Intention Of Staff Research Articles

University staff intentions to adopt e-health tools for digital mental health services in post-pandemic South Africa

University staff intentions to adopt e-health tools for digital mental health services in post-pandemic South Africa

Organisational factors associated with healthcare workforce development, recruitment, and retention in the United Kingdom: a systematic review

AimsTo synthesise evidence regarding organisational practice environment factors affecting healthcare workforce development, recruitment, and retention in the UK.Methods/data sourcesA systematic search of PubMed, Web of Science, EMBASE, and PsycINFO yielded ten relevant studies published between 2018 and 2023 and conducted in the UK (the last search was conducted in March 2023). Adhering to The Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, two independent reviewers conducted screening, sifting, and data extraction, applying the quality assessment tool for risk of bias.ResultsResults highlight key factors associated with staff intention to leave/turnover/retention: workplace challenges, aggression, moral distress, on-the-job embeddedness, leadership involvement, organisational support, and flexible shift patterns. Notably, aggression from colleagues, including clinical staff but not interdisciplinary personnel, has a more detrimental impact on staff intention to leave than aggression from patients.ConclusionThe complex and context-dependent impacts of these organisational factors on the UK healthcare workforce underscore the need for tailored interventions. The review acknowledges limitations, including bias from excluding qualitative studies, a small pool of included studies, and nurse overrepresentation.

THE IMPACT OF TRAINING ON EMPLOYABILITY AND TURNOVER INTENTION AMONG UNIVERSITY STAFF IN SHANDONG PROVINCE, CHINA

As societal expectations for the quality and service level of higher education continue to rise, universities need to adapt to these changes through training, meet societal demands, and reduce staff turnover intentions. This study aims to investigate the impact of training on the employability and turnover intentions of administrative staff in Chinese higher education institutions. Based on the Social Exchange Theory and Conservation of Resources theory, a comprehensive research model is constructed to analyze the dynamics of relationships within educational settings. Data were collected from 500 faculty members at various universities in Shandong Province, China, using a structured questionnaire, and Structural Equation Modeling was employed to analyse the relationships between variables. The analysis reveals that training significantly enhances staff employability while concurrently diminishing their intentions to leave. Notably, it was found that employability inversely correlates with turnover intentions, highlighting employability's crucial mediating role between training and turnover intentions. The findings advocate for universities to revamp and innovate their training initiatives, ensuring these interventions are precisely tailored to the genuine needs of their academic and administrative staff. By bolstering employability through targeted training programs, universities can mitigate staff turnover intentions, thereby securing a stable teaching cohort and elevating the competitive edge of higher education institutions.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0841/a.php" alt="Hit counter" /></p>

Exploring intrinsic factors that affect quality job and turnover intention in the Chinese educational services industry

Organizations must attain a sustainable competitive advantage via the workforce. Active employee engagement can foster motivation and provide intrinsic job satisfaction. This study aims to analyze the impact of prospective intrinsic factors on the turnover intention of academic staff in the educational service industry in Anhui, China. A quantitative study method was devised using the Daniel Pink’s theory with a survey questionnaire consisting of 51 items. The study used a 5-point Likert scale. Nonprobability sampling with the snowball method was exercised for 403 fully completed responses for data analysis using the SPSS program version 23. The Pearson correlation analysis revealed a significant and robust inverse relationship between employee turnover intention and all of the independent variables examined (r² = 55.06 for managerial behavior empowerment, r² = 54.76 for psychological empowerment, r² = 54.46 for career growth opportunity, r² = 63.84 for organizational commitment, and r² = 27.46 for compensation). The multiple regression analysis was subsequently implemented. The model evaluation yields an adjusted R² value of 0.685, signifying that the independent variables collectively account for approximately 69% of the variance in the dependent variable, except for compensation, which exhibits a significant positive correlation with turnover intention. However, it is impossible to disregard the impact of compensation as the silence factor. Appropriate delivery of this baseline reward is necessary to ensure that it satisfies the fundamental requirements of the employee and fosters intrinsic motivation. Acknowledgment This study received no specific grant from any funding agency in the public, commercial, or not-for-profit sectors.

