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This study investigated changes in nurses' sense of calling during the COVID-19 pandemic, as well as possible reasons for these changes. A total of 440 nurses in Turkey responded to a single open-ended question about their work attitudes and experiences. Emergent Qualitative Document Analysis (QDA) was used to analyze the responses. Results demonstrated that nurses experienced both positive and negative changes to their sense of calling, sometimes simultaneously. The most frequently cited reasons for positive changes were nurses' perceived job significance, their desire to serve humanity, and a sense of meaningful work. In contrast, terms describing their reasons for experiencing negative changes include exhaustion, underpaid, unappreciated, overwork, disengagement, risky, stress, and anxiety. This study provides the first evidence on how a sense of calling experienced by Turkish nurses has been affected by the COVID-19 pandemic. Implications for theory, research, and practice are explored. AD -, Department of Business Administration, Isparta, Turkey ;, Management and Organization, Burdur, Turkey ;, Department of Psychology, Fort Collins, CO, USA ;, Department of Business Administration, Isparta, Turkey
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PurposeDrawing on a framework of person-organisation fit (POF) theory, this paper aims to understand how organisations can establish and maintain sustainable early-career talent pipelines. Research question one asks, "How do graduates feel that organisations can attract early-career talent?” Research question two asks, ‘What can employers learn from graduate perspectives about the retention of early-career talent?Design/methodology/approachTwenty-eight graduates from UK universities participated in semi-structured interviews in early 2022. Cohort one was composed of 15 individuals who graduated in 2008. Cohort two was composed of 13 individuals who graduated in 2020.FindingsThe findings identified two themes associated with attracting early-career talent: "Company Culture” and "Supply and Demand”. However, 2020 graduates prioritised the job role and job security, whereas 2008 graduates prioritised job location and commute duration. Three additional themes were related to the retention of early-career talent: "Career Progression”, "Health and Well-being” and "Remuneration”. Findings also highlighted how POF could evolve over time, whereby retention can be beneficial or detrimental to either party.Practical implicationsThe study identifies pragmatic approaches to attracting and retaining early-career talent and understanding how graduates' views on POF evolve over time.Originality/valueThe study extends POF research and bridges the shared sustainability themes of "person”, "context” and "time” from vocational behaviour and HRM literature streams.
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Purpose>Building on the spillover-crossover model (Bakker and Demerouti, 2013), this study aimed to examine the processes through which three forms of social support at work (i.e. from coworkers, from supervisor and organizational family-friendly) were positively associated with an individual's level of work-family balance (spillover effect), and through this latter, with one's partner's family life satisfaction (crossover effect), via the partner's perception of family social support as provided by the incumbent person.Design/methodology/approach>The authors sampled 369 heterosexual couples using a time-lagged design, surveying forms of social support at work and work-family balance at t1 and family social support and partner's family life satisfaction at t2. Data were analyzed through structural equation modeling.Findings>The results showed that coworkers’ support and organizational family-friendly support positively predicted work-family balance. Furthermore, work-family balance mediated the associations between organizational family-friendly support and coworkers’ support with instrumental family social support. Moreover, only emotional family social support positively predicted partner's family life satisfaction.Originality/value>The authors simultaneously examined the direct and indirect associations of three concurrent forms of social support at work with one's work-family balance (spillover effect). Moreover, in line with the spillover-crossover model, the authors adopted a systemic approach and assessed how one's work-family balance is associated with emotional and instrumental family social support as perceived by one's partner and the latter's family life satisfaction (crossover effect).
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Purpose>Given its importance, career optimism (CO) has drawn much attention from researchers. Fruitful evidence has been accumulated;unfortunately, a quantitative review is still lacking, which would limit the continuous development of this field. To address this, this paper uses the meta-analysis technology to evaluate the links between CO and its antecedents and outcomes.Design/methodology/approach>This study used Hunter–Schmidt method random effect meta-analysis technology to systematically evaluate the true score correlations between CO and its antecedents and outcomes.Findings>Among the CO antecedents, this study found significant links between CO and agreeableness (ρ = 0.11), career adaptability (ρ = 0.55), career knowledge (ρ = 0.43), career decision self-efficacy (ρ = 0.52), social support (ρ = 0.30), conscientiousness (ρ = 0.54), extraversion (ρ = 0.38), gender (ρ = 0.07), GPA (ρ = 0.11), neuroticism (ρ = −0.42), and openness (ρ = 0.27). Moreover, among the CO outcomes, significant links have been found between CO and academic satisfaction (ρ = 0.43), career choice satisfaction (ρ = 0.44), career decisiveness (ρ = 0.37), depersonalization (ρ = −0.48), and emotional exhaustion (ρ = −0.59).Originality/value>By conducting the first meta-analysis of CO, our study contributes to the CO literature. Additionally, our study increases the knowledge of CO, which would help leaders in the school or workplace to understand the significance of CO better and thereby take actions to intervene and increase students or employees' CO.
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Purpose>The purpose of this paper is to examine the experiences of employees who are exposed to dysfunctional behaviors by their leaders in a healthcare organization.Design/methodology/approach>This study employed a qualitative methodology drawing on 25 semi-structured interviews with administrative and clinical employees working in a healthcare setting operating in Riyadh, Saudi Arabia.Findings>This study’s findings provide insights into dysfunctional leadership phenomena based on employees’ personal experiences with dysfunctional leaders. Dysfunctional leaders have several harmful behaviors, such as behaving in abusive ways, marginalizing others, engaging in favoritism, and degrading employees. This study also demonstrated that the leaders’ negative behavior directly influences employees to leave their jobs, contributes to feelings of alienation at work, reduces their commitment, and frequently creates serious psychological and physical problems. This study also discovered that over time the negative effects of a dysfunctional leader do not stop at employees;it also filters through to other areas such as the organizational environment and family life.Originality/value>Dysfunctional leadership is under-studied within the context of the Middle Eastern region. Therefore, this study’s findings provide theoretical and practical implications. It provides information about employee experiences and how dysfunctional behavior influences individuals and, ultimately, organizational life. Furthermore, this study has value to practitioners by offering suggestions for organizational interventions for creating more effective policies and programs to support employees’ careers and well-being.