Psychological Capital and Turnover Intention: The Mediating Role of Burnout among Healthcare Professionals.

Psychological capital (PsyCap) has been identified as an individual's positive psychological state of development that can help to reduce negative organizational outcomes. However, there is still a gap in understanding how PsyCap influences different aspects of organizations. This study investigates the mediating role of burnout in the relationship between PsyCap and turnover intentions among healthcare professionals. A cross-sectional survey was conducted among 320 healthcare professionals. The estimation of the relationships between PsyCap, burnout, and turnover intentions was obtained through structural equation modelling (SEM). A mediation analysis was carried out using bootstrapping procedures. The results show that burnout has a significant and positive effect on turnover intention and PsyCap has a significant and negative effect on burnout. Moreover, burnout fully mediates the relationship between PsyCap and turnover intention. These findings suggest that PsyCap can effectively reduce negative outcomes like burnout, but its positive impact may be limited when considering other outcomes such as turnover intention.

Exploring self-regulation theory as a mechanism of the effects of psychological contract fulfillment: The role of emotional intelligence.

As self-regulation theory has increasingly been used as a theoretical lens to explain the effects of psychological contract evaluations and employee outcomes, we test whether emotional intelligence (an ability for self-regulation) is a potential moderator of these relationships. More concretely, using a multiple times survey design in an education-based organization with 247 participants, we examined whether emotional intelligence moderates the mediation effect of emotional exhaustion on the relationship between psychological contract fulfillment and turnover intentions. Using a structural equations model (SEM) framework, our results support our hypotheses that individuals with low emotional intelligence do not experience the benefits of having fulfilled psychological contracts. Psychological contract fulfillment significantly reduces the likelihood of emotional exhaustion but only for individuals with high emotional intelligence. Consequently, turnover intentions are lower for emotionally intelligent individuals who experience the fulfillment of psychological contracts. Theoretical and practical implications are discussed. We conclude our study by suggesting that emotional intelligence should be considered as a relevant individual difference in future psychological contract research.

Meaningful Work, Happiness at Work, and Turnover Intentions.

It has been documented that there is a positive relationship between a worker's subjective well-being and productivity, and individuals who are happy in their work have a better attitude when performing activities: happier employees are more productive. Turnover intention, on the other hand, may arise from various factors rather than merely the need to increase a salary, as the traditional economic theory states. The fact that the work performed does not contribute to the worker's life purpose, that there might be a bad relationship with colleagues, or else might play a role in the search for a new job. This study aims to show the relevance of meaningful work in happiness at work and turnover intention. Data from 937 professionals, in 2019, in Mexico were analyzed. Regression analyses were used to assess the impact of meaningful work on happiness at work and turnover intention. Results show that meaningful work, feeling appreciated by coworkers, and enjoyment of daily tasks significantly predict happiness at work. A logit model showed that having a job that contributes to people's life purpose, feeling appreciated, and enjoyment of daily tasks reduces turnover intention. The main contribution of the study is to identify the importance of elements of purpose and meaning in the work context, contributing to economic theory. Limitations include the use of single items from a more extensive survey, which might diminish the validity and reliability of the constructs under scrutiny. Future directions point towards the need for more robust indicators of the variables of interest, but the findings emphasize the importance of research focused on the meaning workers attribute to their own work and the effects this attribution might have on their own wellbeing, organizational results, and productivity, including a return of investment (ROI) indicators.

Job Motivation, Burnout and Turnover Intention during the COVID-19 Pandemic: Are There Differences between Female and Male Workers?

