Workplace Spirituality and Employee Job Attitude: Direct Test Effect: An Empirical Check Among Nursing Community

Baskar, B.; Indradevi, R.

doi:10.1177/09722629211031333

Cited by 5 publications

(4 citation statements)

References 75 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The notion of "workplace spirituality", which promotes employee welfare through high self-assertiveness and workplace morale and ethics [87,88], minimal burnout [82], and optimal co-worker interactions [89,90], has garnered much scholarly attention in business domains. As such, the elderly care social enterprises could nurture workplace spirituality for enhanced productivity and company performance.…”

Section: Workplace Spiritualitymentioning

confidence: 99%

Eldercare’s Turnover Intention and Human Resource Approach: A Systematic Review

Jurij

Ismail

Alavi

et al. 2023

IJERPH

View full text Add to dashboard Cite

Eldercare workers’ turnover intentions have caused serious concern given their high demand and pivotal role in ensuring elderly individuals’ well-being. This systematic review examined the main factors of eldercare employees’ turnover intentions with the purpose of identifying gaps and structure a novel human resource (HR) approach framework for eldercare social enterprises through a global literature review and realistic conclusions. A total of 29 publications appeared between 2015 and 2021 were digitally extracted from six databases and are extensively discussed in this review. Resultantly, eldercare workers’ turnover intentions were positively impacted by job burnout, low job motivation, and restricted job autonomy. The findings of this study correspond to those of past literature, which highlighted the necessity of thoroughly examining eldercare worker retention practices from an organisational (HR) perspective. Furthermore, the current study outlines the factors influencing eldercare workers’ turnover intentions as well as determine proper HR approaches to mitigate employee turnover issues among eldercare workers for organisational sustainability.

show abstract

Section: Workplace Spiritualitymentioning

confidence: 99%

Eldercare’s Turnover Intention and Human Resource Approach: A Systematic Review

Jurij

Ismail

Alavi

et al. 2023

IJERPH

View full text Add to dashboard Cite

show abstract

“…Keterikatan karyawan memainkan peran kunci untuk kesuksesan dan daya saing organisasi (Macey & Schneider, 2008). Ketika karyawan terlibat dalam tugas secara mental, mereka penuh perhatian, terhubung, terintegrasi dan bersemangat untuk menekankan kinerja mereka (Baskar & Indradevi, 2021). Karyawan yang terlibat cenderung memiliki motivasi tinggi dan komitmen psikologis terhadap organisasinya sehingga memiliki tingkat kepuasan dan retensi yang lebih tinggi (Schaufeli et al 2002).…”

Section: Keterikatan Karyawan Terhadap Kepuasaan Kerjaunclassified

“…Ketika karyawan terlibat dalam tugas secara mental, mereka penuh perhatian, terhubung, terintegrasi dan bersemangat untuk menekankan kinerja mereka (Baskar & Indradevi, 2021). Karyawan yang terlibat memiliki tingkat komitmen yang tinggi dan antusias terhadap karir mereka dan sering kali terserap sepenuhnya dalam pekerjaan mereka, sehingga waktu berlalu begitu (Bakker & Demerouti, 2008).…”

Section: Keterikatan Karyawan Terhadap Kepuasaan Kerjaunclassified

Pengaruh Pelatihan Dan Pengembangan Terhadap Retensi Karyawan Dan Kepuasan Kerja Dengan Keterikatan Karyawan Sebagai Variabel Mediasi (Studi Empiris Pada Generasi Y Dan Z Di Wilayah Jabodetabek)

