Determinants of Attitude and the Intention to Stay of Employees in Low-Cost Carriers: Using Justice Theory

The purpose of this research is to examine the influential attributes of employees' attitudes and intentions to stay in the domain of human resources management in a low-cost carrier business. Using justice theory as a theoretical underpinning, financial compensation, nonfinancial compensation, coworker relationships, and procedural fairness were derived. The explained attributes of this research were attitude and intention to stay. This study used a survey and collected data on 233 employees in low-cost carriers as survey participants. To test the hypotheses, this study employed structural equation modeling. The results showed that attitude was positively impacted by financial compensation, nonfinancial compensation, coworker relationships, and procedural fairness. The results also revealed the positive effect of coworker relationships and attitudes on the intention to stay. This study sheds light on the literature by ensuring the explanatory power of justice theory in the area of low-cost carrier business.

When and why workplace cyberbullying influences intention to stay: role of workplace social capital and affective commitment

Purpose: COVID-19 pandemic has accelerated the adoption of home-based teleworking globally. Coupled with this, there are rising concerns about workplace cyberbullying. However, less studies have explored workplace cyberbullying in non-western countries. The purpose of the current study is to examine whether workplace cyberbullying affects employees' intention to stay and to find out the mechanisms underlying the relationship. Design/methodology/approach: Data were collected among Indian home-based teleworkers. Data were analysed using SmartPLS and SPSS-PROCESS macro. Findings: Results show that workplace cyberbullying negatively impacts intention to stay and affective commitment acts as a mediator between this link. The results also reveal that workplace social capital moderates the negative effects of workplace cyberbullying on affective commitment. The results further confirm that workplace social capital moderated the indirect impact of workplace cyberbullying on intention to stay via affective commitment. Practical implications: This study highlights the potential of leveraging workplace social capital in order to reduce the negative effects of workplace cyberbullying. Originality/value: These findings can complement the previous studies on the impact of negative work events on affective commitment and intention to stay as well as extend researchers' understanding of the underlying mechanism between workplace cyberbullying and intention to stay. Furthermore, this research explains how employees can utilise social resources from workplace social capital to mitigate the negative outcomes of workplace cyberbullying. © 2023, Emerald Publishing Limited.

Addressing employee turnover in retail through CSR and transformational leadership

PurposeEmployee turnover, a reality that Indian retail organizations cannot ignore, is the central theme of this paper. The authors have aimed to empirically establish corporate social responsibility initiatives (CSRI) and transformational leadership (TL) as rather unconventional predictors that can potentially influence retail employees' intention to stay (ITS) through sequential mediation by employer branding (EB) and organizational identification (OI).Design/methodology/approachData collected using a structured questionnaire from three hundred and five frontline employees working with twenty-nine Indian retail outlets in the Delhi-National Capital Region (NCR) region was tested using structural equation modelling.FindingsFindings confirmed the impact of both CSRI and TL on ITS, with sequential mediation by EB and OI. While OI partially mediated the effect of EB on ITS, TL exerted more influence than CSRI in enhancing EB.Originality/valueThis study enhances retail literature by empirically testing a unique fusion of organization and individual-level predictors that influence ITS as an individual-level outcome. Having TL and a firm corporate philosophy of CSR spending can enhance a retailer's image as a preferred employer brand and generate OI to successfully address employee turnover

A conceptual model of volunteer retention: The influence of trust in leadership, organizational citizenship behavior, and role satisfaction as reflections of intention to remain a volunteer within an organization classified for young professionals during the COVID-19 pandemic

This paper examined potential drivers of volunteer member retention of young professionals as defined by their intention to stay, with a specific focus on members within the 21-40 age range. This focus group has been determined to benefit greatly from their experiences within these types of organizations through skill development and community enrichment. This study leverages the principles of social exchange theory and transactional leadership theory to connect trust in leadership to organizational citizenship behavior and role satisfaction to participant intention to stay behaviors in the attempt to foster an improved understanding of young professional retention behaviors. Considering the age range of the focus group, the implications of the findings can be used to better improve overall participation, further enrich those communities that depend on such volunteer support and improve volunteer organizations participation. Using a quantitative research method, 208 individuals identified by this focus group were surveyed using a research instrument that has been developed, implemented, and validated through multiple research studies that have shown statistical significance and adequate validity. As the research suggested, this study found that trust in leadership promoted positive influences on organizational citizenship behavior (p value < 0.001) with a path coefficient of 0.421 and organizational citizenship behavior promoted a positive influence on role satisfaction (p value < 0.001) with a path coefficient of 0.474. Similarly, the mediating relationship between these measures proved to be positive. Conversely, none of the measured variables had any significant correlation to the members' intention to stay behaviors, with p-values ranging between 0.176 thru 0.270, nor were there any identified relationships to the COVID-19 response, leading to further questions on motivations for intention to stay behaviors for these types of volunteer organizations. As this research was conducted during the unprecedented COVID-19 coronavirus pandemic, it isn't clear how the results of this research were swayed by changes in the economic and social landscape. Therefore, the prospect for continued research at a future time when more stability is achieved could foster an awareness of outlier influences or correlations that span economic disparities. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Perceived teacher-principal value consonance and teacher commitment: An exploratory study of K-12 and English as a Second Language (ESL) teachers' values, perceptions of their principals' values, COVID-19, and their impact on teachers' professional commitment