The working conditions during COVID-19 highlight the relevance of workers and their occupational health and well-being. The pandemic has caused adverse effects on workers and sharpened social and economic problems, such as a gender gap. In this study, with a multisector sample of 1044 Ecuadorian workers, we present a gender analysis where we evaluate how burnout can mediate the relationship between motivation and workers' intention to leave their jobs in the COVID-19 context. To test the proposed hypothesis, structural equation model (SEM) was used. In the proposed conceptual model, turnover intention was considered as the dependent variable, the two dimensions of motivation (intrinsic and extrinsic) were the independent variables and burnout was tested as a mediating variable. Consistent with pre-COVID-19 research, our findings confirm the incidence of job motivation on burnout and turnover intention. Additionally, through Sobel's criteria, we determine that burnout has a mediating effect between job motivation and turnover intention. In terms of gender, we find different results for female and male workers through critical ratios. Our study indicates that female and male workers' burnout and turnover intentions levels are different when intrinsic motivation is present. In contrast to pre-COVID-19 studies that indicated no gender differences on these variables, we associate these results to gender roles in lockdown conditions during the pandemic.

Performance, Satisfaction and Intention to Remain in Organizations: Individual to Contextual Predictors / Desempenho, Satisfação e Intenção de Permanecer nas Organizações: Preditores Individuais a Contextuais / Desempeño, Satisfacción e Intención de Permanecer en las Organizaciones: Desde Predictores Individuales a Contextuales

Abstract The growing importance of human capital to the success of organizations has increased the efforts to learn what companies can do to attract and retain employees capable of helping them succeed. This paper investigated what individual, organizational and contextual variables predicted competent performance, job satisfaction, and intention to remain in the organization. Participants were 262 Brazilian professionals, who answered a survey online containing measures to assess individual (sociodemographic data, personality, and moral forces), organizational (labor data, contractual, constituent, calculative and behavioral forces), and contextual aspects (perceptions about the labor market, perceived employment opportunities, and nomative forces). Their mean age was 35.4 years (SD = 8.74) and 63% were men. Three independent hierarchical linear regression analyses were conducted. Results indicate that: individual aspects were the best predictors of competent performance; organizational variables only predicted Job satisfaction, and that individual, organizational, and contextual variables predicted intention to remain. We conclude that, although different variables predict performance, satisfaction and retention of professionals, the calculative force predicts these three variables. We recommend, therefore, that evidence-based management enable clear career dialogues between employees and organizational representatives, in order to retain valuable professionals and promote satisfactory experiences in organizations.

Resumo A crescente importância do capital humano para o sucesso das organizações tem aumentado os esforços para entender o que empresas podem fazer para atrair e reter funcionários capazes de ajudá-las a alcançar sucesso. Este artigo investigou quais variáveis individuais, organizacionais e contextuais eram preditoras de desempenho competente, satisfação no trabalho e intenção de permanecer na organização. Participaram do estudo 262 profissionais brasileiros, que responderam um questionário on-line contendo medidas para avaliar variáveis individuais (dados sociodemográficos, de personalidade, e forças morais), organizacionais (dados laborais, forças contratuais, constituintes, calculativas e comportamentais), e contextuais (percepção do mercado e de empregabilidade, e forças normativas). Os participantes tinham, em média, 35,4 anos de idade (DP=8,74), e 63% eram homens. Realizaram-se três análises independentes de regressão linear hierárquica. Os resultados indicaram que: aspectos individuais foram melhores preditores de desempenho competente; apenas variáveis organizacionais predisseram a satisfação no trabalho; variáveis individuais, organizacionais e contextuais predisseram a intenção de permanecer na empresa. Conclui-se que, embora diferentes variáveis predigam o desempenho, a satisfação e a retenção dos profissionais, a força calculativa prediz essas três variáveis. Assim, recomenda-se que uma gestão baseada em evidências promova diálogos claros sobre carreira a fim de reter profissionais valiosos e promover experiências satisfatórias nas organizações.

