The effects of job demands, control, and social support on hospital clinical nurses' intention to turn over

Chiu, Yen-Lin; Chung, Ruey-Gwo; Wu, Chin-Shi; Ho, Chih-Hung

doi:10.1016/j.apnr.2008.02.006

Cited by 71 publications

(68 citation statements)

References 15 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Other studies investigating the direct relationship between psychological demand, decision latitude and QWL were not found. Similar findings to those observed in the present study are found in the literature though, analyzing the outcomes job satisfaction, organizational commitment, psychological and structural empowerment 22 and intent to stay or leave the profession, 23 factors previously mentioned as associated or inherent to the investigation of QWL.…”

Section: Discussionsupporting

confidence: 81%

“…24 The perception of social support at work, an aspect later included in the demand-control model to evaluate social integration, confidence in the group and help from co-workers and supervisors to perform tasks, could act as a protective/buffering factor of the negative effects caused by high--strain jobs, 21 a hypothesis that has already shown good evidence in the scientific literature. 9,23,25 In this sense, a study carried out with nursing workers in Spain 16 showed a close association between QWL and social support at work. Other studies have also revealed the relationship between social support and job satisfaction, motivation, work commitment and/or intent to leave the organization/profession.…”

Section: Discussionmentioning

confidence: 99%

“…Other studies have also revealed the relationship between social support and job satisfaction, motivation, work commitment and/or intent to leave the organization/profession. 23,[25][26][27][28][29] Among the organizational obstacles that can impair the social relationships in the workplace, the following are highlighted: impoverishment and repetitiveness of tasks, lack of motivation and encouragement, poor integration between employees and the organization and the psychological impacts of poor management, which does not aim for a preventive and humanist policy. 30 The literature has pointed out that the support from supervisors seems to be more important for nursing staff than the support from coworkers, [27][28][29]31 the latter also being associated to job satisfaction.…”

Section: Discussionmentioning

confidence: 99%

See 2 more Smart Citations

Occupational Stress and Dissatisfaction With Quality of Work Life in Nursing

Azevedo¹,

Nery

Cardoso

2017

Texto contexto - enferm.

View full text Add to dashboard Cite

Objective: to analyze the association between occupational stress, quality of work life and associated factors among nursing workers.Method: 309 nursing workers of a public general hospital participated in this cross-sectional study. The Total Quality of Work Life and the Job Stress Scale instruments were used to evaluate the quality of work life and occupational stress, respectively.Results: associations were estimated using Poisson regression analysis combined with robust variance. We found association between dissatisfaction with quality of work life and smoking (PR=1.53; 95%CI: 1.02-2.31), work at the care units for highly dependent or critically ill patients (PR=2.47; 95%CI: 1.18-5.19), low social support at work (PR=1.76; 95%CI: 1.29-2.40) and the quadrants of the demand-control model "active job" (PR=1.74; 95%CI: 1.04-2.92) and "high-strain job" (PR=2.54; 95%CI: 1.51-4.27).Conclusion: these results may help the hospital and nursing managers to develop and implement strategies in order to reduce excessive demands and work overload and increase social support among the nursing staff. Resultados: la regresión de Poisson con varianza robusta mostró asociación entre insatisfacción con la calidad de vida laboral y tabaquismo (RP=1,53; IC95%: 1,02-2,31), trabajo en los sectores para pacientes altamente dependientes o en estado crítico (RP=2,47; IC95%: 1,18-5,19), bajo apoyo social (RP=1,76; IC95%: 1,29-2,40) y los cuadrantes del modelo demanda-control "trabajo activo" (RP=1,74; IC95%: 1,04-2,92) y "alta exigencia" (RP=2,54; IC95%: 1,51-4,27). DESCRIPTORS:Conclusión: estos resultados pueden ayudar a la gestión de los hospitales y de enfermería en el desarrollo e implementación de estrategias para reducir las demandas excesivas y la sobrecarga de trabajo y aumentar el apoyo social entre el equipo de enfermería. DESCRIPTORES:Calidad de vida. Trabajo. Estrés laboral. Grupo de enfermería. Salud laboral.

show abstract

Section: Discussionsupporting

confidence: 81%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Occupational Stress and Dissatisfaction With Quality of Work Life in Nursing

Azevedo¹,

Nery

Cardoso

2017

Texto contexto - enferm.

View full text Add to dashboard Cite

show abstract

“…Organisational levels with high demands have been related to BO and turnover intentions (Almer & Kaplan, 2002;Chiu et al, 2009), but job position also showed to be significantly related to WE (Kim et al, 2009). It is known that job levels and education levels normally co-vary to some degree.…”

Section: Summary Of Resultsmentioning

confidence: 99%

“…It is argued that job level (which normally co-varies with age, educational level and tenure) may have a differential effect on how people respond to job-related stimuli. Chiu, Chung, Wu, and Ho (2009) found that employees in jobs with high job demands combined with low job control report turnover intentions more frequently. Findings showed that lower organisational levels relate negatively to an employee's intentions to vacate his position (Weisberg & Kirschenbaum, 1991), whilst the results of Almer and Kaplan (2002) prove to be dissimilar.…”

Section: Hypothesismentioning

confidence: 99%

Biographical and demographical variables as moderators in the prediction of turnover intentions

Plooy

Roodt

2013

SA j ind psychol

View full text Add to dashboard Cite

Orientation: The aim of the study was to explore the possible moderation effects of biographical and demographical variables on a prediction model of turnover intention (TI).Research purpose: The main purpose of the study was to determine how biographical and demographical variables have an impact on predictors of turnover intentions.Motivation for the study: Twenty-first century organisations face significant challenges in the management of talent and human capital. One in particular is voluntary employee turnover and the lack of appropriate business models to track this process.Research design, approach, and method: A secondary data analysis (SDA) was performed in a quantitative research tradition on the cross-sectional survey sample (n = 2429). Data were collected from a large South African Information and Communication Technologies (ICT) sector company (N = 23 134).Main findings: The results of the study confirmed significant moderation effects regarding race, age, and marital status in the prediction equations of TIs.Practical and managerial implications: Practical implications of the study suggested increased understanding of workforce diversity effects within the human resource (HR) value chain, with resultant evidence-based, employee retention strategies and interventions. Issues concerning talent management could also be addressed.Contribution and value-add: The study described in this article took Industrial/Organisational (I/O) psychological concepts and linked them in unique combinations to establish better predictive validity of a more comprehensive turnover intentions model.

show abstract

Enhancing Wellbeing and Motivation for Staff Working with Patients Who Have Inconsistent or Challenging Engagement in Services

Lord¹

2020

The Wiley Handbook of Healthcare Treatment Engagement

View full text Add to dashboard Cite

The effects of job demands, control, and social support on hospital clinical nurses' intention to turn over

Cited by 71 publications

References 15 publications

Occupational Stress and Dissatisfaction With Quality of Work Life in Nursing

Occupational Stress and Dissatisfaction With Quality of Work Life in Nursing

Biographical and demographical variables as moderators in the prediction of turnover intentions

Enhancing Wellbeing and Motivation for Staff Working with Patients Who Have Inconsistent or Challenging Engagement in Services

Contact Info

Product

Resources

About