patients with Chronic Illness

This study aimed to investigate the effects of psychosocial work environment on the retention intentions of care coordinators taking care of patients with chronic illness. A descriptive survey study was conducted with a convenience sample of care coordinators who organized patients and treatment teams that offered professional and persistent treatment. A total of 132 participants were recruited from 19 October to 19 November 2020. The data were analyzed through descriptive statistics, t-tests, ANOVA, Scheffé post hoc, and hierarchical multiple regression using SPSS 26.0. The results showed that work organization and job content (β = 0.254, p = 0.014) and value at the workplace (β = 0.245, p = 0.034) had significant effects on the retention intentions of participants. The final model of the study explained 40.1% of participants’ retention intentions (F = 11.830, p < 0.001). The development of educational programs and implementation of policies for improving the psychosocial work environment were found to be essential for increasing the retention intentions of professional care coordinators.

Effect of Anxiety About COVID-19 Infection in the Workplace on the Association Between Job Demands and Psychological Distress

Purpose: There is limited information about the association between workplace psychosocial factors and general worker mental health status during the COVID-19 pandemic. In the present study, we examined how anxiety about being infected by COVID-19 in the workplace affected the association between job demands and psychological distress (PD).Method: A cross-sectional online survey was conducted in December 2020. The final analyzed sample was 27,036. The dependent variable of PD was assessed using the Kessler Psychological Distress Scale (K6). Job demands were assessed using the Job Content Questionnaire. Feelings of anxiety were assessed by participants' responses to the following question: “Do you feel anxiety about being infected by COVID-19 in the workplace?” We used a two-level regression adjusting for prefectural level: each individual-level variable at level 1 was nested into each prefecture at level 2, stratified by presence of anxiety.Results: A total of 50.5% of participants felt anxious about being infected by COVID-19 in the workplace. The interaction between anxiety and job demands was significant. Job demands were positively associated with PD. In the stratified analysis, the associations were stronger among employees who experienced anxiety about COVID-19 infection in the workplace than among those who did not.Conclusion: The association between job demands and PD may be strengthened by anxiety about COVID-19 infection in the workplace.

Constraints Perceived by Veterinarians of Tamil Nadu State of India in Providing Veterinary Services

Objective: To determine the constraints faced by veterinarians in rendering services to the livestock farmers. Study Design: Ex-post facto study design Methodology: Data were collected from the Veterinarians in State Department of Animal Husbandry (SDAH) of Tamil Nadu, India during the year 2019 through pre-tested semi-structured questionnaire and Garret ranking was used for analyzing the data. A total of 36 constraints were identified through focused group discussion and included in the questionnaire under different heads viz., Organizational, Job content Psychological, Institutional and Information delivery and administrative related constraints. Results: The results revealed that inadequacy of front line officers, arbitrary fixation of targets, less avenue for promotions, inadequate supporting staff and inadequate research extension linkages were identified as the major constraints that hinders the service delivery. Conclusion: this study suggested that the effectiveness of service could be further accentuated if the policy makers address the above constraints by strengthening research extension linkage, filling up of vacancies, down top approach in planning pro-poor livestock development policies with due recognition to the veterinarians.

Comparison of first-year student conceptions of their future roles as engineers between Belgium, Ireland, and The Netherlands

Recent research by KU Leuven showed that 33% of the engineering graduates in Flanders changed jobs in the first year, with 60% of those citing job content as a reason. Also, industry often reports that recent graduate hires lack the right skills for the job. It appears that students seem to enter the labour market less prepared both in perception and skill level. This study investigates the perceptions of first-year students on their future role and the competencies they need by developing an engineering role model on the business model of Tracey and Wiersema. The premise of the PREFER-model is that most vacancies for junior engineers fall into one of three roles: Product Leadership (i.e., focus on radical innovation), Operational Excellence (i.e., focus on process optimization), and Customer Intimacy (i.e., focus on client-tailored solutions). A survey was administered to first-year students from the three largest engineering degrees in Belgium, Ireland, and the Netherlands. A total of 197 students in Belgium (KU Leuven – Engineering Technology), 89 students in Ireland (TU Dublin – Engineering), and 372 students in the Netherlands (TU Delft – Aerospace Engineering) participated. In this survey, students were also asked to express their preference for three fictional job vacancies reflecting the three different roles. The results showed that first-year students do not have a clear view of the future and have an idealized perception of the engineering profession centred around the Product Leadership role. Students were also found to overestimate their level of preparedness when it comes to their mastery of competencies. It is suggested that having a discerning professional roles model as well as instruments that allow students to assess their role alignment and associated role competencies will help mitigate these issues.

