Search Results (374)

Voluntary turnover represents a critical challenge in essential public services, where workforce attrition affects both employee well-being and service quality. The primary objective of this study was to identify the psychosocial predictors of well-being profiles and turnover intention among public transport workers, using the Job Demands–Resources model as a theoretical framework. A cross-sectional study design was employed, with 131 employees of an Italian public transport company completing a questionnaire assessing turnover intention and key psychosocial factors (job satisfaction, perceived work-related stress, work engagement, meaning of work, and perceived workplace safety). The analytical strategy integrated Latent Profile Analysis (LPA), logistic regression, and path analysis. LPA identified two distinct well-being profiles: a “low well-being profile,” with high perceived stress and low engagement and meaning of work; and a “high well-being profile,” with low stress and high engagement and work meaning. Logistic regression analyses showed that satisfaction with pay and the intrinsic nature of work tasks predicted membership in the high well-being profile. Path analysis indicated that profile membership significantly predicted turnover intention, with employees in the high well-being profile reporting lower turnover intention. Additionally, satisfaction with supervision, perceived workplace safety, and age showed direct effects on turnover intention. These findings highlight the organizational and psychological resources that can increase employee well-being and retention in the public transport sector, offering insights for preventive interventions and for promoting safer and more sustainable public transport systems. Full article

Knowledge sharing (KS) among healthcare professionals is essential for sustaining organisational learning and facilitating the transfer of expertise between experienced and less experienced professionals, thereby supporting workforce stability and retention in healthcare organisations (HCOs). However, despite its importance, high turnover among healthcare professionals remains a significant and persistent challenge in public HCOs, indicating a potential gap in understanding the mechanisms that support workforce stability. To address this gap, this study examines the interplay between work performance (WP), satisfaction with co-workers (CW), KS and turnover intention (TI) among healthcare professionals. Data from 220 respondents were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) within the Input–Process–Output (IPO) framework. The results indicate that CW positively influences KS, while KS has a negative effect on TI, thereby reducing TI. In contrast, WP does not have a statistically significant effect on KS, nor does it indirectly influence TI through KS. Furthermore, although both WP and CW were hypothesised to be predictors of KS, only CW demonstrates a significant indirect effect on TI through KS. Grounded in Social Exchange Theory (SET) and the Knowledge-Based View (KBV), the results highlight the role of KS and interpersonal relationships in supporting sustainable human resource management (SHRM). Although sustainability-related dimensions were not directly measured, the results suggest potential implications for the Sustainable Development Goals (SDGs), particularly SDG 3, SDG 8, and SDG 9. Full article

Workplace bullying is a pervasive interpersonal stressor with well-documented negative consequences for employees; however, the understanding of the psychological processes linking bullying to employee outcomes remains fragmented and constrained by methodological similarity. As a result, it remains unclear which psychological mechanisms are most central in explaining how bullying affects employees, particularly at the within-person level. Addressing this gap, the present study compared within-person variation in two mediating processes: basic psychological need (BPN) frustration and psychological capital (PsyCap). Eighty-five participants participated in a five-wave weekly diary study, completing a total of 356 surveys. As predicted, within-person variation in weekly bullying exposure predicted poorer outcomes (i.e., lower energy, higher stress, reduced belonging, and greater turnover intentions). Multilevel mediation analyses showed that BPN frustration mediated these relationships: weeks with more bullying were associated with greater need frustration and poorer outcomes. In contrast, PsyCap did not mediate these relationships. Random intercept cross-lagged panel models provided no support for lagged mediation effects, indicating that neither BPN frustration nor PsyCap transmitted the effects of bullying across weekly intervals. These findings demonstrate that workplace bullying undermines employee outcomes primarily through the contemporaneous frustration of BPN and underscore the importance of organizational interventions that support employees’ autonomy, competence, and relatedness. Full article