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)

Key Factors for Enhancing Home Care Workers' Intention to Stay by Multiple-Criteria Decision Analysis.

The ageing population is increasing rapidly in Taiwan, where the ageing rate exceeds even that of Japan, the United States and France. The increase in the disabled population and the impact of the COVID-19 pandemic have resulted in an increase in the demand for long-term professional care, and the shortage of home care workers is one of the most important issues in the development of such care. This study explores the key factors that promote the retention of home care workers through multiple-criteria decision making (MCDM) to help managers of long-term care institutions retain home care talent. A hybrid model of multiple-criteria decision analysis (MCDA) combining Decision-Making Trial and Evaluation Laboratory (DEMATEL) and the analytic network process (ANP) was employed for relative analysis. Through literature discussion and interviews with experts, all factors that promote the retention and desire of home care workers were collected, and a hierarchical MCDM structure was constructed. Then, the hybrid MCDM model of DEMATEL and the ANP was used to analyze the questionnaire data of seven experts to evaluate the factor weights. According to the study results, the key direct factors are improving job satisfaction, supervisor leadership ability and respect, while salary and benefits are the indirect factor. This study uses the MCDA research method and establishes a framework by analyzing the facets and criteria of different factors to promote the retention of home care workers. The results will enable institutions to formulate relevant approaches to the key factors that promote the retention of domestic service personnel and to strengthen the intention of Taiwan's home care workers to stay in the long-term care industry.

Professional identity, job satisfaction, and intention to stay among clinical nurses during the prolonged COVID-19 pandemic: A mediation analysis.

AIM: This study aims to examine the relationship between professional identity and job satisfaction and their impact on intention to stay among clinical nurses in China during the prolonged COVID-19 pandemic. METHODS: A cross-sectional survey was conducted from April 30 to May 25, 2021, in China. Data were collected using professional identity, job satisfaction, and intention to stay questionnaires from 1425 clinical nurses. A single mediation analysis was utilized to test the interrelationship among the variables, and the STrengthening the Reporting of OBservational studies in Epidemiology (STROBE) checklist as a reporting guide. RESULTS: Nurses indicated a medium level of professional identity, job satisfaction, and intention to stay, with mean scores of 3.85, 3.25, and 3.47, respectively. The professional identity displayed positive indirect effect on nurses' intention to stay through job satisfaction (indirect effect = 0.498, 95% CI [0.439, 0.558]). CONCLUSION: Cultivating professional identity among nurses can increase their job satisfaction and ultimately enhance the intention to stay in the nursing profession. However, this study also suggests paying more attention to job satisfaction to keep nursing retention. These may be helpful to retain the nursing workforce.

A conceptual model of volunteer retention: The influence of trust in leadership, organizational citizenship behavior, and role satisfaction as reflections of intention to remain a volunteer within an organization classified for young professionals during the COVID-19 pandemic

This paper examined potential drivers of volunteer member retention of young professionals as defined by their intention to stay, with a specific focus on members within the 21-40 age range. This focus group has been determined to benefit greatly from their experiences within these types of organizations through skill development and community enrichment. This study leverages the principles of social exchange theory and transactional leadership theory to connect trust in leadership to organizational citizenship behavior and role satisfaction to participant intention to stay behaviors in the attempt to foster an improved understanding of young professional retention behaviors. Considering the age range of the focus group, the implications of the findings can be used to better improve overall participation, further enrich those communities that depend on such volunteer support and improve volunteer organizations participation. Using a quantitative research method, 208 individuals identified by this focus group were surveyed using a research instrument that has been developed, implemented, and validated through multiple research studies that have shown statistical significance and adequate validity. As the research suggested, this study found that trust in leadership promoted positive influences on organizational citizenship behavior (p value < 0.001) with a path coefficient of 0.421 and organizational citizenship behavior promoted a positive influence on role satisfaction (p value < 0.001) with a path coefficient of 0.474. Similarly, the mediating relationship between these measures proved to be positive. Conversely, none of the measured variables had any significant correlation to the members' intention to stay behaviors, with p-values ranging between 0.176 thru 0.270, nor were there any identified relationships to the COVID-19 response, leading to further questions on motivations for intention to stay behaviors for these types of volunteer organizations. As this research was conducted during the unprecedented COVID-19 coronavirus pandemic, it isn't clear how the results of this research were swayed by changes in the economic and social landscape. Therefore, the prospect for continued research at a future time when more stability is achieved could foster an awareness of outlier influences or correlations that span economic disparities. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

