RESUMO
OBJECTIVES: The study examined the mediating influence of individual psychological reactions to work on the relationship between organisational climate and job withdrawal behaviours (viz, intention to leave and absenteeism). METHODS: 1097 hospital employees were surveyed using the Queensland Public Agency Staff Survey (QPASS) to obtain measures of organisational climate, psychological reactions to work, job satisfaction, and self-reported levels of intention to leave. Group-level absenteeism data were provided from the Health Service District files. RESULTS: Two psychological states, quality of work life and job satisfaction, were found to fully mediate the relationship between the organisational climate variable, role clarity, and intention to leave, while individual distress was found to partially mediate the same relationship. However, the hypothesised mediation effect of psychological states on the relationship between organisational climate and absenteeism did not emerge. CONCLUSION: Skills shortages and increasing demands for health services make retention of staff in the health service industry vitally important. As a means of addressing this issue, this study presents an emergent mediating model defining relationships among individual psychological factors, aspects of organisational climate and intention to leave. Identification of the processes associated with staff withdrawal behaviours or intentions will assist in devising interventions to improve retention.
Assuntos
Absenteísmo , Reorganização de Recursos Humanos , Recursos Humanos em Hospital , Adulto , Atitude do Pessoal de Saúde , Austrália , Feminino , Processos Grupais , Humanos , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Modelos Psicológicos , Reorganização de Recursos Humanos/estatística & dados numéricos , Recursos Humanos em Hospital/psicologia , Recursos Humanos em Hospital/estatística & dados numéricos , Qualidade de VidaRESUMO
A sample of job seekers (N=161) were assessed on measures of well-being and the latent benefits of employment. The unemployed reported less access to the latent benefits than the underemployed. In a finer grained analysis, there was a monotonic increase from least to most access to the latent benefits from those with no paid work in the past three months, some paid work in the past three months, some current paid work, to those with considerable current paid work. Despite this, no differences in well-being were found.