The hotel industry is widely induced by emotional transactions between frontline employees and their guests leading to unintentional transfer of emotions, a phenomenon known as emotional contagion (EC). EC can result in positive or negative outcomes in the workplace influencing employees’ well-being and performance. This research paper explored direct effects of emotional contagion (EC) on (H1) employees’ well-being (PW), (H2) job performance (JP), and (H3) turnover intention (IL). Based on the affective events theory (AET) and the social exchange theory (SET), employee’s psychological well-being was employed as a mediating factor (H6-H7) and leader–member exchange (LMX) as a moderator variable that might alleviate the adverse consequences of EC (H8). Cross-sectional survey data were collected online from 792 frontline employees. The proposed model was evaluated with partial least squares structural equation modeling (PLS-SEM). The findings revealed that EC can significantly weaken PW, which accordingly decreases JP and increases IL. Nonetheless, strong levels of LMX can alleviate these harmful influences, emphasizing the main significant role of LMX in regulating emotional dynamics in the service workplace. This study expands our understanding of how emotional mechanisms and LMX practices can adjust employee resilience, retention, and performance in the context of high-emotion service. Full article

Background/Objectives: Midwifery workforce sustainability faces critical challenges including high burnout and turnover rates threating the service quality and the maternal health outcomes. While self-leadership and self-compassion represent promising psychological resources, their roles relative to organizational factors remain underexplored. This study examined associations between self-leadership, self-compassion, and workforce outcomes (job satisfaction, turnover intention, performance) among Turkish midwives. Methods: A cross-sectional survey was conducted with 346 midwives working in diverse healthcare settings across Turkey from May 2021 to April 2022. Data were collected through an online self-report questionnaire using validated scales for self-leadership and self-compassion as well as measures of job satisfaction, turnover intention, and job performance, and including demographic and organizational items. Descriptive statistics, one-way ANOVA (with Eta-squared [η²] calculated to determine effect size), and correlation analyses were conducted, followed by hierarchical multiple regression and binary logistic regression to examine predictive relationships, with organizational factors entered before psychological resources. Results: Self-leadership and self-compassion demonstrated a moderate positive correlation (r = 0.342, p < 0.01). Self-leadership strongly predicted job performance (OR = 2.497, p = 0.001), particularly through natural reward strategies emphasizing intrinsic motivation (OR = 1.970, p < 0.001). However, neither psychological resource significantly predicted job satisfaction or turnover intention when organizational factors were included. Work schedule, healthcare setting, professional position, and income emerged as primary predictors of satisfaction and retention. Work experience predicted increased psychological distress (OR = 1.073, p = 0.003). Conclusions: Psychological resources demonstrate domain-specific effects on workforce outcomes in midwifery: self-leadership strategies strongly enhance job performance, whereas job satisfaction and turnover intention are influenced primarily by organizational conditions. These findings highlight the need for multi-level strategies to support the sustainability of the midwifery workforce. Full article

Objective: This study aimed to examine the effects of personality features and attitudes toward the nursing profession on job motivation and intention to quit among male nurses within the framework of the Job Demands–Resources (JD-R) model. In this framework, personality traits and perceptions of the profession were conceptualized as personal resources, while job motivation represents a motivational process that may influence turnover intention. Methods: A cross-sectional design was employed with 303 male nurses actively working in different regions of Turkey. Data were collected via an online survey using non-probability sampling methods. The measurement tools included the Attitude Scale Toward the Nursing Profession, Job Motivation Scale, Personality Features Scale, and the Nurse Turnover Intention Scale. Data were analyzed using descriptive statistics, confirmatory factor analysis, and structural equation modeling. Results: Structural equation modeling revealed that attitudes toward the nursing profession (β = −0.90, p < 0.001), personality features (β = −0.10, p < 0.001), and job motivation (β = −0.14, p < 0.001) had significant and negative effects on intention to quit. Attitudes toward the profession emerged as the strongest predictor, explaining 49% of the variance in intention to quit. Attitudes toward the nursing profession, personality features, and job motivation were found to have significant and negative effects on intention to quit among male nurses. Consistent with the JD-R model, the findings suggest that personal resources (personality and professional perception) and motivational processes (job motivation) may play an important role in shaping turnover intentions among male nurses. Accordingly, professional identity-strengthening initiatives, role model-based mentoring, and motivation-enhancing training programs may help support the retention of male nurses in the profession. Full article