Franita Panggabean,

Apriliana,

Ratna Kinnary

2023

JWI

View full text Add to dashboard Cite

Perubahan yang semakin kompleks dari waktu ke waktu karena adanya kemajuan teknologi,perubahan keadaan pasar, persaingan kompetitif, dan tuntutan konsumen yang terus meningkat. Sehingga perlu meresponi hal ini melalui peningkatan kinerja agar dapat bertahan. Keberhasilan organisasi tidak terlepas dari peran karyawan dalam mendukung proses pencapaian tujuan perusahaan. Sehingga penting untuk mengelola kompetensi yang dimiliki karyawan dapat menunjang kinerjanya dalam perusahaan. Selain itu perusahaan perlu mempertahankan karyawan yang berbakat untuk bersedia tetap tinggal melalui strategi retensi dan memberikan kepuasankerja bagi karyawan. Penelitian ini dilakukan dengan memperhatikan kohort generasi Y dan Z yang mendominasi usia produktif di Indonesia. Penelitian ini bertujuan untuk mengetahui pengaruh Pelatihan dan pengembangan terhadap retensi karyawan dan kepuasan kerja. Penelitian ini juga menggunakan keterikatan karyawan sebagai variable mediasi. Penelitian ini menggunakan metode kuantitatif dengan pengolahan data menggunakan Structural Equation Modelling (SEM). Sampel pada penelitian ini sebanyak 158 karyawan mencakup generasi Y akhir dan generasi Z awal. Adapun pengujian dalam penelitian ini menggunakan perangkat lunak smartPLS. Hasil penelitian menunjukkan bahwa pelatihan dan pengembangan memberikan pengaruh positif terhadap keterikatan karyawan. Pengaruh yang sama juga diberikan pelatihan dan pengembangan terhadap retensi karyawan dan kepuasan kerja. Keterikatan karyawan juga mampu memediasi secara parsial pengaruh pelatihan dan pengembangan terhadap kepuasan kerja dan retensi karyawan. Oleh sebab itu, pelatihan dan pengembangan pada generasi Y dan Z dapat digunakan oleh perusahaan sebagai salah satu strategi dalam meretensi karyawan dan memberikan kepuasan kerja.

show abstract

“…Spirituality is often used as a coping mechanism by employees in stressful jobs and to promote workplace well-being (Kutcher et al, 2010). For example, nurses often rely on prayer to cope with the emotional aspects of treating ill patients (Baskar and Indradevi, 2021). Spirituality also appears to be important for trauma cleaners to decrease depression, stress, and burnout.…”

Section: Spiritualitymentioning

confidence: 99%

Another Bloody Clean-Up

Toit¹,

Whaley²

2021

The Thinker

View full text Add to dashboard Cite

South Africa has one of the highest violent crime rates globally, where physical and emotional trauma is used in homicides and suicides. While this is apparent to the ordinary South African, what is less clear is what happens after the police and forensics have done their job at a crime scene: Who cleans up the bloody mess? In South Africa, as in many other nations, trauma cleaners restore the scenes where homicides and suicides have been committed, and where industrial accidents have taken place. Little to no scholarly research has been conducted on the experiences of the cleaners of trauma scenes. Cleaning up these scenes consists of labour charged with violence that most cannot countenance, but which the cleaner must face. Drawing on 13 qualitative interviews, this article explores the challenges of cleaning up a site where violent and/or traumatic acts have occurred, and how the cleaners develop strategies to cope with their own concomitant trauma. The cleaners are exposed to various health and safety issues, as well as the emotional trauma associated with cleaning up horrific accidents and crimes. Findings show that trauma cleaners emotionally distance themselves from the violence to which they bear witness and use emotional labour, spirituality, humour, and debriefing as coping strategies. In its conclusion, this article suggests a greater acknowledgement of trauma cleaners’ responsibilities and recommends that proper physical and emotional training is necessary to ensure their wellbeing.

show abstract

Workplace Spirituality and Employee Job Attitude: Direct Test Effect: An Empirical Check Among Nursing Community

Cited by 5 publications

References 75 publications

Eldercare’s Turnover Intention and Human Resource Approach: A Systematic Review

Eldercare’s Turnover Intention and Human Resource Approach: A Systematic Review

Pengaruh Pelatihan Dan Pengembangan Terhadap Retensi Karyawan Dan Kepuasan Kerja Dengan Keterikatan Karyawan Sebagai Variabel Mediasi (Studi Empiris Pada Generasi Y Dan Z Di Wilayah Jabodetabek)

Another Bloody Clean-Up

Contact Info

Product

Resources

About