Work engagement, job satisfaction, and turnover intentions

Understanding nurses' engagement and drivers is crucial as it impacts patient experience, safety and healthcare quality. Despite the rapid growth of the private healthcare sector and numbers of nurses, little is known about the factors influencing work engagement and its relationship with job satisfaction and turnover intention among nurses in private hospitals of Nepal, where working conditions and organizational structures differ from the public sector. This study aims to assess work engagement levels, identify factors that increase or decrease work engagement among nurses, and determine its association with job satisfaction and turnover intention. A facility-based cross-sectional study among 211 nurses in private hospitals of Pokhara was conducted from September to October, 2024 using a self-administered structured questionnaire. The questionnaire assessed work engagement as the dependent variable and job satisfaction and turnover intention as outcome variables. Work engagement was measured using the 17-item Utrecht Work Engagement Scale, while job satisfaction and turnover intention were measured using the 5-item Short Index of Job Satisfaction and the 3-item Turnover Intention Scale, respectively. Multistage random sampling was applied, and data were entered in Epi Data and analyzed in SPSS. Descriptive statistics and inferential analyses, including Chi-square tests was used to identify the associated factors and logistic regression was used to measure the strength of association between opportunities for career development and perceived workload with work engagement. The mean score for work engagement among nurses working in private hospitals is 4.29 ± 0.72, which is considered to be high. Binary logistic regression showed that opportunities for career development (aOR: 9.256, 95% CI: 1.803-47.511) and perceived workload (aOR: 3.586, 95% CI: 1.170-10.989) were found to be associated with work engagement. Similarly, there found a significant association between work engagement and job satisfaction (aOR: 5.076, 95% CI: 2.557-10.076). Nearly two third of the nurses working in private hospitals had high work engagement level. In multi-variates logistic regression analysis, opportunities for career development and perceived workload were found to be associated with work engagement. Work engagement was found to be significantly and positively associated with job satisfaction.

Context: The healthcare profession is one of the largest growing occupations in the United States. Yet, there is a shortage of healthcare professionals and the situation is further compounded by insufficient instructors to prepare individuals to provide safe and quality care. A number of teachers leave the profession within 3 to 5 years of work in the classroom. It is important to ensure that teachers are satisfied and engaged at work because of the positive impact these job attitudes contribute to performance. Considering the importance of Career and Technical Education (CTE) health science teachers to the health sector, there is need to examine teacher job satisfaction and work engagement and the impact this may have on turnover intention. The purpose of this study is to examine the relationships between job satisfaction, work engagement, and turnover intention of CTE health science teachers in the United States (US).Approach: In this study, hierarchical multiple regression was used to analyze a total of 249 responses from CTE health science teachers in the State of Texas in the US.Findings: The results showed positive correlations between job satisfaction and work engagement. Additionally, job satisfaction and work engagement were negatively correlated with turnover intention. The finding also indicated that work engagement did not moderate the relationship between job satisfaction and turnover intention.Conclusions: This study builds on the work of previous researchers by further supporting the links between job satisfaction, work engagement, and turnover intention specifically in the context of teachers in CTE health science. Leaders in academic settings play a role in ensuring that strategies are in place to satisfy and engage teachers as practical ways to reduce turnover intention. In particular, administrative leaders should recognize teachers’ contributions, provide development opportunities, and promote challenging responsibilities and autonomy within the classroom. It is critical to have adequate and qualified teachers to prepare individuals to deliver safe and quality healthcare.

The purpose of this research was to investigate the relationships between job satisfaction, work engagement, and turnover intention of health science teachers in the state of Texas. The healthcare profession is one of the largest growing occupations in the U.S. nationwide. The job growth outlook for healthcare professionals is projected to be on average 34% between 2014 and 2024. Despite the growing healthcare job categories, there is a shortage of healthcare professionals in the U.S. This study addressed the shortage of health science teachers in secondary education. Considering the importance of healthcare, especially with an aging U.S. population, it is critical to study the impact of work engagement and job satisfaction on teacher intent to leave the health science teaching profession. Through a correlational survey research design it was found that job satisfaction and work engagement are negatively related to turnover intention. Hierarchical regression analysis indicated that job satisfaction accounted for 39.6% of the variation in turnover intention. Findings also showed that work engagement did not moderate the relationship between job satisfaction and turnover intention. Implications for research and practice are discussed and conclusions are provided.