Background/Objectives: Nursing turnover represents an increasing threat to the sustainability of healthcare systems. Burnout, a syndrome of chronic work-related stress, is one of the primary predictors of intention to leave work; however, certain organizational factors may be associated with variations in its impact. Among these, the leadership of the Unit Coordinator may represent a potential resource, but its association with the relationship between burnout and intention to leave remains poorly explored. This study investigates the role of coordinators’ leadership in the relationship between burnout and intention to leave the profession. Methods: A cross-sectional study was conducted among 668 nurses providing direct patient care in various Italian healthcare settings. Data were collected through an online questionnaire comprising validated scales reported in the literature. A structural equation modeling approach was used for the analysis. Results: More than 30% of the variance in burnout is explained by interpersonal conflicts, workload, and organizational constraints. Burnout accounts for 24.4% of the variance in nurses’ intention to leave their jobs. The leadership of the nurse coordinator partially mediates the relationship between burnout and nurses’ intention to leave their job (total effect β = 0.532; p < 0.001; indirect effect β = 0.139; p = 0.007; direct effect β = 0.393; p < 0.001). Conclusions: Burnout is a key predictor of nurses’ intention to leave the profession, while ethical leadership of nurse coordinators emerges as a potential organizational resource associated with this relationship. Nursing implications: These findings highlight the importance of promoting ethical leadership within nursing management as part of broader organizational strategies to improve staff well-being and potentially support efforts aimed at reducing nurses’ intention to leave the profession. Full article

Background/Objectives: Nurses’ turnover intentions are strong predictors of actual turnover, which increases costs, reduces care quality, and destabilies the workforce. This study aimed to identify the key predictors of nurses’ turnover intentions using advanced machine learning methods and to explore how demographic, well-being, and work environment factors contribute to these intentions. Methods: Cross-sectional data were collected from 2459 nurses employed across various healthcare institutions. We used multichannel invitation and snowball sampling. An artificial neural network regression model was applied, combined with iterative feature selection and SHAP analysis, to identify the most important predictors of turnover intentions and to examine nonlinear and context-dependent relationships among variables. Results: Seven predictors explained 49.8% of the variance in turnover intentions, outperforming traditional linear models. Age was the strongest predictor, with younger nurses demonstrating a substantially higher likelihood of intending to leave; this association was nonlinear, with intentions decreasing more sharply at older ages. Job satisfaction and burnout were also strong predictors, particularly among younger nurses. Four work environment factors further contributed to turnover intentions: managerial support functioned as a protective factor, interpersonal conflict increased intentions to leave, limited professional development opportunities were strongly associated with higher turnover intentions, and role conflict showed heterogeneous effects. Conclusions: Machine learning approaches enhance understanding of complex workforce dynamics and enable more precise identification of high-risk groups. The findings support age-sensitive retention strategies, proactive monitoring of nurse well-being, and organizational interventions to strengthen managerial support and professional development, ensuring workforce stability and sustainable healthcare service delivery. Full article

There is a need to enhance the behavioral health (BH) workforce. Paraprofessionals and peers are often on the “front lines” working with families affected by substance misuse. While they possess valuable lived experience, they often lack the requisite education to be most effective, resulting in high burnout and turnover. This study describes a novel training program for paraprofessionals working in family BH that included three online, 8-week courses (Level I) and a 12-month supervised apprenticeship (Level II). This study measured program satisfaction and effectiveness (knowledge, confidence, and perceived competence) and explored effects on career intention. A sample of paraprofessionals in the BH workforce provided data at baseline, after Level I, and after Level II. After Level II, 87% of participants rated their satisfaction with the program as high. Statistically significant improvements were found for knowledge, confidence, and competence across all domains. Almost all participants reported increased confidence after each level (93% and 94%, respectively). The majority (69%) reported increased interest in continuing their BH career and education. Overall, results suggest that the program was well-received by participants and was associated with improvements. Results provide preliminary support for apprenticeship-based training to enhance the BH workforce and address workforce challenges. Full article

