Relationships between employment quality and intention to quit: focus on PhD candidates as traditional workers

Travaglianti, Fabrice; Babic, Audrey; Hansez, Isabelle

doi:10.1080/0158037x.2017.1396448

Cited by 9 publications

(6 citation statements)

References 37 publications

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“…These findings are consistent with the related literature, which reveals DW's contribution to motivation [27,98] and work engagement [3], both of which are found to be associated with performance [3,27,98]. Furthermore, in alignment with the findings of Travaglianti, Fabrice, Babic, and Hansez [99], our study has found a negative relationship between DW and intention to leave.…”

Section: Discussionsupporting

confidence: 92%

Can Decent Work Explain Employee-Level Outcomes? The Roles of Work–Family and Family–Work Conflict

2022

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Decent work (DW) has emerged as a growing paradigm for all, entailing fundamental principles and rights at work which can pervade all human resource management (HRM)practices. While studies on DW are generally examined on macro levels, such as social, economic, legal, and political, the rising emphasis to realize the Sustainable Development Goal (SDG) No. 8 of the UN and highlight the importance of quality of employment in this paper we draw our attention to the DW concept at the micro level The purpose of this study is to explore whether DW is associated with ‘employee performance’ and ‘intention to leave’. Additionally, the aim is to investigate whether work–family conflict (WFC) and family–work conflict (FWC) can serve as moderating variables under the job demands–resources (JD–R) model. Data were collected from employees working for 392 organisations, who represented their companies at a national career fair in Turkey. The results have revealed the role and importance of securing DW as a significant job resource for sustaining positive employee outcomes, including high performance and a reduced intention to leave. Furthermore, the study has shown that while WFC has moderating effects on performance and employees’ turnover intentions, FWC serves as a moderating variable, weakening the relationship between DW and intention to leave in case of adverse family demands.

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Section: Discussionsupporting

confidence: 92%

Can Decent Work Explain Employee-Level Outcomes? The Roles of Work–Family and Family–Work Conflict

2022

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“…Schmidt, Roesler, Kusserow, & Rau, 2014), having a significant impact on their emotions and work engagement (Caesens, Stinglhamber, & Luypaert, 2014;De Clercq et al, 2019). Poor supervision has been linked to increased stress, exhaustion, burnout, attrition, and mental health problems (Cornér, Löfström, & Pyhältö, 2017;Hyun, Quinn, Madon, & Lustig, 2006;Levecque et al, 2017;Peluso, Carleton, & Asmundson, 2011;Travaglianti, Babic, & Hansez, 2018). Research suggests areas in which supervisors should support PGRs, such as encouraging them to take part in a wide range of academic activities (Emmioğlu, McAlpine, & Amundsen, 2017), supporting their psychosocial needs (Roach, Christensen, & Rieger, 2019), and encouraging reflective practice and problem-solving (Spacey, Harvey, & Casey, 2020).…”

Section: Review Of Factors Affecting Pgr Mental Health and Wellbeingmentioning

confidence: 99%

“…In addition, only 40% of PGRs are likely to be in fixedterm employment after graduation (UKCGE, 2020); with just 30% working in an academic or research role in HE three and a half years after graduation (Hancock, 2020). Although this is a higher rate than undergraduates (Reino & Byrom, 2017), recent research links the uncertainty of career prospects to adverse mental health outcomes for PGRs (Levecque et al, 2017;Marais, Shankland, Haag, Fiault, & Juniper, 2018;Mattocks & Briscoe-Palmer, 2016;Metcalfe, 2018;Travaglianti et al, 2018).…”

Section: Review Of Factors Affecting Pgr Mental Health and Wellbeingmentioning

confidence: 99%

Exploring the wellbeing and resilience of postgraduate researchers

Casey

Harvey

Taylor

et al. 2022

Journal of Further and Higher Education

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Much research around student mental health focuses on undergraduate students. However, recent research suggests that depression and anxiety are just as prevalent among postgraduate researchers (PGRs). This study explores the experience of PGRs in the UK (N=50) and their wellbeing and resilience. The results of the survey indicated that the participants had significantly lower wellbeing and resilience levels in comparison to the general population. The analysis of qualitative survey responses highlighted five factors that affected the participants' perceived wellbeing: supervision, expectations, support, balance, and coping. A benefit of the current study is that it investigates a whole range of known stressors in contrast to previous research that tends to focus on one or a small number of factors. The study puts forward several key recommendations for supervisors and universities. The authors recommend that supervisors and doctoral schools encourage peer support networks and open dialogue with students around the reality of PGR study, to manage expectations and reduce self-doubt. Further research should look to investigate in more detail the challenges faced by PGRs across the whole journey to develop beneficial wellbeing interventions that are aligned to PGRs' specific needs.

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“…Theoretically, it has been proved that a three-layer BP network containing a hidden layer can approximate a nonlinear system with arbitrary accuracy without limiting the number of hidden layer nodes. Therefore, this paper selects a threelayer BP neural network with only one hidden layer [14].…”

Section: Comprehensive Evaluation Of Employment Quality Based On Bp N...mentioning

confidence: 99%

Research on employment quality of Wuhan Business University based on AHP and BP neural network

Wang¹

2023

International Conference on Computer Graphics, Artificial Intelligence, and Data Processing (ICCAID 2022)

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In order to further improve the linkage mechanism between employment and enrollment plan, talent training, and specialty adjustment, this paper conducts a quantitative analysis and deepening of the Report on the Employment Quality of Undergraduate Graduates of Wuhan Business University. This paper uses the Analytic Hierarchy Process to build the evaluation index system of the employment quality of college graduates, focusing on the evaluation criteria, evaluation indicators and calculation methods to calculate the index weight. At the same time, we train the model of BP Neural Network method, which improved the accuracy of the model, and obtained a more comprehensive, objective, independent and measurable employment quality monitoring and evaluation results.

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Relationships between employment quality and intention to quit: focus on PhD candidates as traditional workers

Cited by 9 publications

References 37 publications

Can Decent Work Explain Employee-Level Outcomes? The Roles of Work–Family and Family–Work Conflict

Can Decent Work Explain Employee-Level Outcomes? The Roles of Work–Family and Family–Work Conflict

Exploring the wellbeing and resilience of postgraduate researchers

Research on employment quality of Wuhan Business University based on AHP and BP neural network

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