Effects of organizational commitment, job satisfaction and workplace violence on turnover intention of emergency nurses: A cross‐sectional study

Li, Na; Zhang, Lichuan; Xiao, Guangqing; Chen, Zhuo Job; Lü, Qian

doi:10.1111/ijn.12854

Cited by 41 publications

(53 citation statements)

References 36 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The results of first hypothesis testing revealed that there is a positive and significant impact of job satisfaction on organizational commitment (β=0.457, t= 13.484, p=0.000). The findings of the present study are consistent with the past studies (Li et al, 2020).…”

Section: Research Findingssupporting

confidence: 94%

Exploring the Relationship Between Satisfaction and Intention to Stay Among Millennial Employees

Pratibha¹,

Arora

2022

International Journal of Human Capital and Information Technology Professionals

View full text Add to dashboard Cite

Purpose: The main purpose of the study is to investigate the relationship between job satisfaction, organizational commitment and intention to stay among the millennials working in IT organizations of North India. Research methodology: The present study has adopted descriptive research design and purposive sampling technique was used to gather data from 396 respondents with the help of a structured questionnaire. The data was analyzed using SPSS and PLS-SEM. Findings: Findings revealed that job satisfaction has a significant impact on organizational commitment (β=0.457, p<0.05) and intention to stay (β=0.596, p<0.05). It was also revealed that managerial support moderates the relationship between job satisfaction and intention to stay. Originality: This study is one of the few empirical studies that have investigated the perception of millennials about their intention to stay in IT sector. The study will be beneficial for the HR experts in improving the employees’ intention to stay by focusing on giving support to their employees.

show abstract

Section: Research Findingssupporting

confidence: 94%

Exploring the Relationship Between Satisfaction and Intention to Stay Among Millennial Employees

Pratibha¹,

Arora

2022

International Journal of Human Capital and Information Technology Professionals

View full text Add to dashboard Cite

show abstract

“…The 9-item Patient Health Questionnaire (PHQ-9): there are 9 items to evaluate and monitor the severity of depression, and the frequency of each symptom from 0 (no at all) to 3 (almost every day) in the past 2 weeks is scored on a 4-point scale. The total scores are as follows: lowest/no depression (0-4), mild depression (5-9), moderate depression (10)(11)(12)(13)(14), moderate-severe depression (15- 19) or severe depression (20)(21)(22)(23)(24)(25)(26)(27)(28). According to the total score, we classify depression into dichotomous variables by <10 (no or mild depression) of the PHQ-9 total score.…”

Section: Methodsmentioning

confidence: 99%

“…According to the frequency of each symptom in the past 2 weeks from 0 (no symptom at all) to 3 (almost every day), score each item on a 4-point scale. Elevated scores are classified as mild anxiety (5-9), moderate anxiety (10)(11)(12)(13)(14), and severe anxiety (15-21, 30). When the score is <10, we decide that there is no anxiety.…”

Section: Methodsmentioning

confidence: 99%

“…In 2019, the Occupational Safety and Health Administration (OSHA) reported that the prevalence of WPV in the healthcare environment was twice that of the private sector ( 6 ). WPV in hospitals is associated with several negative consequences, including worsened physical and mental health ( 7 – 9 ), decreased job satisfaction and quality of life ( 10 – 12 ), and increased burnout and turnover intention ( 12 , 13 ), which in turn threaten the quality of health care and the patients' safety ( 14 – 16 ).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

The impact of the COVID-19 pandemic on the prevalence and risk factors of workplace violence among healthcare workers in China

