ABSTRACT
The purpose of this qualitative phenomenological descriptive study was to understand how employees perceive the level of support received from their employers in the workplace. The study encompassed employees with both secure and insecure attachment style types from across the entire State of Maryland. The study collected data via interviews from the participants, taking note of their perceptions of how they felt supported in the workplace. Twelve participants with varying occupations were selected and completed the following: a qualifying questionnaire, a workplace attachment questionnaire (Self-Reliance Inventory), and a personal semistructured, open audio interview with the researcher. Data was analyzed using the Braun & Clarke 6 Step Thematic Analysis Approach. As a result of the analysis, five themes emerged: Workplace, Work, Agency, Job & Organization;Management;Colleagues & Coworkers;Support & Commitment;and COVID-19. There is a research gap on this topic in workplace studies and employee attachment. By conducting this study, future researchers would be able to build upon this research to continue improving relationships in the workplace. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Introduction: The needs-based shortage of healthcare workers is severe worldwide and it would be exacerbated if many medical students switch to other careers after graduation. Maintaining and improving the career commitment of medical students, which could be a feasible, effective, and scalable way to reduce the attrition rate, is essential in medical education. We designed a randomized experiment to test whether an information intervention based on role modeling could enhance medical students' career commitment. Methods: In the randomized experiment, the sample (N = 36,482) was divided into the treatment group (N = 18,070) and the control group (N = 18,412). The intervention information consisted of image-text messages on Zhong Nanshan, who is an inspiring role model for he went to the frontline of COVID-19 in the most critical circumstances and received praise and affirmation from the public. Α difference-in-differences model was employed to identify the effect of the information intervention. Heterogeneous treatment effects were identified using sub-sample analyses. Results: The results showed that the information intervention statistically significantly reduced medical students' dropout intention by 2.7 percentage points (95% CI: -0.037 to -0.016, t = -4.95, p < 0.001), equivalent to 14.6% of the control group mean. This estimate indicates that the information intervention could significantly increase the career commitment of medical students. Finally, male and senior students were influenced more than their female and junior counterparts, which can be explained by their relatively high dropout intention. Conclusion: Role model-based information intervention improves the career commitment of medical students. The underlying behavioral model is that, when students use a role model as their reference point, they consider dropout as a substantial welfare loss. Role modeling is an effective way to improve the career commitment of medical students, especially for males and senior students.
ABSTRACT
Technological developments within advanced economies are impacting organisations and working lives. With the advent of 'Industry 4.0', Universal Basic Income (UBI) is being cast as a potential 'buffer'-a social safety net-to the restructuring of organisations, jobs, and economies that are already underway. The Covid-19 pandemic is providing an additional impetus as governments instigate similar safety nets as employment falls in the wake of the virus. To date, much of the debate concerning UBI has taken place in disciplines outside the auspices of Human Resource Management with most commentary occurring within the spheres of economics and social policy. This conceptual study is one of the first within the human resource management (HRM) field to address the potential impacts of UBI on orientations to work and the management of employees. To do this, we focus on a central underpinning theory within HRM, the psychological contract and how this might be affected by its introduction. Finally, a research agenda is developed that provides options by which we might explore the implications of UBI for the practice of HRM when and if such schemes are implemented. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
ABSTRACT
The long-term effects of the COVID-19 crisis among helping professionals such as physicians, law enforcement officers, and clergy remain unknown. The strain and enormous stress encountered by these professionals are profound and concerning (Benham et al., 2020;Greene et al., 2020;Stogner et al., 2020). In this study, the researcher explored the effects of burnout (emotional exhaustion, depersonalization, and personal accomplishment) on career commitment among helping professionals including physicians, law enforcement officers, and clergy during the COVID-19 pandemic. Further, the findings provided insight on the general causes and effects of burnout including possible solutions to counter its effects. Additionally, the researcher examined the causes, effects, and potential solutions regarding burnout for each of the participating helping professions. The data for this quantitative study were collected through a survey completed by 484 participants located in two southwestern states in the United States. This study contributes to the body of literature by confirming a relationship between burnout and low career commitment for the aggregate sample, and by confirming that the three factors of burnout (emotional exhaustion, depersonalization, and personal accomplishment) significantly predicted scores of low career commitment. Further, the findings revealed that there are statistically significant differences in levels of the three factors of burnout and career commitment between the three professions. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
ABSTRACT