THE BRAZILIAN AND PORTUGUESE INTENTION TO STAY AT HOME DURING THE COVID-19 PANDEMIC

Objective: Comparing Brazil with Portugal to analyze the influence of attitudes, social norms, and perceived control and word-of-mouth in the intention to stay at home. Methods: This is a descriptive cross-sectional study, with a sample of 426 Brazilians and 154 Portuguese, being a non-probabilistic sample for convenience. Structural equation modeling and multigroup were used to analyze the model. Originality/Relevance: The humanitarian crisis related to the COVID-19 outbreak presents unprecedented challenges that all elements of the community-governments, companies, organizations in general, and citizens-are facing daily. The most effective means found so far to reduce the spread and contagion of the disease is to ask people to stay at home and maintain social distancing. This research uses decomposed theory of planned behavior to explain behavioral intention as a result of three variables: a person's attitude toward this behavior;subjective norms;and the perception of behavioral control. Results: Perceived control is the main variable that influences the intention to stay at home both in Portugal and Brazil. In addition to perceived control, word-of-mouth also had a significant effect. For Brazil, the attitude also influences the intention to stay at home and no effect of social norms was found in either country. Theoretical/methodological contributions: This research contributes to the theory of planned behavior-using its decomposed version-by analyzing a multigroup study between two countries regarding people's intention to stay at home.

Four-Day Workweek as Post COVID-19 Alternate Work Arrangement: The Mediating Role of Organizational Commitment

This study aimed to investigate the post-COVID -19 role of perceived work-life balance and organizational commitment as antecedents to intention to stay in a four-day workweek (FDWW) arrangement. Organizational commitment was hypothesized as a mediator between perceived work-life balance and perceived work engagement. A descriptive approach with a cross-sectional design was adopted for this study. PLS-SEM was used to predict the relationship amongst exogenous and endogenous constructs. Convenience sampling-the snowball method-was used for data collection;owing to COVID-19, this appeared to be the only viable method. The study conceptualized that with pandemic-induced realization about the importance and centrality of familial ties, the employees are likely to have a strong drive towards having a work-life balance. The study, therefore, investigated the significance of a four-day workweek as a post-COVID 19 alternate work arrangement. The findings from the study indicated that with the adoption of a four-day workweek, the organizations could expect greater employee commitment and intention to stay. Another dimension of the study focused on the impact of work engagement on intention to stay, mediated by organizational commitment. The study, based on f2 values, pointed towards a significant role of work engagement in predicting variance in organizational commitment. © 2022, Associated Management Consultants Pvt. Ltd.. All rights reserved.

Hospitality industry employees’ intention to stay in their job after the covid-19 pandemic

The COVID-19 pandemic had a devastating effect on the tourism and hospitality industries in Taiwan, causing some small companies to cease trading and large companies to place their employees on unpaid leave. Placing employees on unpaid leave may have negatively affected the intention of hospitality employees to remain in their jobs. This study examined whether employees’ job insecurity and organizational identification affected their intention to stay in their job during the COVID-19 pandemic. Previously developed scales were adopted to develop items measuring job insecurity, organizational identification, and intention to stay in a job. Responses to 515 returned questionnaires were examined. The results revealed that job insecurity significantly affects organizational identification. Both job insecurity and organizational identification significantly affected intention to stay. Few studies have used path analyses to investigate the relationships among intention to stay, job insecurity, and organizational identification. The indirect effect of organizational identification was analyzed, and evidence supporting a total effect and total indirect effect was obtained. This implies that hospitality companies seeking to retain staff during crises should promote organizational identification among staff. © 2021 by the authors. Licensee MDPI, Basel, Switzerland. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license (https:// creativecommons.org/licenses/by/ 4.0/).

Licenced practical nurses' perceptions of their work environments and their intention to stay: A cross-sectional study of four practice settings.

