RESUMO
Introduction: Understanding work dynamics is imperative for organizational efficiency in the healthcare industry. Therefore, achieving such a feat is akin to knowing the interplay between organizational cynicism, organizational support and turnover among nurses in the healthcare sector in Nigeria. Aim: This present study aimed to examine the moderating role of perceived organizational support on the association between organizational cynicism (cognitive, affective, and behavioral dimensions) and turnover intention among Nigerian nurses. Methods: The study is a descriptive cross-sectional survey research conducted on a sample of 515 nurses, aged between 29-55 years, with mean age = 34.3 and SD = 9.4 drawn across different government-owned hospitals from the southeast geographical region of Nigeria through snowball sampling method. Three instruments, the Turnover Intention Scale, Organizational Cynicism Scale and Survey of Perceived Organizational Support Scale were used for data collection, while the Hayes PROCESS Macro for SPSS version 23 was used for data analysis. Results: The results showed that organizational cynicism dimensions were positively associated with turnover intention among nurses, whereas organizational support negatively associated with turnover intention of Nigerian nurses. In addition, perceived organizational support moderated the association between organizational cynicism (affective and behavioral dimensions) and turnover intention among nurses. The study evidenced a strong association between organizational cynicism and turnover intention among nurses in their work setting. The study observed that organizational cynicism is a recipe for nurses' turnover intention and that organizational support decreased the extent to which nurses experience turnover intention. Conclusion: The results showed that organizational cynicism dimensions positively associated with turnover intention among nurses in Nigeria. In addition, the association between organizational cynicism (affective and behavioral) dimensions were moderated by perceived organizational support. The study suggests that perceived organizational support mitigates the positive relationship between organizational cynicism and turnover intention. The result provided further evidence of how perceived organizational support can influence motivation and morale in the workplace.
RESUMO
Background and Objectives: It has been evidenced that retirement transitions are accompanied by preretirement anxiety about transitioning from a work-oriented lifestyle to retirement. Most employees do not proactively address these concerns during this transitional period. Thus, identifying the factors inherent in preretirement anxiety is imperative for a positive retirement transition. This study explored the role of financial self-efficacy and preretirement goal clarity on preretirement anxiety and the mediating role of job embeddedness in such relationships among prospective retiree nurses in Sub-Saharan Africa. Research Design and Methods: This cross-sectional study used self-report measures of the Pre-retirement Anxiety Scale, Financial Self-Efficacy Scale, Retirement Goal Clarity Scale, and Job Embeddedness Scale for data collection. A total of 236 nurses participated in the study. Descriptive analyses were done to determine the bivariate correlations among the study variables, while regression-based path analysis was carried out to test the hypotheses. Results: Results revealed that goal clarity and financial self-efficacy showed a strong negative association with preretirement anxiety. Also, higher job embeddedness was negatively associated with preretirement anxiety. In addition, there was a significant indirect relationship between financial self-efficacy and preretirement anxiety, as well as preretirement goal clarity and preretirement anxiety through job embeddedness. Hence, the influence of financial self-efficacy and preretirement goal clarity on preretirement anxiety was mediated by job embeddedness. Discussion and Implications: The results emphasized that financial self-efficacy and preretirement planning are imperative for a positive perception toward retirement transition. In addition, job embeddedness should be encouraged among employees because it facilitates connectedness and interrelatedness in social fusion, ideas, and projections toward retirement transition. This connotes that the development of attachment to place and the formation of strong social ties are sacrosanct for retirement transition. These results are crucial for developing a methodology for support services for prospective employees in retirement transition.
RESUMO
An issue that affects the academic engagement, performance, health and wellbeing of university undergraduates is bullying. Substantial literature has examined the predictors of bullying perpetration, but there is little research on the contributions of internet-related factors and the propensity to take risks in bullying. We examined the roles of IGD, risk-taking behavior, and internet addiction in social bullying. Four instruments were used for data collection, namely: Young Adult Social Behavior Scale (YASB), the Internet Gaming Disorder Scale (IGDS9-SF), Domain-Specific Risk-Taking Scale, and the Internet Addiction Test (IAT) Scale. Participants were 552 undergraduate students from the University of Nigeria, Nsukka consisting of 143 males and 409 females (age range = 17-32 years; M = 21.45; SD = 2.71). Results of regression analysis showed that gaming disorder (GD) and risk-taking behavior had positive associations with social bullying. Thus, the more people grow addicted to internet gaming and takes more risks, the more they are likely to become bullies. Internet addiction had no significant association with social bullying. Efforts should be made to minimize the rate of dysfunctional internet use, GD and risk-taking behaviors of undergraduates in order to curtail bullying perpetration.