The research aimed to examine the mediating role of job satisfaction and work engagement in the relationships between polychronicity, job performance, and turnover intention among employees in Batam’s manufacturing industry. While polychronicity had been widely studied in service sectors, its impact within the structured, efficiency-driven manufacturing environment remained underexplored. The research filled this gap by examining how polychronicity influenced job outcomes in a sector that prioritized operational consistency and productivity. The research collected data from 350 manufacturing employees using a quantitative approach and purposive sampling. Then, data were analyzed using Partial Least Square-Structural Equation Modeling (PLS-SEM) with the SmartPLS version 3.2.9 software. The findings reveal that polychronicity significantly influences job satisfaction, turnover intention, and work engagement but does not have a significant direct effect on job performance. Furthermore, job satisfaction and work engagement positively impact job performance, although they do not significantly affect turnover intention. The research also highlights the mediating roles of work engagement and job satisfaction between polychronicity and both job performance and turnover intention. However, work engagement does not mediate the relationship between polychronicity and turnover intention. These insights contribute to a nuanced understanding of how multitasking capabilities shape work outcomes under the unique pressures of manufacturing, emphasizing that demographic factors like gender, age, and marital status may further influence the effects of polychronicity

Purpose Servant leadership has been tested as having a positive impact on employee self-efficacy which has been tested in the marketing literature within a service-delivery context. To date, there are no studies testing the Servant Leadership → Self-Efficacy path leading to salesperson job satisfaction, sales performance, and turnover intentions within a B2B context. The purpose of this study is to assess whether servant leadership has a direct relationship on salesperson self-efficacy (positive), job satisfaction (positive), performance (positive) and turnover intentions (negative). Second, the intent is to test whether servant leadership indirectly affects turnover intentions through self-efficacy, job satisfaction and performance as single and serial mediated paths. Finally, the study tests whether gender, firm size and job demands as challenge and hindrance stressors serve to moderate these hypothesized paths. Method Data was gathered over a 10-day period using an online survey from a survey panel of U.S. sales professionals who sell products and services to businesses within their sales role. The data was approximately evenly split between females and males and between smaller firms (less than 250 employees) and larger companies (more than 250 employees). The authors used Hayes Process Model 4 to test the hypothesized relationships. Findings Key results in this study suggest that servant leadership has a direct impact on salesperson job satisfaction (positive), self-efficacy (positive), and turnover intentions (negative), but fails to influence salesperson performance directly. Further, salesperson job satisfaction directly decreases turnover intentions; performance directly increases turnover intentions; but self-efficacy fails to have a direct impact on turnover intentions. Servant leadership has a direct impact on turnover intentions and indirect influence through job satisfaction (single mediator) and through self-efficacy, job satisfaction, and performance as serially mediated paths (Self-Efficacy → Job Satisfaction and Self-Efficacy → Performance). One significant finding is that servant leadership fails to directly influence salesperson performance suggesting that self-efficacy may exhibit suppressing the effects on Servant Leadership → Salesperson Performance path. Finally, the results indicate that gender (binary) and firm size (< 250 employees and > 250 employees) fail to serve as moderators on the proposed paths. However, servant leadership behaviors buffer the effects of challenge and hindrance stressors at low and moderate levels, but fail to have a buffering effect at high levels of challenge and hindrance stressors. Implications This study confirms that sales managers should consider adopting servant leadership to raise salesperson job satisfaction to aid in retaining sales talent (lower turnover intentions). Furthermore, sales managers who adopt servant leadership behaviors raise salesperson self-efficacy, which is a new finding that has not been tested to date in the marketing literature. Further, self-efficacy seems to suppress the direct link between servant leadership and salesperson performance indicating that servant leadership positively influences salesperson self-efficacy leading to higher salesperson performance as a mediated path. Also, salespeople who are high performers experience higher turnover intentions, possibly suggesting that high sales producers may perceive they should leave for better compensation or growth opportunities elsewhere. These relationships seem to hold regardless of gender and firm size. Finally, servant leadership seems to buffer the effects of low and moderate levels of challenge and hindrance stressors on job satisfaction, performance and turnover intentions. Originality This study provides further clarity as to whether servant leadership has a direct, partially mediated, or fully mediated influence on salesperson job satisfaction, performance and turnover intentions. The results support that servant leadership fails to directly influence salesperson performance; however, servant leadership increases self-efficacy, which in turn increases salesperson performance. This is a new finding within a business-to-business sales context. Another contribution to the nomological net is that servant leadership indirectly lowers salesperson turnover intentions through serial mediated paths consisting of self-efficacy, job satisfaction and performance as mediators.