The role of Organisational Justice and Mentorship in Turnover Intentions of Non-Teaching Staff in Universities: The case of Kyambogo University, Uganda

Understanding that keeping knowledgeable and dedicated staff members is essential to an organization's success, Kyambogo University enhanced working conditions, added health insurance, and established possibilities for advancement. Regardless of these measures, some non-teaching staff intended to leave the organisation giving inequality in salaries and working conditions as key reasons. Guided by the equity theory, the study examined the influence of Organizational Justice and Employee Mentorship on turnover Intentions among non-teaching staff at KYU. Using a correlational survey design, data was collected from a random sample of 242 respondents with the help of a structured questionnaire. Pearson correlation and regression analyses revealed that Organizational Justice was positively (r =.51, P<0.01) related to turnover intentions due to the distributive and Interactional justice that enabled non-teaching staff to feel belongingness and enthusiasm about their job. Employee mentorship and Turnover intentions had a positive and significant correlation (r =.23, P< 0.01), because of role modelling, career development and social support that enhanced the feelings of commitment among employees to their organisation making them want to stay and work for it. Organizational Justice and Employee Mentorship, together positively predicted (β=.48, P<0.05) turnover intentions. Employee Mentorship increased the contribution of organisational justice to turnover intentions by 1%. This was likely due to mentorship that enables employees to feel that KYU values them and felt grateful to stay and work for it. Therefore, retention strategies that provide relevant mentoring of staff members results into better retention. Programs to empower employees to have effective participation and engagement in sustaining distributive and interactional justice as well as role modelling should freely be available to reduce turnover intentions among non-teaching staff

Restaurant waiting staff's intention to dissuade customers from over-ordering: an extended theory of planned behaviour

PurposeThis study aims to validate the impact of waiting staff’s attitudes, subjective norms, and perceived behavioural control on customer dissuasion from over-ordering and identify their antecedents using an extended theory of planned behaviour.Design/methodology/approachWe selected three categories of restaurants (30 in total, including fine dining, casual dining, and fast food) in Macao and Zhuhai (China) for conducting the survey using a purposive sampling approach. The respondents were waiting staff who took customers’ orders in the past three months. In total, 393 valid responses were used for a structural-equation-modelling analysis.FindingsThe results show that restaurant waiting staff’s attitudes, subjective norms, and perceived behavioural control have positive effects on their intention to dissuade customers from over-ordering. Our study further reveals that perceived behavioural control is far more influential than attitudes and subjective norms on restaurant employees’ intentions to intervene with over-ordering. We also validate seven antecedents, including environmental concern and communication for attitudes, peer influence, supervisor influence, and organisational support for subjective norms, and self-efficacy and training for perceived behavioural control.Originality/valueThe food-waste literature tends to focus on consumers in home and restaurant settings and has paid scarce attention to the role of restaurant waiting staff in intervening in consumers’ waste behaviours. We fill in this research gap by revealing a formation mechanism for waiting staff’s intention to dissuade over-ordering.

Effect of Noise in the Emergency Department on Occupational Burnout and Resignation Intention of Medical Staff.

This study aims to explore the effect of noise in the emergency department on the occupational burnout and the resignation intentions of medical staff. This retrospective study selected 42 medical staff (group A) in the emergency department of our hospital from March 2020 to March 2021 and 39 medical staff (group B) in the rehabilitation department during the same period as research subjects. Noise levels in the daily working environment of medical staff were collected. The Maslach Burnout Inventory General Survey and Intent to Leave Scale was used to evaluate occupational burnout and resignation intention. A multivariate linear regression analysis was adopted to explore the effects of noise exposure level in the emergency department on occupational burnout and resignation intention. The scores of emotional fatigue, work apathy and sense of achievement in group A were higher than those in group B (P < 0.05), among which reverse scoring was adopted for sense of accomplishment. Group A had significantly higher scores of resignation intention I, resignation intention II and resignation intention III than group B (P < 0.001). The department of group A had significantly higher noise level than that of group B (P < 0.001). The Multivariate linear regression analysis showed that noise level in the emergency department was correlated with the occupational burnout and resignation intention of medical staff (all P < 0.05). The emergency department is exposed to a high noise level, which is correlated with the occupational burnout and resignation intentions of medical staff. Therefore, hospitals should give importance to noise exposure in the emergency departments and adopt positive coping strategies to reduce the effect of noise on medical staff and the resignation rate.

A value to voice? An examination of auditor upward feedback

PurposeIn this paper, the authors examine auditor upward feedback, which provides a unique opportunity for staff auditors to exercise their voice within an audit firm. Upward feedback can improve employee perceptions of fairness and justice while mitigating feelings of burnout and turnover intentions, thus enhancing audit quality. However, it is unclear which circumstances improve the likelihood that auditors will use their voice and give feedback to superiors. The purpose of this study is to investigate contextual factors that impact the likelihood that auditors will provide upward feedback.Design/methodology/approachUsing a 2 × 2 + 2 experiment with staff auditors, the authors test the likelihood of giving feedback when presented with different feedback systems (electronic anonymous, face-to-face or no opportunity) and experiences with managers (favorable or unfavorable).FindingsThe authors find that, while feedback type alone does not change the likelihood of auditors providing upward feedback, auditors are more likely to provide feedback after a favorable manager experience than an unfavorable one. The likelihood of providing feedback after an unfavorable experience is higher, however, when the feedback type is electronic and anonymous as opposed to face-to-face. Additional analyses illustrate strong relationships between manager experience, feedback type and procedural justice, which significantly influence the turnover intentions of staff auditors.Originality/valueTo the best of the authors’ knowledge, the authors are the first to examine the value of subordinates’ upward feedback on firm outcomes, including burnout and turnover intention.