Burnout profiles among French workers in health units for inmates: results of the EHCAU study

Background Health care personnel who work in penitentiary environments are at risk of burnout due to a variety of factors. Latest research have brought forward a classification system consisting of five burnout profiles on a continuum between engagement and burnout. The objective of this study was to measure the prevalence of these profiles among professionals working in French health units providing health services for inmates according to the three levels of care and to investigate their characteristics to propose appropriate management and prevention approaches. Methods This study involved a cross-sectional analysis of data from the Evaluation of Health CAre in Units for inmates (EHCAU) study, a multicentric cohort study of professionals practising in health units for inmates in eastern France. Burnout was assessed by the Maslach Burnout Inventory (MBI) at the levels of emotional exhaustion, depersonalization and personal accomplishment. Job conditions and characteristics were measured using the Karasek Job Content Questionnaire and the Effort-Reward Imbalance Questionnaire. Data on sociodemographic characteristics and self-reported health status were also collected. Differences between MBI profiles were identified using Fisher’s exact test and the Wilcoxon test. Results Of the 350 professionals surveyed, 150 responded (42.9%). The most frequent profiles were ineffective (36.9%) and engagement (34.8%). The burnout (7.8%), overextended (15.6%) and disengaged (5.0%) profiles made up the remaining quarter. Significant differences in the burnout profiles were observed in regard to professional occupation (p = 0.01), irregular eating hours (p = 0.04), history of complaint procedures (p = 0.05), anxiety (p < 0.0001), depression (p < 0.0001) and the mental component of self-reported quality of life (p < 0.0001). Conclusions These results confirm that special attention should be given to professionals working in these challenging settings. The results have important implications for theory and research and for more customized approach interventions. Trial registration ID RCB: 2018-A03029–46.

Stress, psychosocial factors and the New Zealand forest industry workforce: Seeing past the risk of harm to the potential for individual and organisational wellbeing

Background: There is clear evidence that stress is having an impact on the health and wellbeing of the forest industry workforce in Aotearoa New Zealand. While this has legal ramifications under the national health and safety legislation, international research also shows that harm to mental health invariably leads to reductions in work force productivity and business profitability. The reverse is also true: improved mental wellbeing can lead to greater worker engagement and commitment, which in turn increases productivity and profitability. Although these relationships are well substantiated, managers and leaders in the forest industry may not be aware of either the existence of a workplace stress problem or of its impact. Methods: A critical review is undertaken of stress and psychosocial hazards research within the international forest industry or similar industries (e.g. construction), with particular attention given to the explanation of psychosocial hazards. Results: International research on the forest industry largely confirms what we know about harmful aspects of job content and workplace conditions. However, it is argued that the focus within this research on job content and immediate workplace conditions obscures the impact of the wider social context. This limits the potential of management to move beyond seeing psychosocial factors simply as risks to be minimised at the workplace level. Bringing an ecological perspective to the analysis of forestry workplaces makes it easier to identify the elements of forest management practice that may contribute to stress within the workforce. It also becomes easier to identify the interactions between family, community and workplaces that may either exacerbate or reduce workforce stress. Conclusions: This paper highlights particular opportunities for reducing stress and enhancing wellbeing within the New Zealand forest industry workforce. It suggests that the psychosocial conditions that contribute to mental ill-health can be reconfigured to promote mental health, with wellbeing benefits that extend beyond the workplace. Psychosocial demands on a person can be motivating as long as the person has the resources to meet the challenge. Successful stewardship of the psychosocial environment at the forest management level is thus an opportunity to increase value to both investors and other stakeholders.