ABSTRACT
PurposeThis study aims to examine the relationship between polychronicity, job autonomy, perceived workload, work-family conflict and high work demand on the health-care employee turnover intention during the COVID-19 pandemic. Design/methodology/approachThe authors conducted quantitative research in private hospitals using a self-administered questionnaire, and 264 respondents participated. The authors also used an analysis of moment structures to determine the relationship between independent and moderating variables. FindingsThe results show a significant positive relationship between polychronicity, job autonomy, perceived workload, work-family conflict and high work demand, affecting turnover intention. This study also found the moderating effect of high work demand on work-family conflict and turnover intention. Research limitations/implicationsThis research was limited to hospitals in Bahrain during the COVID-19 pandemic. Nevertheless, the findings highlight the factors associated with health-care employee turnover intention and only five factors were identified. Practical implicationsThis study enhances the theoretical and practical effects of turnover intention. The results provide a competitive benchmark for hospital managers, administrators and governing bodies of employee retention. Social implicationsIt advances economics and management theory by enhancing the understanding of health-care employees' turnover intention in Bahrain. It serves as a basis for future large-scale studies to test or refine existing theories. Originality/valueTo the best of the authors' knowledge, this study is the first to adopt extrinsic variables in self-determination theory to measure the turnover intention of health-care employees. However, using resources in a crisis can be applied to any disaster.
ABSTRACT
There is an emerging shift in human-computer interaction (HCI) research from things to events and towards time and temporality as a design material, which is made even more urgent by the unique time of the COVID-19 period. This paper pushes this shift forwards by investigating factors and the way that these shape online media multitasking behaviour over time during COVID-19. We model the factors along the WHAT and HOW dimensions of the HCI-over-Time model (HCIoT) with self-report data from 117 university students and objective behavioural data from 40 university students, who participated in an online course over 2 weeks during COVID-19. The results indicated a pervasiveness of media multitasking behaviour over time in an online course, driven by individual factors and enhanced by their mutual fit. Based on interpretation of our data, we suggest conceptualizing the COVID-19 period as the larger temporal environment in the HCIoT model. The discussion further explains how the broader idea of human-computer-environment fit is significant to understand HCIoT through an interaction lens. We discuss methodological issues related to differentiating between self-report and behavioural measures when applying the HCIoT model. The conclusion supports the feasibility and significance of conceptualizing media multitasking during COVID-19 as temporal HCI and of further developing and operationalizing the HCIoT model by using both behavioural and self-report measures.
ABSTRACT
Given the ubiquitous nature of mobile devices and information and communication technologies (ICT), after-hours work-related interruptions (AHWI) occur anywhere and anytime in China. In the current study, an alternative person-environment (P-E) fit model of ICT-enabled AHWI, hereafter referred to as IAWI, that treats polychronic variables as moderated solutions are presented. A cross-sectional survey among 277 Chinese employees (average age: 32.04 years) was conducted in September 2022 and tested by PLS-structural equation modeling to validate our hypotheses. The results indicated that IAWI had a positive influence on employees' innovative job performance and in-role job performance (ß = 0.139, p < 0.05; ß = 0.200, p < 0.01; ß = 0.298, p < 0.001). Moreover, among employees with higher levels of polychronicity, the heightened effects of IAWI on innovative job performance were increased (ß = 0.112, p < 0.05). This study offers implications for employees: under IAWI situations, they could search for a person-environment (P-E) that is fit to buffer the negative aspects of IAWI, consequently increasing their innovative job performance and in-role job performance. Future research could extend beyond this framework to explore employees' IAWI and job performance balance.
Subject(s)
Communication , Job Satisfaction , Humans , Adult , Cross-Sectional Studies , Surveys and Questionnaires , ChinaABSTRACT
Given the importance of individual level creativity, this paper investigates the influence of employee polychronicity on employee creativity among nurses in the healthcare sector. The current research also tests how job engagement acts as a mediator between employees' polychronicity and creativity. Finally, thepaper analyzes the role of functional flexibility as a moderator that enhances the influence of polychronicity on employee creativity. The current paper presents empirical research, and cross-sectional data were gathered from 457 nurses (Subordinate Staff) and 127 doctors (Supervisors) working in 37DHQ (District Head Quarters) hospitals in Pakistan. Descriptive statistics, correlation, and multiple-regression techniques were applied for analyzing the collected data. The findings proved that the nurses' polychronic attitude increases their creativity. Findings revealed that job commitment plays a mediating role between polychronicity and employee creativity. The findings proved that functional flexibility enhances the link between polychronicity and creativity. This research has contributed to both theory and managerial practice about the interplay of polychronicity, creativity, job engagement, and functional flexibility among nurses. The management in practice should focus on employee attitude, i.e., polychronicity, for improving their creativeness.