et al. 2022

Front. Public Health

View full text Add to dashboard Cite

BackgroundThe pandemic of COVID-19 has significantly increased the burden on healthcare workers and potentially affect their risk of workplace violence (WPV). This study aimed to explore the prevalence and risk factors of WPV among healthcare workers during the peaking and the remission of the COVID-19 pandemic in China.MethodsUsing the snowball method, a repeated online questionnaire survey was conducted among Chinese healthcare workers from March 27th to April 26th in 2020 and 2021, respectively. Data included healthcare workers' socio-demographic and occupational characteristics, psychological status, and workplace violence.ResultsA total of 3006 samples in 2020 and 3465 samples in 2021 were analyzed. In 2020, the prevalence of WPV and witnessing colleagues suffering from WPV among healthcare workers were 64.2% and 79.7% respectively. Compared with 2020, the prevalence decreased by 11.0% and 14.4% in 2021, respectively. Logistic regression showed that WPV in 2020 was influenced by males, long working experience, working in the psychiatric department, direct contact with COVID-19 patients, self-discovery of medical errors, moral injury, depression, and anxiety (minimum OR = 1.22, maximum OR = 2.82). While risk factors of WPV in 2021 included males, working in psychiatric departments, self-discovery of medical errors, moral injury, depression, and anxiety (minimum OR = 1.33, maximum OR = 3.32); and protective factors were holding a master's degree (OR = 0.78) and working in other departments (OR = 0.54).ConclusionThis study retains the common effects of WPV among healthcare workers, though after the baptism of the COVID-19 pandemic, the prevalence of WPV among healthcare workers decreased; however, part of the influencing factors changed. In addition, COVID-19 has seriously affected the mental health of healthcare workers, and the effect of mental health problems on WPV should also attract more attention.

show abstract

“…Mahoney et al found that nurse job satisfaction among nurse anesthetists in the United States (US) had a direct negative effect on the propensity to leave ( 9 ). Li et al derived similar results while investigating the propensity of emergency nurses to leave and concluded that nurse job satisfaction should be improved to reduce the propensity ( 10 ). Qian et al found a positive effect of job satisfaction on nurse retention intentions in a sample of nurses from several hospitals ( 11 ).…”

Section: Introductionmentioning

confidence: 91%

Application of a Hybrid Multi-Criterion Decision-Making Model for Evaluation and Improvement of Nurses' Job Satisfaction

Liu

Zhou²,

Jin³

et al. 2022

Front. Public Health

View full text Add to dashboard Cite

BackgroundThe global shortage and turnover of nurses is a current challenge. Past studies have shown that nurse job satisfaction may ameliorate nurse shortage. Although there are many studies on the criteria influencing nurses' job satisfaction, few have examined the causal relationships and weight of each criterion from a systematic perspective.ObjectiveIdentify the key criteria and causal relationships that affect nurses' job satisfaction, and help nurse leaders identify high-weight, high-impact dimensions and contextualize them for improvement.MethodsThe study developed a hybrid multi-criterion decision-making model, which incorporated the McCloskey/Mueller satisfaction 13-item scale (MMSS-13), and the Decision-Making Trial and Evaluation Laboratory and the Importance-Performance Analysis methods the model was used to analyze key factors of nurse satisfaction and their interrelationships based on the experience of 15 clinical nurse specialists.ResultsIn MMSS-13's dimension level, “satisfaction with work conditions and supervisor support” (C5) had the highest impact, and “satisfaction with salary and benefits” (C1) had the highest weight. In criteria level, “salary” (C11), “flexibility in scheduling time off” (C24), “maternity leave time” (C31), “opportunities for social contact after work” (C41), and “your head nurse or facility manager” (C51) had high influence under their corresponding dimensions. The “benefits package” (C13) was the top criterion with the highest impact on MMSS-13.ConclusionsThis study assessed nurses' job satisfaction from a multidimensional perspective and revealed the causal relationships between the dimensions. It refined the assessment of nurse job satisfaction to help nurse leaders better assess nurse job satisfaction and make strategic improvements. The study found that compensation and benefits had the highest weight in nurses' job satisfaction. Meanwhile, support for family responsibilities and working conditions, and support from supervisors were the cause dimensions of job satisfaction. Among the more detailed criteria, salary, benefits package, maternity leave time, and leadership had a greater impact on nurses' job satisfaction. Nurse leaders should start with these dimensions to achieve efficient improvement of nurses' job satisfaction.

show abstract

Effects of organizational commitment, job satisfaction and workplace violence on turnover intention of emergency nurses: A cross‐sectional study

Cited by 41 publications

References 36 publications

Exploring the Relationship Between Satisfaction and Intention to Stay Among Millennial Employees

Exploring the Relationship Between Satisfaction and Intention to Stay Among Millennial Employees

The impact of the COVID-19 pandemic on the prevalence and risk factors of workplace violence among healthcare workers in China

Application of a Hybrid Multi-Criterion Decision-Making Model for Evaluation and Improvement of Nurses' Job Satisfaction

Contact Info

Product

Resources

About