PURPOSE This study was conducted to investigate the influence of emotional labor, emotional dissonance, and burnout on nurse's turnover intention and examine the effect of job satisfaction on the relationships among emotional labor, emotional dissonance, burnout, and turnover intention. METHODS The sample consisted of 350 nurses recruited from 6 general hospitals in 2 cities in Korea. A multi...

The results of this study can be concluded as follows: 1. Organizational Commitment and Job Satisfaction have an effect on Employee Turnover. 2. is influenced by Satisfaction. Employees who feel a high level job satisfaction will remain committed to the company. 3. has negative employee turnover. are not dissatisfied with their work do 4. Based hypothesis test (t test), partially variable signi...

The objectives of this study were, first, to examine domain-specific antecedents of work-life conflict (i.e., job demands and home demands), second, to investigate, turnover intention, job satisfaction and organizational commitment as outcomes of work-life conflict relevant to organizations, and, finally, to study the role of job autonomy as a buffer between work-life conflict and these organiz...

In a field study we examined employees’ fairness perceptions of supervisor feedback and their relationships with employee well being (job depression, job anxiety, job satisfaction, turnover intentions) and perceived control at work. We hypothesized quality of leader member exchange (LMX) to partially mediate these relationships. We measured the above constructs in two different industries at tw...

The capabilities of information technologies (IT) and information systems (IS) and their role in most of today’s businesses has made IT/IS professionals scarce and precious resources for organizations. However, many job-related pressures such as ensuring business continuity in today’s competitive environment have increased their turnover. Prior research has shown job satisfaction to be a signif...

This paper introduces and tests for the endogeneity of job tenure and number of jobs in the wage equation using panel data uniquely suited for that purpose – the National Longitudinal Survey of Youth (NLSY). The model is multi-level in that there is wage dynamics – random intercept, random growth path and autocorrelated transitory variation – at the person-career level and at the job-specific l...

Background The main purpose of this study was to explore the status of occupational stress among hospital nurses in Isfahan, Iran. It also aimed to examine the relationship between nurses’ occupational stress and their intention to leave the hospital.   Methods The study employed a cross-sectional research design. A validated questionnaire was used to collect data from 296 nurses. Respondents w...

The present study tested 2 competing, extended models of the theory of work adjustment (TWA) with a sample of 100 economically distressed working African Americans receiving services at a nonprofit community center. Model 1 depicted a mediated model consistent with postulations of the TWA's original theorists. Model 2 depicted a moderated mediation model consistent with cultural critiques of th...

Objective: In Trinidad and Tobago, younger hospital-based registered nurses are at risk of leaving the hospital and the country altogether. Therefore, there is a need to investigate the factors that contribute to turnover intention among younger nurses. The literature on newcomer adjustment has been predominantly used to study the integration and adjustment of younger nurses. However, we focus ...

Employee turnover is crucial to be investigated since it diminishes organization effectiveness and impedes the capacity to meet its goals. This study was conducted to test the mediating effects of work-family facilitation and family satisfaction on the relationship between job characteristics, and intention to stay among 240 single mother employees in Malaysia. Data was collected using self-adm...