Resumen La importancia del capital humano para el éxito es responsable de aumentar los esfuerzos para entender cómo atraer y retener a empleados capaces de contribuir al éxito organizacional. Este artículo investiga qué variables individuales, organizacionales y contextuales predicen el desempeño competente, la satisfacción laboral y la intención de mantenerse en la organización. Participaron 262 profesionales, que respondieron un cuestionario online para evaluar variables individuales (datos sociodemográficos, de personalidad, y fuerzas morales), organizacionales (datos laborales, fuerzas contractuales, constituyentes, calculativas y comportamentales), y contextuales (percepción del mercado, de la empleabilidad, y fuerzas normativas). El promedio fue 35,4 años (DE=8.74), enseñanza media completa, y el 63% eran hombres. Fueron ejecutadas tres análisis independientes de regresión lineal jerárquica. Los resultados indican que: los aspectos individuales fueron los mejores predictores de desempeño competente; sólo las variables organizacionales predicen la satisfacción en el trabajo; las variables individuales, organizacionales y contextuales predijeron la intención de permanecer en la empresa. Se concluye que, aunque diferentes variables predigan desempeño, satisfacción y retención de los profesionales, la fuerza calculativa predice esas tres variables. Así, se recomienda que una gestión basada en evidencias promueva diálogos claros sobre la carrera para retener a profesionales valiosos y promover experiencias satisfactorias en las organizaciones.

Relationship between leadership, bullying in the workplace and turnover intention among nurses.

AIM: To identify the factors associated with bullying and turnover intention among nurses. BACKGROUND: Previous studies have demonstrated an association between leadership, bullying and turnover intention. However, few studies to date have addressed this topic among nurses. METHODS: A cross-sectional study was conducted using web-based data collection followed by data analysis using logistic regression and multinomial logistic regression models. RESULTS: Having more than one job (odds ratio (OR) = 2.9) and a low relationship-oriented leadership style (OR = 5.8) were positively associated with personal and work-related bullying, respectively. A low relationship-oriented leadership style (OR = 4.0), age of 19-29 years (OR = 4.5) and length of employment at the institution of 5-10 years (OR = 4.9) were positively correlated with a high turnover intention. The following variables were correlated with a moderate turnover intention: a low relationship-oriented leadership style (OR = 3.4), having a bachelor's degree (OR = 2.0) and working in a philanthropic institution (OR = 2.5). Working in a private institution (OR = 0.8) was negatively associated with a moderate turnover intention. CONCLUSIONS: A low relationship-oriented leadership style and social and work factors were associated with bullying and turnover intention. IMPLICATIONS FOR NURSE MANAGERS: Nurse managers, in addition to developing technical skills, need to develop skills to manage human relationships to prevent bullying and turnover among nurses.

A influência da anomia e do comprometimento organizacional sobre a intenção de rotatividade em organizações / Influence of Anomie and Organizational Commitment on the Turnover Intention in Organizations

Resumo. O contexto atual das organizações é de grande competição em um mercado cada vez mais marcado por mudanças. Para as empresas se manterem competitivas em tal cenário, devem investir em ações de recrutamento, seleção e treinamento e, principalmente, criar estratégias para reter seus talentos. No presente estudo pretendeu-se testar um modelo explicativo da intenção de rotatividade a partir dos preditores anomia organizacional e comprometimento organizacional. Participaram 325 trabalhadores de diferentes organizações. Os participantes responderam a instrumentos validados para mensurar as variáveis do estudo. As respostas foram submetidas a técnica de Modelagem de Equações Estruturais. Os resultados demonstraram que a anomia exerce influência negativa sobre o comprometimento e positiva sobre a intenção de sair da empresa.

Abstract. The current context of organizations is of great competition in a market increasingly marked by change. For companies to remain competitive in such a scenario, they must invest in recruitment, selection, and training; as well as create strategies to retain their talents. The present study attempts to test an explanatory model of turnover intention with organizational anomia and organizational commitment as predictors. A total of 325 workers from different organizations participated in the study. Participants responded to validated instruments to measure study variables. The answers were subjected to Structural Equation Modeling. The results showed that anomie exerts a negative influence on commitment and a positive one on intention to leave the company.

