Leader's Emotional Intelligence Reduces Employees' Turnover Intention Through Organizational Commitment By Playing A Mediator Role In An Organization.

According to (Coetzee and Pauw 2013), the retention of capable staff of nursing is crucial for leaders of nursing because of identifying the consequences of shortage in nursing staff. However, the skills and ability of leaders affect reactions to the situations (Coetzee and Pauw 2013). The deficiency of nursing staff relies on many components of the delivery of healthcare. There is a negative influence on the nursing staff's high turnover on patients, finance, and outcomes of hospitals (Mxenge, Dywill, et al., 2014; Langove and Isha, 2017). Recruiting and training of nursing have a monetary impact which is evaded by a good number of healthcare corporations. The standard cost of substituting a nurse is estimated in the USA from 42,000 USD to 64,000 USD (Galati and Moessner 2013). Zhang, Jiang et al. (2017) stated that the organization of healthcare is always changing and the global turnover of nurses is high. According to the Economic Survey of Pakistan (2012), there is an unavailability of 60,000 staff of nursing in Pakistan (Rehman, Jingdong, et al. 2019). Also, Pakistan is one of the 57 countries that have a severe deficiency of nursing staff under the standard of WHO to provide needed healthcare (McGuire 2016). Therefore, organizations of healthcare consistently struggle to retain nursing staff to deal with the issues of nursing scarcity (Ponte and Sturgeon 2014). This research study would provide a more effective understanding of the backgrounds of turnover of employees if job complexity, the volume of job information that a person holds at the selection time, and the scenario of the labor market were carefully considered. For this reason, these issues are taken as research limitations and more study need to be done to address these problems (Lu Lu, Lu, Gursoy, & Neale, 2016; Shaozhuang Ma, Silva, Callan, & Trigo, 2016; Mamoona Rasheed, Iqbal, & Mustafa, 2018) Various earlier researches on productive workplace atmosphere which has focused on several positive results such as performance, employees' well-being, and behavior of organizational citizenship (Lonsdale, 2016; Zhang, Gong, et al., 2017; Evans and Dobrosielska 2019). Keywords: Emotional intelligence, Organizational Commitments, Turnover Intention, Pakistani Healthcare Sector

Relationship between Job Stress and Job Performance among Nurses Facing Covid-19 Virus in Zahedan Teaching Hospitals In 2021

Introduction: Coronavirus is an infection disease with respiratory symptoms and it is a virus that can be transmitted between humans as a mutated virus. Coronavirus-19 disease can lead to stress and anxiety among hospital staff. At present, one of the most important factors affected the occupational performance of the treatment staff and their ability to perform the overshadowed tasks effectively is Covid-19 disease. Therefore, this study was conducted to investigate the relationship between job stress and job performance of nurses in the covid-19 epidemic from the perspective of nurses in Zahedan teaching hospitals in 2021. Materials and Methods: This descriptive-analytical study was performed by available sampling method. Data were obtained using forms collected during three months in the inpatient ward of covid-19 in Zahedan teaching hospitals. The research samples were 235 nurses working in different wards of the hospital participated in this study and answered the three-part questionnaire containing demographic and job information, stress resulted by covid-19 and job performance. The collected data were statistically analyzed using SPSS software, version 20. There were used the descriptive and analytical statistics including frequency, mean, standard deviation and t test. Results: Most of the participants in this study were women (68%) under the age of 30 (59.4%). There is a significant relationship between the effect of Covid-19 on job stress and job performance. Thus, the effect of Covid-19 on job stress is direct, i.e. with the greater effect of Covid-19, the amount of stress increases by 39% ) p = 0.00, r = 0.39(. The effect of Covid-19 on the job performance was inversely so that with increasing the effect of Covid-19, job performance decreased by -20% (-r= 0.20, p=0.01). The findings showed there is a significant relationship between stress resulted by Covid-19 and the job performance. Discussion: The level of stress in nurses working in Covid-19-related wards in Zahedan teaching hospitals is moderate. It seems that paying attention to nurses' education to deal with critical situations similar to Covid-19 and increasing personal protective equipment can be effective in preventing nurses from developing stress and anxiety, and then their job performance will be improved. Keywords: Nurses, Covid-19, Job stress, Job performance