Aim/Purpose: This study forms part of the World IT Project, which aims to gain a deeper understanding of individual, personal and organisational factors influencing IT staff in a modern, work environment. The project also aims to provide a global view that complements the traditional American/Western view. The purpose of this study is to investigate and report on some of these factors, in particular, the role that job satisfaction has in turnover intention (i.e., changing jobs within the IT industry) and turn-away intention (i.e., moving to another industry other than IT) in South Africa. Background: Several studies have reported on the importance of an employee’s job satisfaction to organisation success, and the various factors that influence it. Most studies on job satisfaction adopted a Westernised and not a global view. Very few empirical studies have been conducted on job satisfaction of IT workers in South Africa. This paper reports on the individual, personal and organisational factors that influence the job satisfaction of IT staff in South Africa. Methodology: The study uses statistical analysis of survey data acquired through the World IT Project. Both online and paper based questionnaires were used. A sample size of 301 respondents was obtained from the survey, which was conducted over a period of 6 months during 2017. The factors that influence IT job satisfaction were analysed using correlation analysis, multiple regression analysis and discriminant analysis. The factors investigated were employee and organisational demographics, aspects of occupational culture, and various job-related individual issues. Contribution: This paper presents the only study focused specifically on turnover and turn-away intention amongst IT staff in South Africa. The final proposed model, grounded in the empirical dataset, clearly shows job satisfaction as a strong mediating construct explaining most of the variance in the IT professional’s intention to leave the organisation (i.e. their turnover intention) and the industry (i.e. their turn-away intention). Findings: The findings revealed that there was a significant correlation between job satisfaction and turnover intention as well as between job satisfaction and turn-away intention of IT staff. Perceived professional self-efficacy, strain and experience were also highly correlated with turnover intention. Professional self-efficacy was also significantly correlated with turn-away intention. Based on the analyses that were conducted, a research model is presented that shows the relationships between the various antecedents of turnover and turn-away intention. Recommendations for Practitioners: Managers in organisations dealing with the shortage of IT skills can use the model to plan interventions to reduce IT staff turnover rates by focussing on addressing the identified individual issues such as strain, job (in)security and work load as well as the personal value and IT occupational culture issues. Recommendation for Researchers: Researchers in the field of IT staff recruitment and management can find value for their research in the proposed refined model of IT job satisfaction and turnover intention. Future research could possibly replicate the study in other countries or could focus on different factors. Impact on Society: IT skills play a crucial role in society today and are therefore in high demand. However, this demand is not being satisfied by the current rate of supply. Research into what factors influence IT staff to leave the organisation or the industry can assist managers with improving their employee relations and job conditions so as to reduce this turnover and increase organisations’ and society’s competitiveness and economic growth. Future Research: It would be interesting to determine if the findings are similar for a sample of smaller organisations and/or younger IT employees since this study focussed on larger organisations and more experienced staff. Future research could also compare the findings of South African organisations with those in other countries.

The purpose of this research is to describe and analyze the effect of job satisfaction and job insecurity on turnover intention through work engagement. This research is a quantitative research. The population in this study were employees of the Al-Fatimah Bojonegoro Modern Islamic Boarding School with a total of 120 people using a simple random sampling technique, a sample of 92 people was obtained which was calculated using the formula developed by Slovin with an error rate of 5%. Data collection techniques with questionnaires and documentation were then analyzed using Partial Least Square (PLS). The results of the study state that Job Satisfaction is in the very good category. While Job Insecurity, Work Engagement and Turnover Intention are in the good category. Job satisfaction has no significant effect on Work Engagement, Job Insecurity has a significant effect on Work Engagement, Job satisfaction and Work Engagement have a significant effect on Turnover Intention, Job Insecurity has no significant effect on Turnover Intention, Job satisfaction has no significant effect on Turnover Intention through Work Engagement. Job Insecurity has a significant effect on Turnover Intention through Work Engagement.

