This study investigated the extent to which job stress, emotional labor, and emotional intelligence predict turnover intention among bank and health workers. Sample comprised 270 employees (bank = 149; health = 121), whose ages averaged 33.04 (SD = 7.86). Results of the hierarchical multiple regression revealed that job stress did not predict turnover intention. However, emotional labor increased employees' turnover intention. Emotional intelligence led to a reduction in employees' level of turnover intention. Bank workers reported higher level of turnover intention than health workers. In order to reduce turnover intention among employees in service occupations, emotional demands placed on them should be reduced while their level of emotional intelligence should be enhanced.

This study investigated the influence of production team size (small vs. large) and employees’ perceptions of their production work teams (negative, neutral, and positive) on their level of workplace commitment.Twenty-three production work teams composed of 205 employees (105 males, 100 females), drawn from two team-based private manufacturing organizations, participated in the study. They responded to the workgroup functioning scale and Buchanan’s organizational commitment scale. Team size had no significant correlation with how employees perceived their production work team and their levels of workplace commitment. The results of the 2 × 3 analysis of variance indicated that production team size had no significant influence on workplace commitment. However, employees who had positive perceptions of their production work teams were significantly more committed to the workplace than were those who held either neutral or negative perceptions.

No abstract

Previous studies have linked quality of work-life with functional job behaviours which may enhance the quality of services rendered by police personnel. However, there is a need to investigate how gender may moderate the connection between job demand and quality of work-life, especially among female police personnel who are often faced with challenges of balancing family and work responsibilities. Against this background, this study tested the level at which gender moderates the relationship between job demand and police personnel’s quality of work-life. Participants were 944 police personnel (429 females; 515 males) whose ages ranged from 24 to 60 years (M = 38.66 years, SD = 8.43). The study hypotheses were tested with 3-step hierarchical multiple regression. The results showed that job demand led to a significant decrease in quality of work-life of police personnel. Gender significantly moderated the relationship between job demand and quality of work-life, in such a way that female police personnel had better quality of work-life than their male counterparts. The findings of this study indicated that gender is an important factor in police personnel’s quality of work-life. In order to improve the quality of work-life of police personnel in Nigeria, police personnel should be exposed to adequate job rewards, which may balance out the adverse effects of job demand. Also, Ministry of Police Affairs in Nigeria should provide support to police personnel especially the males in order to improve their quality of work-life.