Background/Objectives: This study aimed to examine how mindfulness and self-efficacy are associated with turnover intention among direct care workers through the hypothesized indirect pathways involving job stress and job satisfaction. Grounded in the Job Demands–Resources (JD–R) and Conservation of Resources (COR) frameworks, the study highlights the buffering and protective functions of psychological resources under high job demands. Methods: A regression-based path analysis was conducted using data collected from a structured questionnaire survey of 967 direct care workers in southern Taiwan. Results: Job stress was positively associated with turnover intention (β = 0.599, p < 0.001), whereas job satisfaction was negatively associated with it (β = −0.139, p < 0.001). Self-efficacy was positively associated with job satisfaction (β = 0.407, p < 0.001) and negatively associated with job stress (β = −0.109, p < 0.001). Mindfulness demonstrated significant direct associations with self-efficacy (β = 0.497, p < 0.001) and job stress (β = −0.200, p < 0.001), but its direct effect on turnover intention was not significant (β = −0.035, p > 0.05), implying its influence is indirect through self-efficacy, job stress, and job satisfaction. Diagnostic checks, including the Variance Inflation Factor (VIF), confirmed the absence of multicollinearity issues, and the overall model demonstrated satisfactory explanatory power. Conclusions: These findings enhance understanding of the psychological mechanisms underlying turnover intention among care workers and provide practical implications for human resource management and workplace stress interventions in long-term care settings. Full article

Background/Objectives: Job satisfaction and work-related quality of life (WRQoL) are essential determinants of nurses’ well-being, performance, and retention. Differences between school and clinical nursing environments may influence these outcomes, yet comparative evidence from Greece remains limited. This study aimed to assess and compare job satisfaction and WRQoL among school and clinical nurses and identify factors associated with professional well-being and turnover intention. Methods: A quantitative cross-sectional study was conducted between November 2024 and January 2025 among 165 nurses employed in Greek public hospitals and schools. Data were collected using demographic questions, the Job Satisfaction Survey (JSS), and the Work-Related Quality of Life (WRQoL) scale. Statistical analyses included descriptive statistics, independent group comparisons, correlation analysis, and multiple linear regression. Results: Moderate levels of job satisfaction (M = 125.10) and WRQoL (M = 75.27) were observed overall. School nurses reported significantly higher scores in both job satisfaction and WRQoL compared to clinical nurses (p < 0.001). Clinical nurses expressed a greater intention to transition to school nursing. Lowest satisfaction levels were related to salary, promotion, and fringe benefits, while supervision, coworkers, and nature of work scored highest. Strong positive correlations were found between job satisfaction and WRQoL dimensions. Regression analysis indicated that general well-being, job and career satisfaction, and working conditions significantly predicted job satisfaction, explaining 54.7% of its variance. Conclusions: Professional well-being among nurses is primarily shaped by workplace conditions rather than demographic factors. Interventions focused on improving compensation, career progression, and work environments are critical for enhancing job satisfaction and sustaining the nursing workforce. Full article

Rapid workplace changes have been associated with increased burnout and turnover intention. This study investigates the mechanisms linking decent work to employees’ turnover intention through a moderated mediation framework, in which burnout mediates the association between decent work and turnover intention, and career calling is hypothesized to moderate both the effect of decent work on burnout and the effect of burnout on turnover intention. A cross-sectional sample of 225 employees from diverse sectors in Portugal completed self-report measures. Data were analyzed using PROCESS, with 5000 bootstrap resamples. Decent work was negatively related to burnout, which in turn predicted higher turnover intention, supporting the mediating role of burnout. Career calling moderated the association between decent work and burnout, with the indirect effect of decent work on turnover intention via burnout significant at moderate and high levels of calling, but not low levels, indicating a partially supported moderated mediation. These findings highlight burnout as a key mechanism linking decent work to turnover intention, show that career calling amplifies the protective effect of decent work, and underscore the relevance of strategies aimed at fostering healthier, resilient, and sustainable workplaces. Full article