Análise dos Fatores Organizacionais Determinantes da Intenção de Rotatividade / Análises de los Fatores Organizacionales Determinantes de la Intención de Rotatividad / Analysis of Organizational Factors that Determine Turnover Intention

Resumo Este estudo teve por objetivo investigar o papel mediador da confiança organizacional na relação entre percepção de suporte organizacional, percepção das políticas e práticas de gestão de pessoas e intenção de rotatividade. A amostra foi composta por 250 trabalhadores, predominando participantes do gênero feminino (60,8%) com idade média de 28 anos e tempo médio de trabalho de 2,8 anos. A maioria estava empregada em organizações privadas (89,25%) e possuía curso superior incompleto (60,4%). Os dados foram analisados por meio de estatísticas descritivas e análise de caminhos - path analysis (Modelagem por Equações Estruturais), de forma a aferir as relações de mediação e efeitos indiretos entre as variáveis, analisando quais representam preditores diretos ou indiretos da intenção de rotatividade. Os resultados indicaram que o modelo proposto foi parcialmente corroborado, uma vez que as relações de mediação foram apenas parciais e os efeitos indiretos não foram significativos. Sugere-se a realização de estudos com outras amostras assim como a inclusão de outras variáveis nos modelos de investigação.

Resumen Este estudio tuvo por objetivo investigar el papel mediador de la confianza organizacional en la relación entre percepción de soporte organizacional, percepción de las políticas y prácticas de gestión de personas e intención de rotatividad. La muestra fue compuesta por 250 trabajadores, predominando participantes del género femenino (60,8%) con edad promedio de 28 años y tiempo medio de trabajo promedio de 2,8 años. La mayoría estava empleada en organizaciones privadas (89,25%) y poseía curso superior incompleto (60,4%). Los datos fueron analizados por medio de estadísticas descriptivas y análisis de caminos - path analysis (Modelación por Ecuaciones Estructurales), de forma a medir las relaciones de mediación y efectos indirectos entre las variables, analizando cuáles representan predictores directos o indirectos de la intención de rotatividad. Los resultados indicaron que el modelo propuesto fue parcialmente corroborado, ya que las relaciones de mediación sólo eran parciales y los efectos indirectos no fueron significativos. Se sugiere la realización de estudios con otras muestras así como la inclusión de otras variables en los modelos de investigación.

Abstract The present study sought to examine the mediating role of organizational trust in the relationship between perceived organizational support, perception of personnel management policies and practices, and turnover intentions. The sample consisted of 250 employees, predominantly women (60.8%), with a mean age of 28 years and an average length of employment of 2.8 years. Most of them was employed in private companies (89.25%) and presented incomplete higher education (60.4%). The data was analyzed through descriptive statistics and path analysis (Structural Equations Modeling) so as to appraise the mediation relationships and indirect effects between the variables, analyzing which of them represent direct or indirect predictors of turnover intentions. The results indicated that the proposed model was only partially corroborated, given that the mediation relationships were partial and the indirect effects were not significative. We recommend further studies involving both other samples and the inclusion of other variables in the research models.

Burnout and Engagement as Mediators in the Relationship between Work Characteristics and Turnover Intentions across Two Ibero-American Nations.

This study examines the mediating effects of burnout and engagement on the relationships between work characteristics (work overload and social support) and turnover intentions in the nursing community of two Ibero-American countries within the job demands-resources model. The sample consists of 316 registered nurses employed in Uruguay and 502 employed in Spain. We used multiple structural equation modelling analyses. The proposed model fit the data for both nursing samples. Burnout was found to fully mediate the relationship between work overload and turnover intention, whereas work engagement partially mediates the relationship between social support and turnover intention. The results contribute to our understanding of the potential applicability of two leading empirical models and of the dynamic relationship between work characteristics and turnover intentions through work engagement and burnout. Researchers should continue to focus on gaining a broader understanding of the effects of work characteristics in healthcare facilities and the associated organizational outcomes. Copyright © 2015 John Wiley & Sons, Ltd.