Student achievement and teacher morale have been closely linked to teacher retention and of concern for administrators seeking to promote teacher commitment. In 2020, the COVID-19 pandemic led to further concerns about teacher commitment for these administrators. To better understand the underlying reasons behind teacher commitment, the current research explored the correlation between value consonance of an individual, their perception of their principal or supervisor's values, and commitment to their occupation and organization. This study further sought to illuminate relationships between value consonance and teacher commitment, how relationships between teachers' value consonance and commitment differ by intention to stay in the occupation and at their current school or organization, to what extent value consonance differs as a function of intent to stay in the teaching profession and the current school or organization, and the impact of the COVID-19 pandemic on values, their perceived supervisors' values, and commitment to the occupation and current school or organization.This exploratory, quantitative study compared responses from self-reported leavers and stayers, and found that among teachers intending to leave, teachers valuing Autonomy and Job Security more than their supervisor expressed more Continuance Commitment to the Occupation. Moreover, those valuing Colleague Relationships more than their supervisors had stronger Affective Commitment to the Organization. For teachers who intended to stay, however, few or no relationships were found between value consonance and commitment. These results were echoed in teachers' open-ended responses to questions about the impact of the pandemic on their values and commitment where comments showed that both leavers and stayers largely reported similar impacts during COVID. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
PURPOSE: Various physiological and psychological negative situations experienced by nurses as a result of COVID-19 pandemic have been shown to increase their perception of organizational difficulty and decrease their career commitment, thereby accelerating the turnover rate of nurses. Resilience and career adaptability have important influences on career commitment, so there is a need to evaluate the relationships between them and the underlying mechanisms. PATIENTS AND METHODS: Using a cross-lagged design, the Career Adaptability Scale, the Chinese version of career commitment, and Davidson's Resilience Scale as research methods, we studied 692 nursing students for two consecutive years to evaluate the relationship among career adaptability, resilience, and career commitment. RESULTS: Career adaptability at T1 substantially and positively predicts the career commitment at T2. Career adaptability and resilience are mutually predictive. No interaction is found between resilience and career commitment over time. There is a substantial difference in the cross-lagged relationship among career adaptability, resilience, and career commitment for low- and high-career interest. CONCLUSION: Our results show the importance of developing career commitment early on. Developing career adaptability, enhancing resilience, and increasing career interest in nursing students might help to increase career commitment.
ABSTRACT
Purpose: This paper aim to analyse the motives behind the commitment of nurses to their profession despite their intense job duties during the COVID-19 pandemic. Design/methodology/approach: The empirical sample comprises of 35 semi-structured interviews with public sector hospital nurses in under-researched contexts of Egypt and Peru. Findings: Three types of motives were found to play a critical role in nurses' commitment to their profession despite the difficulties associated with extreme work conditions. These factors include cultural (religious values, governmental coercion), contextual (limited education, organisational support) and personal (good nurse identity, submissive nature) dimensions. Originality/value: This paper is one of the pioneering works to link existing literature streams on career commitment, extreme jobs, extreme context and management under disruptions (particularly COVID-19) by analysing these aspects in the under-researched Peruvian and Egyptian contexts. © 2023, Emerald Publishing Limited.
ABSTRACT
The long-term effects of the COVID-19 crisis among helping professionals such as physicians, law enforcement officers, and clergy remain unknown. The strain and enormous stress encountered by these professionals are profound and concerning (Benham et al., 2020;Greene et al., 2020;Stogner et al., 2020). In this study, the researcher explored the effects of burnout (emotional exhaustion, depersonalization, and personal accomplishment) on career commitment among helping professionals including physicians, law enforcement officers, and clergy during the COVID-19 pandemic. Further, the findings provided insight on the general causes and effects of burnout including possible solutions to counter its effects. Additionally, the researcher examined the causes, effects, and potential solutions regarding burnout for each of the participating helping professions. The data for this quantitative study were collected through a survey completed by 484 participants located in two southwestern states in the United States. This study contributes to the body of literature by confirming a relationship between burnout and low career commitment for the aggregate sample, and by confirming that the three factors of burnout (emotional exhaustion, depersonalization, and personal accomplishment) significantly predicted scores of low career commitment. Further, the findings revealed that there are statistically significant differences in levels of the three factors of burnout and career commitment between the three professions. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
ABSTRACT
Objective: To understand the biopsychosocial dimensions of university health sciences students' experiences during the COVID-19 pandemic. Participants: Health sciences students (n = 297) from two universities in July and August 2020. Methods: Participants completed a Web-based survey asking about depression, anxiety, physical activity, coronavirus threat, and career commitment. Results: Moderate or severe depression and anxiety were reported by 28.6% and 31.3% of respondents, respectively. Depression and anxiety were positively correlated with perceived coronavirus threat and negatively correlated with career commitment and strenuous physical activity. A change in career commitment interests during the COVID-19 pandemic was reported by 11% of respondents. Conclusions: Identified factors that could be targeted by universities to support their students and secure career commitment include online learning challenges, ability to secure clinical placements, mental health (anxiety and depression), financial challenges, family pressure, and promotion of physical activity.