AIMS AND OBJECTIVES: This study aimed to understand how licenced practical nurses perceive their work environments across different work settings and to analyse the association between these nurses' perceptions of their work environments and their intentions to stay employed at their current nursing unit. DESIGN: A cross-sectional descriptive survey was conducted with Licensed Practical Nurses in Alberta, Canada. METHODS: The study population consisted of 598 licenced practical nurses. Survey measures included demographic information, the Perceived Work Environment-Nursing Work Index, and an intention to stay scale. Descriptive statistics were calculated and mean scores for perceptions about the work environment were compared by work setting. The associations between perceived work environment and intention to stay were analysed using linear regression. RESULTS: Overall, licenced practical nurses rated their work environment as mixed, with statistically significantly lower scores in acute care settings. Nurse manager ability and adequate staffing and resources were the highest contributing variables.

Government and social trust vs. hotel response efficacy: A protection motivation perspective on hotel stay intention during the COVID-19 pandemic.

Based on protection motivation theory (PMT), this study conceptualizes a research framework to explain and examine customer intentions regarding hotel stays during the COVID-19 pandemic. Data were collected from 700 U.S. consumers via a crowdsourcing website in July 2020. Structural equation modeling was used to analyze the collected data for testing proposed hypotheses. The analytical results showed that the level of threat perceived by customers significantly reduced their intention to stay at a hotel. On the contrary, individual customer response efficacy significantly enhanced their intention to stay at a hotel. Additionally, both government and social trust, as well as hotel response efficacy, were found to significantly increase hotel stay intention by mediating the effects of threat perception and individual response efficacy. To the best of our knowledge, this study is one of the first attempts to apply PMT to explain customer hotel stay intentions during the COVID-19 pandemic.

Factors Related to Care Competence, Workplace Stress, and Intention to Stay among Novice Nurses during the Coronavirus Disease (COVID-19) Pandemic.

The outbreak of coronavirus (COVID-19), a public health emergency of international concern, has made healthcare staff preparation and the nurturing of high-quality and adequate nursing professionals critical issues. This study aimed to explore registered nurses' competence in nursing care and their intention to stay in their current workplace. In this study, participants who had graduated from different nursing education systems were recruited. The results indicated that nurses' level of commitment to the workplace and clinical stress were positively correlated with the experience of working with patients. Stepwise regression analysis revealed the following significant predictors for intention to stay: clinical stress, frequency of caring for people with infections, and taking a course on infectious nursing. The novice nurses' competencies in the areas of pandemic disease care and care for infectious adults depended on the experience of nursing care and nursing competence in their professional careers, which may have impact on the nurses' intention to stay. Therefore, clinical stress, frequency of caring for patients, and taking nursing courses were correlated with novice nurses' intention to stay in their professional careers.

How organisational commitment influences nurses' intention to stay in nursing throughout their career.

BACKGROUND: The current COVID 19 pandemic brings into sharp focus the global necessity of having sufficient numbers of nurses and the dire impacts of nursing shortages throughout health systems in many countries. In 2020 retaining skilled experienced nurses continues to be a major global challenge. The dominant and consistent concentration of workforce research to date has focused on attitudinal factors including job satisfaction and burnout and there is limited research on how organisational commitment in combination with job satisfaction and burnout may explain what keeps nurses in nursing. OBJECTIVES: To measure how organisational commitment in combination with job satisfaction and burnout relate to the intention of Registered General Nurses' staying in nursing (ITSN). DESIGN & METHODS: A quantitative descriptive design using a cross-sectional survey was utilised. A national postal survey of a representative sample of registered general nurses employed within the Republic of Ireland (ROI) health services was undertaken in 2010. A number of established valid and reliable instruments were used to measure attitudinal factors and their relationship with intention to stay (ITSN). Data were analysed using IBM SPSS version 24.0 and descriptive, correlational and multiple regression analysis were undertaken. RESULTS: A total of 756 registered nurses participated in this study. The strongest predictor of intention to stay in nursing was organisational commitment (ß=0.32, p=.000) while burnout and job satisfaction had a significant relationship with ITSN. CONCLUSION: Results reveal the complex and multidimensional nature of ITSN with the majority of nurses having a strong intention to stay in nursing. Organisational commitment and low burnout represented predictors which are influential in nurses remaining in nursing throughout their career lifespan. These results remain relevant in 2020 particularly in light of the ongoing pandemic when retention and recruitment of skilled and experienced nurses to the workforce will be critical to the management of health care, considering the increased nurse vacancy rates in many countries and the evident lack of resolution of the issues raised from this study.