ABSTRACT
@#Objective - （ ） To evaluate the effect of job rotation on pain in wrist work related musculoskeletal disorders WMSDs （ ）Methods of physical therapists PTs . A total of 100 PTs from nine medical institutions were selected as the research subjects ， using judgment sampling method and they were divided into control group and intervention group by stratified random sampling ， method with 50 person in each group. The individuals in control group perform routine works. People in the intervention group were rotated between posts or added mobile shift replacements in daily work for 30 minutes. The duration of intervention was ， ， （ ） once a day five days a week for ten weeks. Visual Analogue Scale VAS score and pain duration were used as the evaluation ， indexes of intervention effect. The changes of indexes before intervention five weeks and ten weeks after intervention were Results ， compared between the two groups. Before intervention there was no significant difference in the VAS score and pain （ P ） duration between the control group and the intervention group all >0.05 . There was no significant difference in VAS score （ P ） and pain duration among the control group at three time points after intervention all >0.05 . The VAS score of PTs in the （P ）， intervention group at ten weeks was lower than that in the control group at the same time point <0.05 and it was lower than （ P ） that before intervention and at five weeks of intervention in the same group all <0.05 . The pain duration of PTs in the （ P ）， intervention group was lower than that in the control group at five and ten weeks after intervention all <0.05 and was lower （ P ） Conclusion ， than that before intervention at the same group all <0.05 . Rotating schedule can relieve WMSDs of PTs and the effect of intervention for ten weeks is more effective than that of intervention for five weeks.
ABSTRACT
Abstract The intention to leave the organization is a cognitive, deliberate and conscious process of a person quitting the organization he or she works in a near future. This study was designed to systematize the antecedents of the intention to leave the organization in empirical studies published in Portuguese between 2000-2015. We used a systematic review method to research 31 journals, proceedings of the Encontros da Associação Nacional de Pós-Graduação e Pesquisa em Administração (EnANPAD), ScIELO database, Google Scholar, and Theses and Dissertations Catalog - CAPES. Thirty-five publications were selected for analysis, where 18 antecedents were identified. Based on these results and on the theory of planned behavior, a model is proposed for understanding the relationships between the intention to leave, its antecedents, and the actual voluntary behavior of leaving organizations. The article indicates different paths to improve the understanding of behavioral variance related to the intention to leave the organization.
Resumo A intenção de sair da organização é um processo cognitivo, deliberado e consciente da pessoa deixar a organização na qual trabalha em um futuro próximo. Este estudo teve por objetivo sistematizar os antecedentes da intenção de sair da organização em pesquisas empíricas de língua portuguesa, publicadas entre 2000 e 2015. Utilizou-se o método de revisão sistemática de literatura para pesquisar 31 periódicos, anais dos Encontros da Associação Nacional de Pós-Graduação e Pesquisa em Administração (EnANPAD), SciELO, Google Acadêmico e Banco de Teses CAPES. Foram analisadas 35 publicações, nas quais foram identificados 18 antecedentes. A partir destes resultados e da teoria do comportamento planejado, propõe-se um modelo para a compreensão da relação entre a intenção de sair da organização, seus antecedentes e o comportamento de saída voluntária de organizações. O artigo indica diferentes caminhos para que se possa aumentar a explicação da variância do comportamento relacionado à intenção de sair da organização.
Resumen La intención de salir de la organización donde trabaja es un proceso cognitivo, deliberado y consciente de uno para el futuro. Este estudio tuvo como objetivo sistematizar los antecedentes de la intención de salir de la organización en estudios empíricos en portugués, publicados entre 2000 y 2015. Se utilizó el método de revisión sistemática de literatura para investigar 31 periódicos, anales de los Encontros da Associação Nacional de Pós-Graduação e Pesquisa em Administração (EnANPAD), en las bases de datos SciELO, Google Académico y Banco de Tesis Capes. Se analizaron 35 publicaciones, en las cuales se identificaron 18 antecedentes. Desde los resultados y la teoría del comportamiento planeado, se propone un modelo para el entendimiento de la relación entre la intención de salir de la organización, sus antecedentes, y el comportamiento de salida voluntaria de las mismas. El estudio apunta diferentes caminos para que se pueda explicar más la varianza del comportamiento relacionado con la intención de salir de la organización.
Subject(s)
Personnel Turnover , Intention , Job SatisfactionABSTRACT
PURPOSE: The purpose of study was to identify the relationships among attitude on job rotation, job stress and organizational commitment of hospital nurses. METHODS: The data were collected from the self-reported questionnaire responses of 430 nurses from Sep. 1 to Sep. 30, 2010 at a university hospital in D city and analyzed by descriptive statistics, t-test, ANOVA, Scheffe test and Pearson correlation coefficients. RESULTS: Nurses who experienced job rotation showed negative attitude on job rotation (t=-4.84, p<.001), high level of job stress (t=3.81, p<.001) and low level of organizational commitment (t=-1.99, p= .047). There was a significantly negative correlation between nurses' attitude on job rotation and job stress (r=-.13, p<.01). Also, there was a significantly positive correlation between nurses' attitude on job rotation and organizational commitment (r=.32, p<.001). CONCLUSION: These results suggest that job rotation in nurses needs to be planned based on the individual attitude, opinion, specialty and capability in nurse for reducing their job stress and enhancing organizational commitment of hospital nurses.
Subject(s)
Surveys and QuestionnairesABSTRACT
PURPOSE: The purpose of study was to identify the relationships among attitude on job rotation, job stress and organizational commitment of hospital nurses. METHODS: The data were collected from the self-reported questionnaire responses of 430 nurses from Sep. 1 to Sep. 30, 2010 at a university hospital in D city and analyzed by descriptive statistics, t-test, ANOVA, Scheffe test and Pearson correlation coefficients. RESULTS: Nurses who experienced job rotation showed negative attitude on job rotation (t=-4.84, p<.001), high level of job stress (t=3.81, p<.001) and low level of organizational commitment (t=-1.99, p= .047). There was a significantly negative correlation between nurses' attitude on job rotation and job stress (r=-.13, p<.01). Also, there was a significantly positive correlation between nurses' attitude on job rotation and organizational commitment (r=.32, p<.001). CONCLUSION: These results suggest that job rotation in nurses needs to be planned based on the individual attitude, opinion, specialty and capability in nurse for reducing their job stress and enhancing organizational commitment of hospital nurses.