ABSTRACT
Although furloughs have been used by organizations for some time, their use increased sharply during the COVID-19 pandemic. They differ from layoffs in the uncertainty they involve around the employment relationship. However, the phenomenon has received little attention from research on involuntary job loss, and the impact of the employment uncertainty it involves is largely unknown. Furthermore, the moderating factors that differentiate the impacts across employee populations are also unclear. In this dissertation I report a mixed-method field study examining the impact of employment uncertainty on furloughed workers and the moderating role by their work orientation. To guide the development of hypotheses, I conduct a qualitative analysis of semi-structured interviews with 28 furloughed employees. I then test my predictions with furloughed workers from various industries. Results suggest that employment uncertainty increases furloughed workers' negative emotions while decreasing their occupational commitment. The behavioral impacts of uncertainty include hedging and "live like working," mediated by occupational commitment. Furthermore, one's work orientation moderates the adverse impacts of uncertainty such that the effects are alleviated for someone with a stronger sense of calling orientation but worsened for someone with a stronger sense of job orientation. The theoretical and practical implications of the findings are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
ABSTRACT
The management paradigm of SMEs is changing due to the recent Fourth Industrial Revolution and the changing COVID-19 environment. To respond to these changes, companies are focusing on protean career attitude (PCA) and psychological well-being (PWB) of employees to improve corporate performance. Under these circumstances, this study investigated the structural relationship of the dual mediation effects of career commitment and career satisfaction in the relationship between PCA and PWB. To this end, this study targeted 307 employees of Korean small and medium-sized enterprises (SMEs), and the results are as follows. First, PCA was found to have a positive effect on career satisfaction and PCA was found to have a positive effect on career commitment. Second, PCA was found to have a significant effect on PWB. Third, career satisfaction, a parameter of this study, was found to have a positive impact on career commitment; in the relationship between PCA and PWB, the dual mediation effects of career satisfaction and career commitment were found to be significant. Finally, this study provided discussions and theoretical and practical implications based on those results, as well as directions for future research.
Subject(s)
COVID-19 , Workplace , COVID-19/epidemiology , Humans , Job Satisfaction , Personal Satisfaction , Surveys and Questionnaires , Workplace/psychologyABSTRACT
The goals of the current comparative and half-exploratory paper are to: 1) shed light on the properties of the relatively "new" construct, Heavy-Work Investment (HWI) and its two dimensions-Time Commitment and Work Intensity, (2) assess differences across 9 countries in relation to HWI, (3) gauge the effect of demographical parameters on HWI, and (4) investigate the interaction between them and COVID-19's pandemic (i.e., before COVID-19, and during the COVID-19 pandemic). Data of 3,418 employees were collected from 9 different countries: Israel, Romania, Japan, USA, Pakistan, Italy, Turkey, Brazil, and Germany. Among other findings, analyses revealed that HWI construct is stable across countries and that the mean investment at work (in the form of both time and efforts) is higher during the COVID-19's pandemic than before it. Discussion section summarizes the findings of the entire research, and elaborates on limitations and future research suggestions. (PsycInfo Database Record (c) 2022 APA, all rights reserved) (Spanish) Los objetivos de este estudio comparativo y semiexploratorio son: 1) arrojar luz sobre las caracteristicas del constructo relativamente "nuevo" inversion en trabajo duro (ITD) y sus dos dimensiones (compromiso temporal e intensidad del trabajo), 2) ver las diferencias en 9 paises relativas a la ITD, 3) analizar el efecto de los parametros demograficos en la ITD y 4) comprobar la interaccion entre ellos y la pandemia del COVID-19 (es decir, antes y durante el mismo). Se recogieron datos de 3,418 empleados de 9 paises diferentes: Israel, Rumania, Japon, EE UU, Paquistan, Italia, Turquia, Brasil y Alemania. Los analisis revelaron, entre otros resultados, que el constructo de ITD es estable en los distintos paises y que la inversion media en el trabajo (en tiempo y esfuerzo) es mayor durante la pandemia del COVID-19 que antes de la misma. En la seccion de Discusion se resumen los resultados de toda la investigacion y se abordan las limitaciones y las propuestas de investigacion futura. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
ABSTRACT
This work explores the extent to which the death of George Floyd in May of 2020 and the COVID-19 crisis affected criminal justice students’ perceptions of career commitment and motivations toward public service. A survey was administered to a cohort of criminal justice majors at one Michigan university who were between their junior and senior years, once in the spring semester of 2020, before Floyd’s death and the civil unrest that followed, and again at the end of the 2020 summer semester. The results suggest that career commitment remained unchanged between the two time points, as did the students’ COVID-related attitudes. Contrary to expectations, public service motivation increased (rather than decreased), and this change was significant. The results are more encouraging than might be expected in such a tumultuous time of history, and they may help inform educators about how students view such turmoil relative to their career choice.