To assess turnover intention among experienced nurses and explore the effects of work environment, job characteristics and work engagement on turnover intention. The nursing shortage is an urgent concern in China. A high turnover rate of experienced nurses could have serious effects on the quality of care, costs and the efficiency of hospitals. It is crucial to explore the predictors of turnover intention and develop strategies tailored to experienced nurses. A descriptive, cross-sectional survey design. A total of 778 experienced nurses from seven hospitals was surveyed on their work engagement, job characteristics, work environment and turnover intention in March-May 2017. Structural equationmodelling was used to test a theoretical model and the hypotheses. The results showed that 35.9% of experienced nurses had high-level turnover intention. The final model explained 50% of the variance in experienced nurses' turnover intention and demonstrated that: (1) work environment was positively associated with higher work engagement and lower turnover intention and work engagement partially mediated the relationship between work environment and turnover intention; and (2) job characteristics were positively related to higher work engagement and lower turnover intention and work engagement fully mediated the relationship between job characteristics and turnover intention. The study confirms the intrinsic and extrinsic motivators on work engagement posited by job demands-resources model. Theory-driven strategies to improve work environment, enhance job characteristics and promote wok engagement are needed to address the nursing shortage and high turnover intention among experienced nurses.

Purpose: The aim of the study was to analyze the relationship between job satisfaction and turnover intentions among nurses in South America Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Studies in South America indicate that job satisfaction among nurses is inversely related to their turnover intentions. Nurses who report higher job satisfaction tend to have lower turnover intentions. Factors such as supportive work environments, professional growth opportunities, and recognition contribute to job satisfaction, while heavy workloads and inadequate staffing elevate turnover intentions. Addressing these concerns is vital for healthcare organizations in South America to retain nursing staff and ensure quality patient care. Unique Contribution to Theory, Practice and Policy: Job characteristics theory, social exchange theory &amp; expectancy theory may be used to anchor future studies on the relationship between job satisfaction and turnover intentions among nurses in South America. Encouraging participatory decision-making, providing avenues for feedback, and offering resources for stress management can contribute to a positive work environment conducive to job satisfaction and retention among nurses. Advocate for policy changes at institutional and governmental levels to address systemic issues impacting nurse job satisfaction and turnover intentions

摘要: 职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。(1)层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;(2)内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;(3)中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响

The relationship between work engagement, job satisfaction, turnover intentions, and identity within organisations was investigated. Social identity theory (SIT) proposes that individuals derive part of their self-concept from their group memberships, and previous research has shown that individuals derive a degree of engagement and job satisfaction based on their identification with the organisation where they work. Based on SIT, we propose that identity can be considered a resource in organisations and mediate the relationship between engagement and job satisfaction (Study 1) and turnover intentions (Study 2). Confirming our predictions, group identity, but not organisational identity, was a significant mediator in both studies. The results also showed that organisational identity (the endorsement of the organisation) is relevant but not independently from group identity (the relationships with immediate coworkers). Simply promoting organisational identity has limited effects on the relationship between work engagement and job satisfaction and turnover intentions.

BackgroundAccountability pressure is rising in healthcare, and this demonstrates that the quality of care provided within a residential care setting is of utmost importance. Hostmanship is a quality improvement program focusing on person-centered care in residential care settings.ObjectivesThis study aimed to explore the influencing factors for job satisfaction and intention to leave among healthcare workers and the difference in job satisfaction and intention to leave the employer between residential care centers with and without Hostmanship.MethodsA quantitative, cross-sectional study was conducted in sixteen Flemish residential care settings in Belgium. A total of 293 participants completed the questionnaire, divided into two groups: the group with Hostmanship (n = 139), at least one year into a change process implementing Hostmanship, and the group without the Hostmanship program (n = 154). Hierarchical logistic regression analysis estimated effects between demographic characteristics (block one), facility management, staffing and Hostmanship (block two), work characteristics (block three), and work engagement or burnout dimensions (block four) as explanatory variables of job satisfaction and turnover intention as outcome variables.ResultsThis study confirmed the positive impact of social capital and decision latitude on staff member job satisfaction, as shown in previous findings. Age and workload were associated with turnover intentions. A hierarchical logistic regression model explained 68.7 % of the variance in workers' job satisfaction, and a hierarchical logistic regression explained 49.2% of the variance in their intent to leave. Also, no effects were found for Hostmanship on staff job satisfaction and intention to leave.ConclusionsThis study shows how a quality improvement project such as Hostmanship could produce counterintuitive results for organizations in elderly residential centers. However, results inconsistent with literature were found. It is unclear whether Hostmanship warrants job satisfaction or retaining personnel. Future research must take into consideration success factors when implementing new quality initiatives. A general framework for successful implementation in the healthcare sector should be provided.

