Race as a predictor of job satisfaction and turnover in US nurses

Doede, Megan

doi:10.1111/jonm.12460

Cited by 42 publications

(37 citation statements)

References 18 publications

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“…We created indicator variables to control for any potential impacts of race as several studies have found significant effects of race on job satisfaction and intent to leave (e.g. Bartel, 1981; Doede, 2017; Moch, 1980; Sørensen, 2004; Tuch and Martin, 1991). We also used age group as a control variable as age affects factors such as an employee’s job satisfaction and intent to leave (Michaels and Spector, 1982).…”

Section: Methodsmentioning

confidence: 99%

Testing horizontal and vertical alignment of HR practices designed to achieve strategic organizational goals

Martinson

DeLeon

2018

JOEPP

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Purpose The purpose of this paper is to measure the effect of aligning HR practices horizontally and vertically to support organizational strategic goals. Design/methodology/approach Hypotheses were tested using 85,840 employees’ responses collected from a single, large public organization’s annual employee survey. Factor analysis with principal axis factoring and varimax rotation was used to confirm the variables being studied. The relationships were analyzed using ordered logistic regression. Findings Results suggest that compensation practices, workforce planning, and work/life balance-focused HR practices can be used to predict job satisfaction and turnover intentions. Additionally, when the combined effects of the three HR practice types are considered together, an increased reduction in turnover intention is indicated. Practical implications To achieve optimal performance organizations should be diligent in their efforts to align their functional area HRM strategies and practices with each other and with the overall strategic goals and objectives guiding the organization. Originality/value While the positive effect of alignment has been proposed by many scholars, empirical examinations of the binary approach are rare. This paper contributes to the field by providing a unique empirical examination of an organization’s implementation of HR practices designed to achieve stated strategic objectives through a large scale study.

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Section: Methodsmentioning

confidence: 99%

Testing horizontal and vertical alignment of HR practices designed to achieve strategic organizational goals

Martinson

DeLeon

2018

JOEPP

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“…H5c: Type of industry is a moderator for the effect of job empowerment on turnover intention. Doede (2017) has shown that race can be a predictor of the relationship between job satisfaction and turnover intention. It is suggested that the relationship between job satisfaction and turnover intention can be signifi cantly different in different countries (Huang, 2011;Luu & Hattrup, 2010).…”

Section: Conceptual Relationships and Hypothesis Developmentmentioning

confidence: 99%

Antecedents of turnover intention: A meta-analysis study in the United States

Özkan¹,

Elçi²,

Karabay³

et al. 2020

E+M

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The purpose of this paper was to determine the direction and effect size of the relationships between turnover intention and its main antecedents in the United States. The main predictors of turnover intention are chosen as job satisfaction, organizational commitment and empowerment. The studies which are published between 1998 and 2018 are reviewed. ScienceDirect, Scopus, and ProQuest databases were searched and 2.356 studies are screened. The meta-analysis software package, Comprehensive Meta-analysis Software (CMA), was used for the meta-analysis. 101 studies were suitable and the three data sets are formed: fi rst set included 312,261 subjects and 91 studies relating job satisfaction to turnover intention, the second set included 13,502 subjects and 29 studies relating organizational commitment to turnover intention, and the third set included 997 subjects and 5 studies relating empowerment to turnover intention. Each data was heterogeneous signifi cantly and the random effects model was used. Publication bias is analyzed for each data set and no evidence of publication bias was detected. The results revealed that the overall relationship between turnover intention and the selected three constructs was negative and signifi cant: the power of the job satisfaction's effect and organizational commitment's effect are almost the same (-.52), and the power of the empowerment's effect is weaker (-.22). Job satisfaction and organizational commitment have a large impact and empowerment has a small effect on turnover intention. The moderator analysis determined that type of industry and region are the moderators affecting the relationship between job satisfaction and turnover intention. The fi ndings also provide guidance for the managers working in the United States who need to keep turnover under control.

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“…In the 1990s, the existence of a racist health care system was either denied outright ( Funkhouser & Moser, 1990 ) or “whited-out” ( Jackson, 1993 ) through cultural analyses that attributed health care disparities to individual health behaviors while also attributing careworkers’ experiences of systemic racism to individual bias ( Porter & Barbee, 2004 ). However, ongoing research in the 21st century draws our attention to the ways that race operates as a barrier and an axis of inequality in both nursing education and nursing practice ( Beard & Julion, 2016 ; Byrne, 2001 ; Doede, 2017 ; Gilliss, Powell, & Carter, 2010 ; J. M. Hall & Fields, 2013 ; Hamilton & Haozous, 2017 ; Hassouneh, 2013 ; Lancellotti, 2008 ; Mapedzahama, Rudge, West, & Perron, 2012 ; Moceri, 2012 , 2014 ; Moore & Continelli, 2016 ; Robinson, 2014 ; Schroeder & DiAngelo, 2010 ).…”

Section: Introductionmentioning

confidence: 99%

“I Can Never Be Too Comfortable”: Race, Gender, and Emotion at the Hospital Bedside

2017

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In this article, we examine how race and gender shape nurses’ emotion practice. Based on audio diaries collected from 48 nurses within two Midwestern hospital systems in the United States, we illustrate the disproportionate emotional labor that emerges among women nurses of color in the white institutional space of American health care. In this environment, women of color experience an emotional double shift as a result of negotiating patient, coworker, and supervisor interactions. In confronting racist encounters, nurses of color in our sample experience additional job-related stress, must perform disproportionate amounts of emotional labor, and experience depleted emotional resources that negatively influence patient care. Methodologically, the study extends prior research by using audio diaries collected from a racially diverse sample to capture emotion as a situationally emergent and complex feature of nursing practice. We also extend research on nursing by tracing both the sources and consequences of unequal emotion practices for nurse well-being and patient care.

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Race as a predictor of job satisfaction and turnover in US nurses

Abstract: Nurse managers should endeavour to create a workplace free of discrimination. Efforts to increase the job satisfaction of all nurses are of equal importance.

Cited by 42 publications

References 18 publications

Testing horizontal and vertical alignment of HR practices designed to achieve strategic organizational goals

Testing horizontal and vertical alignment of HR practices designed to achieve strategic organizational goals

Antecedents of turnover intention: A meta-analysis study in the United States

“I Can Never Be Too Comfortable”: Race, Gender, and Emotion at the Hospital Bedside

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