A Context Aware Job Information Real-Time Delivery Framework for Pervasive Environment

Context-aware systems are getting rapid popularity towards enabling a pervasive computing environment over hand-held mobile devices, wearable devices, and Tablets. These systems deliver services tailored to the specific needs and user’s context. The context-aware system services can utilize information about the user’s context to adapt services based on the user’s location. The prime aim of this research paper is to investigate and analyse the critical issues and challenges while delivering the job information to the job seekers when they migrate from one place to another in search of jobs. In addition, the research also tries to investigate the challenges faced by employers/ job providers when they search and recruit the right person for the right jobs. In this paper the issues and challenges investigated and analysed were timeliness of information dissemination, opportunity missing, fake/genuine information, anywhere, anytime accessibility over small handheld devices. After rigorous analysis of the investigated issues and challenges in the existing state of art employment/job information dissemination systems, a real-time context-aware employment information delivery system framework for the pervasive environment is proposed. The research parameters considered are Preference of Job seekers, Location of Jobs, Context, Qualification, CGPA, Experience, everywhere access at any time, and Identity. The paper used both the quantitative and qualitative approaches for proposing a research-based applied solution. Survey of job seekers, Interview of recruiters, and technical observation of the researcher are used for collecting the relevant facts to check the researchability of the issues and challenges. Protégé version 4.3 is used for modelling, Edraw-Max for designing the framework, Google Form for Survey, and Justin mind tool for Prototype design and testing. The framework and its Prototype was examined using a user acceptance test. The acceptance test indicated that 84.6% of target stakeholders accepted the proposed system framework as a new knowledge solution for the aforementioned issues and challenges in the employment sectors

Resilience-Enhancing Solution to Mitigate Risk for Sustainable Supply Chain—An Empirical Study of Elevator Manufacturing

As the complexity of supply chains increases, the enhancement of resilience for mitigating sustainable disruption risks in supply chains is an important issue. Quality function deployment (QFD) has been successfully applied in many domains to solve multicriteria decision-making (MCDM) problems. However, research on developing two houses of quality to connect sustainable supply chain disruption risks, resilience capacities, and resilience-enhancing features in elevator manufacturing supply chains by using the MCDM approach is lacking. This study aims to develop a framework for exploring useful decision-making by integrating the MCDM approach and QFD. By applying the framework, supply chain resilience can be improved by identifying the major sustainable risks and the key resilience to mitigate these risks. Important managerial insights and practical implications are obtained from the framework implementation in a case study of the elevator manufacturing industry. To strengthen resilience and thus mitigate key risks, the most urgent tasks are to connect the working site and the backstage to enhance product development and design and to share real-time job information. When these features are strengthened, agility, capacity, and visibility can be improved. Finally, unexpected events lead to changes in supplier delivery dates, and factors such as typhoon and lack of critical capacities/skilled employees with the greatest impact can be alleviated. This framework will provide an effective and pragmatic approach for constructing sustainable supply chain risk resilience in the elevator manufacturing industry.

Factors Influencing Career Preparation Behavior of Mature Age Student Nurses

Purpose: This study was done to determine the correlations among grit, social support, career barriers, and career preparation behavior in mature age nursing students, and identify factors influencing their career preparation behavior.Methods: This cross-sectional, descriptive study included 106 undergraduate nursing students aged 25 years or older at the time of entering three universities in Korea. Grit, social support, career barriers, and career preparation behavior were investigated using structured questionnaires. Data analyses included descriptive statistics, independent t-test, one-way ANOVA, Pearson’s correlation analysis, and stepwise multiple regression analysis and were performed with the SAS program (version 9.4).Results: The factors influencing career preparation behavior of mature age nursing students included: persistence of efforts (β=.35, p<.001) and consistency of interests (β=-.21, p=.011) under the sub-domains of grit; informational support (β=.29, p<.001) under the sub-domains of social support; lack of job information (β=-.36, p<.001) and anxiety about the future(β=.28, p=.008) under the sub-domains of career barriers. These variables accounted for approximately 42% of the variance in career preparation behavior.Conclusion: The findings imply that in order to improve the career preparation behavior and lower the career barriers of mature age nursing students, their individual cognitive and psychological characteristics should be considered while providing diverse job information as part of career guidance.