This study's aim is to examine the relationship among job satisfaction, organizational commitment, and turnoverintention of employees. A model of job satisfaction, organizational commitment, and turnover intention isdeveloped and tested in one field study. In this study, using a 250 employees of a Turkish manufacturingcompany, were given questionnaires to complete during regular working hours; 188 completed questionnaireswere returned.. Job satisfaction, organizational commitment, and turnover intention are popular topics in thestudy of work related attitudes. The main objective of this article is to test the relationships among jobsatisfaction, organizational commitment and turnover intention. Structural equation modeling to test researchhypotheses is used and the model that has high reliability and validity is developed. The results indicate that jobsatisfaction is one of the most antecedents of organizational commitment and turnover intention and suggest thathigh levels of job satisfaction results in higher commitment and lower turnover intention so job satisfactionpositively influences on affective commitment, continuance commitment, and normative commitment while it isnegatively impact on turnover intention. The results emphasize the need to consider the factors can be havingeffects on the relationship by highlighting to studies conducted on job satisfaction, organizational commitment,and turnover intention.

BackgroundTo ensure workforce stability in China’s healthcare system and maintain high-quality care, it is essential to comprehensively understand the interplay of factors contributing to turnover intention of healthcare workers. This study aims to examine the associations between potential factors and turnover intention in healthcare workers and explore the mediating effect of job satisfaction and work engagement in the association between them.MethodsIn this cross-sectional study, a random sample of 1060 healthcare workers working in 98 public medical institutions were recruited to rate their turnover intention in 2018 in Shenzhen, China. Information on socio-demographic characteristics, job-related factors, turnover intention, job satisfaction, work engagement, work stress and doctor-patient relationship of participants were collected. Pearson’s chi-squared tests and binary logistic regression analyses were performed to explore the association between these factor and turnover intention. Mediation analysis was used to explore the roles of potential mediators and moderators.ResultsThe results showed that age (OR: 0.35, 95%CI: 0.16 to 0.72), tenure (OR: 0.98, 95%CI: 0.96 to 0.99), administrative positions (OR: 0.33, 95%CI: 0.16 to 0.63), and night shift frequency (OR: 1.84, 95%CI: 1.26 to 2.67) were significantly associated with turnover intention. We identified the mediating effect of job satisfaction and work engagement in the relationship between administrative positions and turnover intention, while the suppressing effect in the relationship between professional titles and turnover intention. Additionally, we found that monthly income plays a moderating role in the relationship between work engagement and turnover intention, and in the association between professional titles and turnover intention.ConclusionsGreater job satisfaction and engagement, along with reasonable remuneration, were found to be associated with lower turnover intention among healthcare workers. Employers should proactively monitor the dynamic interactions among these factors and then develop more tailored interventions in order to alleviate the ongoing loss of healthcare workers.

Studying the phenomenon of heavy work investment in an emergent market (Romania) is necessary due to the frequent practice of employees working overtime, relatively reduced job satisfaction in contrast to their counterparts from developed markets, and comparatively low remuneration for the same work effort. Therefore, the aim of this research is to highlight the influence of heavy work investment forms (workaholism and work engagement) on job satisfaction and turnover intention. Based on the Attribution Theory, the authors conducted quantitative exploratory research among employees with tenured contracts in an emergent market (Romania). The data was gathered with the aid of an online questionnaire, being tested for reliability, validity, and internal consistency in SPSS, while the hypotheses were tested with the help of structural equation modelling (AMOS). The results show that job satisfaction is influenced by both work engagement and excessive working (workaholism). The more a person is engaged in their work activity, the weaker their turnover intention. Turnover intention is intricately linked to excessive working, a component of workaholism. From a managerial standpoint, this paper contributes to a better understanding of the way work engagement and workaholism influence work outcomes, highlighting possible ways of improving human resource management in organizations.