Development and Initial Validation of a Measure of Intention to Stay in Academia for Physician Assistant Faculty

Graham, Karen; Beltyukova, Svetlana A.

doi:10.1097/jpa.0000000000000012

Cited by 15 publications

(12 citation statements)

References 27 publications

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“…3B), where for every unit change in ITS, there was a corresponding 0.96 of a standard deviation of change in job satisfaction, but only 0.34 standard deviation change in ITL. In reality, however, job satisfaction is more likely to be the predictor and ITL and ITS are more likely to be the outcome 6,11) . Indeed, job satisfaction was a positive predictor of ITS and a negative predictor of ITL.…”

Section: Discussionmentioning

confidence: 99%

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Intention to Stay and Intention to Leave: Are They Two Sides of the Same Coin? A Cross‐sectional Structural Equation Modelling Study among Health and Social Care Workers

Nancarrow

Bradbury

Pit

et al. 2014

Journal of Occupational Health

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The health care sector has a rapidly increasing ageing workforce, rising health care demands, and nursing staff and other health professionals are increasingly working part-time and leaving the profession early 1) . Additionally, health and social care workforce shortages have a negative effect on the quality of care provided and are associated with high costs 2) . Hence, maintaining the current workforce is crucial for the health care sector.Staff turnover is an important metric in human resources management and maintenance of the current workforce. "Intention to leave" (ITL) is a widely used and well-developed proxy for staff turnover 3) and future behavior of actually leaving a profession 4) or an organization 5) . Multiple factors have impacts on ITL, including sociodemographic factors (e.g., age, occupation and family responsibilities 6) work-related factors (e.g., team climate 5) ), and macroeconomic factors such as local job supply 7) . Job satisfaction is a well-documented predictor of exit intentions across professionals; lower levels of job satisfaction predict intention to leave amongst doctors 8) , municipal workers 9) and nurses 6) . A meta-analysis 3) found that ITL is more predictive of employee turnover than overall job satisfaction, satisfaction with the work itself or organizational commitment. More recent research has also demonstrated this effect. Hann and colleagues 4) found that job satisfaction predicted ITL and that ITL predicted The implicit assumption appears to be that both constructs represent different sides of the same coin. This study challenges this assumption. The objectives were (i) to test whether these constructs were similar measures of the same construct, and (ii) to assess the strength of the relationships between ITL and ITS with work-related outcomes. Methods: The Workforce Dynamics Questionnaire (WDQ) was administered to 298 staff. The WDQ included two items on ITL and was supplemented with three items on ITS. Structural equation modelling (SEM) was used. Results: The response rate was 43%. The correlation between the two constructs was negative and quite high (r=−0.84), indicating potential issues with discriminant validity. However, the constructs behaved differently in relation to job satisfaction and job integration. ITS was a strong predictor (0.95, p<0.001), whereas ITL was not significantly related (0.34, p=0.195) to JS. The direct effects of JI on ITS was 0.30 and on ITL was −0.42. The indirect effects of JI were more contrasting, being 0.56 for ITS and −0.30 for ITL, via job satisfaction. Conclusions: This is the first study amongst British health and social care workers that has demonstrated that ITS and ITL are not measuring the same construct. While there is overlap, care should be taken when using these constructs interchangeably, particularly when measuring

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Section: Discussionmentioning

confidence: 99%

“…There is evidence that ITL mediates most of the effect of job satisfaction on actual leaving 4,10) . "Intention to stay" (ITS) has also been measured amongst many occupational groups such as physician assistants 11) and personal support workers 12) . ITS has been found to be broadly associated with similar factors as ITL.…”

mentioning

confidence: 99%

Intention to Stay and Intention to Leave: Are They Two Sides of the Same Coin? A Cross‐sectional Structural Equation Modelling Study among Health and Social Care Workers

Nancarrow

Bradbury

Pit

et al. 2014

Journal of Occupational Health

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“…To measure the intention to stay of childcare teachers, the study's questionnaire was developed based on the research of Mohanachandran & Govindarajo [37], Iverson [38], Torquati, Raikes, & Huddleston-Casas [39], and Graham [40]. The questions consisted of questions.…”

Section: The Intention To Staymentioning

confidence: 99%

A Study on Job Satisfaction and Professionalism Perception as Predictors of Childcare Teachers' Intention to Stay

Lee¹

2020

ujer

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The intention to stay of childcare teachers is an important factor to be considered in providing quality childcare services. Against this backdrop, the purpose of this study is to investigate the effect of childcare teacher job satisfaction and professionalism perception on a teacher's intention to stay. By examining these variables, this study can help enrich existing studies on teacher education program development. The subject of the study was 280 childcare teachers working in care centers located in Seoul and Gyeonggi-do. A survey was conducted from November 3 to November 25, 2019. 245 collected data were analyzed using SPSS 23.0 by performing reliability coefficient calculation, technical statistics, Pearson correlation analysis, and hierarchical regression analysis. The results of this study are twofold. First, job satisfaction is positively correlated with professionalism perception and the intention to stay, as professionalism perception is likewise positively correlated with the intention to stay. Second, job satisfaction and professionalism perception have a positive effect on the teachers' intention to stay. Based on these results, this study concludes that the school administration and other stakeholders who are concerned with teacher education development must consider job satisfaction and professionalism in order to increase the intention of childcare teachers to stay.

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“…Intention to stay has been measured amongst many occupational groups such as physician assistants (Graham 2012), IT personnel (Eom 2015), service sector employees in Turkey (Zeytinoglu et al, 2012), engineers in Malaysia (Anvari et al 2014), and personal support workers (Zeytinoglu et al, 2012).…”

Section: Intention To Staymentioning

confidence: 99%

Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay

Mehmood

Nadarajah

Akhtar³

2018

IJEBE

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Development and Initial Validation of a Measure of Intention to Stay in Academia for Physician Assistant Faculty

Cited by 15 publications

References 27 publications

Intention to Stay and Intention to Leave: Are They Two Sides of the Same Coin? A Cross‐sectional Structural Equation Modelling Study among Health and Social Care Workers

Intention to Stay and Intention to Leave: Are They Two Sides of the Same Coin? A Cross‐sectional Structural Equation Modelling Study among Health and Social Care Workers

A Study on Job Satisfaction and Professionalism Perception as Predictors of Childcare Teachers' Intention to Stay

Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay

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