Background/Objectives: In March 2024, a resident doctor’s strike in South Korea created staffing gaps in teaching-hospital emergency departments. The purpose of this study was to evaluate pre- and post-strike changes in job stress, self-efficacy, job satisfaction, and job performance confidence among paramedics who work in hospitals and to compare patterns of change by career stage. Methods: Paramedics who work in hospitals designated as regional and local emergency medical centers completed a structured 41-item questionnaire across four domains on a 5-point Likert scale. Retrospective pre- and post-strike ratings were analyzed using paired t-tests. Subgroup analyses compared senior (≥5 years) and junior (1–2 years) paramedics. Results: Job stress increased after the strike, including additional task instruction (2.8 ± 0.9 to 3.6 ± 1.0), insufficient rest (3.1 ± 0.7 to 3.9 ± 0.9), and multitasking burden (3.3 ± 0.8 to 4.1 ± 0.9). Self-efficacy declined modestly (confronting difficult tasks: 3.9 ± 0.9 to 3.6 ± 0.9). Job satisfaction decreased (reward after work: 3.9 ± 0.7 to 3.5 ± 0.9), while turnover intention increased (2.7 ± 1.0 to 3.9 ± 0.9). Performance confidence showed minimal change (competence: 4.4 ± 0.6 to 4.3 ± 0.8). Subgroup findings were similar in seniors and juniors, with stress increasing and self-efficacy decreasing overall. Conclusions: Resident workforce shortages increased job stress among paramedics working in teaching-hospital emergency departments and heightened negative perceptions of their work. To prepare for similar workforce crises in the future, it is necessary to revise and realign the legal scope of practice to reflect paramedics’ roles and responsibilities in real-world settings while simultaneously establishing the policy and institutional infrastructure needed to support these changes. Full article

Turnover is a major concern for the hotel and hospitality industry on a global scale. This research focuses on several Middle Eastern five-star hotels in terms of transactional leadership and its relationship with employees’ turnover intentions. In addition, the mediating effect of organizational climate, along with the moderating influence of psychological contract fulfillment are examined. This research combines the premises of social exchange, organizational support, and psychological contract theories to support the development of hypotheses. A total of 350 employee data from five-star hotels in Saudi Arabia, Lebanon, Egypt, Jordan, and Bahrain was gathered using surveys using a convenience sampling method. The research used Partial Least Squares—Structural Equation Modeling (PLS-SEM) to analyze the hypotheses, which were supported by the results obtained. The importance of organizational climate and fulfilling psychological contracts is highlighted, which, under transactional leadership, can reduce turnover intentions. This is critical for the labor-intensive hotel sector with high turnover rates and random and unpredictable tasks. Transactional leadership is found to be a good fit for the Middle Eastern hotel sector through routinization and a structural approach. The current findings can be beneficial for scholars and practitioners. Full article

This study examines the impact of role overload on female hoteliers’ intention to quit, highlighting the mediating role of work–family conflict and the moderating role of co-worker support. Drawing on Conservation of Resources (COR) theory, the research conceptualizes role overload as a key job demand that depletes employees’ personal and emotional resources, triggering strain and turnover intentions. Data were collected from 255 full-time female employees working in five-star hotels in Egypt and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) via WarpPLS software version 8. The findings reveal that role overload significantly increases both work–family conflict and intention to quit, while work–family conflict partially mediates the relationship between role overload and turnover intentions. Moreover, co-worker support plays a crucial buffering role, weakening the positive effects of both role overload and work–family conflict on intention to quit. The study contributes to hospitality research by providing a gender-sensitive understanding of how high-demand hotel environments affect female employees’ retention and highlights the importance of co-worker support as a practical intervention to mitigate turnover among women employees. These insights offer valuable guidance for hotel managers aiming to enhance employee well-being and reduce attrition in luxury hotel settings. Full article