Racial Harassment, Job Satisfaction and Intentions to Quit: Evidence from the British Nursing Profession

Abstract

Publ i c Sect or Econom i cs Research Cent re (PSERC), D epart m ent of Econom i cs, U ni versi t y of Lei cest erand Inst i t ut e f or t he St udy of Labor (IZA), Bonn W e i nvest i gat e t he det erm i nant s of percei ved raci al harassm ent at t he w orkpl ace, and i nvest i gat e i t s i m pact on j ob sat i sfact i on and qui t t i ng behavi our am ongst et hni c m i nori t y nurses. To enabl e t hi s w e use dat a from a uni que l arge-scal e survey of Bri t i sh N at i onal H eal t h Servi ce nurses. N earl y 40% of et hni c m i nori t y nurses report experi enci ng raci al harassm ent from w ork col l eagues, w hi l st m ore t han 64% report sufferi ng raci al harassm ent from pat i ent s. The experi ence of raci al harassm ent at t he w orkpl ace i s found t o l ead t o a si gni fi cant reduct i on i n j ob sat i sfact i on, w hi ch, i n t urn, si gni fi cant l y i ncreases nurses' i nt ent i ons t o qui t t hei r j ob. These resul t s are found t o be robust t o endogenei t y concerns, and have i m port ant pol i cy i m pl i cat i ons for ret ai ni ng qual i fi ed nursi ng st aff i n t he Bri t i sh N at i onal H eal t h Servi ce. K eyw ords:Raci al H arassm ent , N ursi ng, Job Sat i sfact i on, Int ent i ons t o Q ui t , D i scri m i nat i on JEL Cl assi fi cat i on: J15, J24, J71

Determination of the Demographic Variables Predicting Accommodation Business Employees Organizational Commitment and Job Satisfaction through CHAID Analysis

“…Also, researches carried out in different sectors and areas reveal that demographic factors are effective in employees' job satisfaction and organizational commitment (Pourghaz et al, 2011;Mathieu and Zajac, 1990;Igbal, 2010;Salami, 2008;Elizur, 2001;Azeem, 2010;Angle and Perry 1981;Luthans et al 1987;Bowen et al 1994;Clark, 1997;Shields and Price, 2002). But any detailed research, which covers the significance levels and all possible hierarchy, on impacts of demographic variables in job satisfaction and organizational commitment could not be found very common.…”

“…Job satisfaction and organizational commitment are among the most commonly researched topics in organizational behavior and management literature because of being considered as the most important criteria in determining the organizational health (Suma and Lesha, 2013: 42). The researchers indicate that job satisfaction is an important issue due to particular reasons as increasing productivity and performance (Sarwar and Ogre, 2013;Sousa-Poza and Sousa-Poza, 2000;Çekmecelioğlu, 2006), providing consumer satisfaction and loyalty (Fosam et al, 1998;Bansal et al, 2001) reducing absenteeism and the staff turnover rate (Harrison et al, 2006;Chen, 2008;Shields and Price, 2002;George, 1992;Organ and Ryan, 1995;Judge and Locke, 1993;Tett and Meyer, 1993), predicting the organizational citizenship behavior in a positive way (Kose et al, 2003), the happiness of the employees for what they are doing (Judge and Watanabe, 1993).…”

Work Values in Western and Eastern Europe

“…At first, higher job satisfaction among women seems surprising, since the key finding in labour economics is the large and significant difference between men"s and women"s pay, coupled with worse conditions for women in terms of hiring and firing, job content, promotion opportunity and sexual harassment (Clark 1997). Shields and Price (2002) also show that one of the most important determinants of job satisfaction among nurses from an ethnic minority is whether they have experienced racial harassment at the workplace, and whether they have perceived discrimination in promotion and training.…”

Job Disamenities, Job Satisfaction, and On-the-job Search: Is There a Nexus?

“…Accordingly, Kristensen and Westergård-Nielsen (2004) report that job search, which is an extreme form of intentions to quit, is a good predictor of actual quits. Instead of actual separations, the impact of working conditions and/or job satisfaction on quit intentions or job search has also been examined some studies in labour economics (van Ophem, 1991;Shields and Price, 2002;Sousa-Poza and Henneberger, 2002;García-Serrano, 2004). The relationship between job satisfaction and turnover intentions has also been analyzed from the psychological perspective (e.g.…”

“…This approach is similar to that used by Shields and Price (2002), but they used only one indicator of working conditions, racial harassment.…”