Predictors of nurses' turnover intention at one and five years' time.

AIM: This study examined the role of job dimensions, job satisfaction, psychological stress and job burnout in predicting turnover intention at one and five years' time among professional nurses in the Philippines. METHODS: A cross-sectional design was utilized in the study using a convenience sample of 549 registered nurses from six hospitals in the Central Philippines during the period of October 2018 to January 2019. Five self-report scales were used in this study. RESULTS: Overall, 46.1% (n = 253) and 78.9% (n = 433) of nurses reported planning to leave the organization at one and five years' time, respectively. The type of hospital, job satisfaction and job burnout explained variances for turnover intention at one and five years' time. Separately, hospital bed capacity and job stress predicted turnover intention at five years' time. None of the job dimensions accurately predicted turnover intention in nurses. CONCLUSION: Higher turnover intention results at one and five years' time were dependent on nurses' psychological stress, job burnout and job satisfaction. IMPLICATIONS FOR NURSING PRACTICE AND POLICY: Organizational measures aimed at reducing stress and burnout and increasing job satisfaction in nurses are critically important to enhance the retention of nurses and ensure continued quality of nursing care.

Preferencias de empleo de las estudiantes de doctorado en Ingeniería

Resumen Este artículo analiza las preferencias de empleo de las mujeres estudiantes de doctorado en Ingeniería. Estas preferencias oscilan entre la academia y la industria y se las compara con las de los estudiantes hombres. Trabajos previos de investigación sobre mujeres con doctorado se han enfocado en el clima laboral, las experiencias de acoso sexual, el impacto de los factores familiares en la trayectoria laboral y los ingresos salariales. El análisis está basado en información obtenida de una encuesta virtual aplicada a estudiantes de doctorado en ingeniería provenientes de una universidad en Colombia. Los resultados muestran que las estudiantes mujeres tienen mayor interés por espacios laborales en los cuales puedan realizar investigación y tienen una alta valoración por atributos laborales como la posibilidad de colaborar con otras instituciones /organizaciones. Una de las principales conclusiones del estudio es que las mujeres presentaron mayor inclinación por los atributos laborales que caracterizan a la academia mientras que los hombres evidencian una mayor por los relacionados con la industria y se mostraron menos interesados en optar por una carrera académica.

Abstract This paper analyses career preferences of women who are doing a Ph.D. program in engineering and compares them with those of men doing a Ph.D. program in engineering. Research on women with doctoral education has focused on exploring topics related to job climate, sexual harassment, the impact of family factors on job experience, employability, and salary earnings. The analysis is based on data collected from online survey administered to women doing a Ph.D. program in engineering at a university in Colombia. The results show that women have an interest in jobs in which they can do research as well as a high perception over job attributes, such collaboration with institutions/organization. One of the main conclusions of the study is that women show greater inclination for the work attributes of the academy while men show a greater tendency for those related to the industry and men are less interested in an academic career.

A Psychosocial Occupational Stress Modal Among Academic Employees In Thai Government Universities Under Job Conditions

Psychosocial occupational stress is one of the health hazards in the workplace in the view of occupational health. The aim of this study was to analyze a psychosocial occupational stress model among academic employees in Thai government universities under job conditions, Thailand. Primary data were collected from 500 academic employees in Thai government universities using stratified random sampling. The relationship between stress and tasks among academic employees in Thai government universities under normal job conditions was verified using a psychosocial occupational stress model. The results found that teaching and researching tasks had a direct effect on stress with standardized regression weights of 0.279 and 0.186, respectively (p-value < 0.01). In addition, teaching tasks had a negative relationship with academic service tasks with standardized regression weights of -0.199 (p-value < 0.01). At the same time, teaching tasks also had an indirect effect on stress through academic service tasks. Academic service tasks had a direct effect on stress with standardized regression weights of 0.098 (p-value < 0.05). By contradiction, the cultural preservative task did not have direct effect on stress (no significance). In addition, this model under normal job conditions is an appropriate model to describe the stress among academic employees in Thai government universities under job conditions because it indicated a very close fit and an excellent goodness of fit index. This psychosocial occupational stress model displayed that teaching tasks had the most direct effect on stress among academic employees in Thai government universities under job conditions.

IS WORK-FAMILY CONFLICT A MULTILEVEL STRESSOR LINKING JOB CONDITIONS TO MENTAL HEALTH? EVIDENCE FROM THE WORK, FAMILY AND HEALTH NETWORK.

PURPOSE: Most research on the work conditions and family responsibilities associated with work-family conflict and other measures of mental health uses the individual employee as the unit of analysis. We argue that work conditions are both individual psychosocial assessments and objective characteristics of the proximal work environment, necessitating multilevel analyses of both individual- and team-level work conditions on mental health. METHODOLOGY/APPROACH: This study uses multilevel data on 748 high-tech professionals in 120 teams to investigate relationships between team- and individual-level job conditions, work-family conflict, and four mental health outcomes (job satisfaction, emotional exhaustion, perceived stress, and psychological distress). FINDINGS: We find that work-to-family conflict is socially patterned across teams, as are job satisfaction and emotional exhaustion. Team-level job conditions predict team-level outcomes, while individuals' perceptions of their job conditions are better predictors of individuals' work-to-family conflict and mental health. Work-to-family conflict operates as a partial mediator between job demands and mental health outcomes. PRACTICAL IMPLICATIONS: Our findings suggest that organizational leaders concerned about presenteeism, sickness absences, and productivity would do well to focus on changing job conditions in ways that reduce job demands and work-to-family conflict in order to promote employees' mental health. ORIGINALITY/VALUE OF THE CHAPTER: We show that both work-to-family conflict and job conditions can be fruitfully framed as team characteristics, shared appraisals held in common by team members. This challenges the framing of work-to-family conflict as a "private trouble" and provides support for work-to-family conflict as a structural mismatch grounded in the social and temporal organization of work.