E-Finance: What Factors Affect Financial Staff's Motivation to Utilize It?

Purpose: The objective of this study is to investigate the factors that influence the intention of financial staff in the SKPDs of Malang City government to adopt e-finance. This study combines elements from the Technology Acceptance Model (TAM) and the Theory of Planned Behavior (TPB) found in previous research. Methodology/approach: The survey method was utilized, with a sample of 155 respondents consisting of auditors employed in the financial department of Malang City's government. Data analysis was conducted using Partial Least Square (PLS) method. Findings: The study's results indicate that constructs like perceived ease of use, perceived usefulness, attitude, subjective norm, and perceived behavioral control have a positive impact on behavioral intention. Additionally, behavioral intention positively correlates with the actual behavior of financial staff using e-finance. Practical and Theoretical contribution/Originality: The study underscores the significance for e-finance providers and management to consider perceived ease of use, perceived usefulness, attitude, subjective norm, perceived behavioral control, behavioral intention, and the actual behavior of users. Research Limitation: The researcher acknowledges specific limitations inherent in this study. These constraints pertain to the dissemination of questionnaires to respondents. The researcher encountered restrictions related to regulatory boundaries that define the scope and openness of the research.

Determinants of Staff Intent to Leave Health Care During the COVID-19 Pandemic.

Objectives. To identify potential drivers of health care worker attrition. Methods. We conducted a survey of 1083 nonphysician health care workers in a large urban health system in New York City from September to October 2022. Results. The results of a multivariable logistic regression analysis revealed that higher odds of intending to leave health care were significantly associated with male gender, registered nurse profession, burnout, self-perceived mental health service need, and verbal abuse from patients or visitors, whereas lower odds were seen among those reporting greater emotional well-being and a better workplace culture. A relative importance analysis indicated that burnout was the strongest correlate of intention to leave (22.5% relative variance explained [RVE]), followed by subjective emotional well-being (16.7% RVE), being a registered nurse (12.3% RVE), poorer perceived workplace culture (9.5% RVE), and male gender (5.9% RVE). Conclusions. Overall, our findings suggest the need for well-coordinated interventions that address both individual- and system-level factors in an effort to improve retention. Public Health Implications. Our results indicate a need for interventions targeting workplace culture, staff burnout, and mental health service provision. (Am J Public Health. 2024;114(S2):S200-S203. https://doi.org/10.2105/AJPH.2024.307574).

Transformational Leadership and Nursing Retention: An Integrative Review.

To establish current evidence on the relationship between transformational nursing leadership and turnover intention. The persistent nursing shortage in healthcare has led to heightened demands for addressing both current needs and the healthcare requirements of a growing population. Recognizing the pivotal role of nursing leadership in fostering retention, this review highlights the influence of positive leadership on nursing staff. Evaluation. An integrative review, guided by Whittemore and Knafl's (2005) framework, was conducted using articles sourced from four online databases deducing to an inclusion of sixteen quantitative articles, one systematic review, and one integrative review published between 1992 and 2022. Key Issues. The study reveals conflicting evidence regarding the sole impact of transformational leadership on the nursing staff's intention to remain. However, it highlights transformational leadership's ability to enhance job satisfaction and organizational commitment contributes significantly to retention. Using transformational leadership can effectively bolster nursing staff retention along with promoting other favorable workplace outcomes. Implications for Nursing Management. This review underscores the importance of enhancing leadership skills within nursing management. This involves not only fostering transformational leadership but also cultivating positive work-related outcomes to optimize nursing staff retention.

Findings from a survey looking at attitudes towards AI and its use in teaching, learning and research

Artificial Intelligence (AI) is having an advancing dramatic impact on Technology Enhanced Learning (TEL) in Higher Education. (Popenici &amp; Kerr, 2017) observed an emergence of the use of AI in HE (Higher Education) and pinpointed challenges for institutions and students including issues of academic integrity, privacy and “the possibility of a dystopian future” (p. 11). Potential benefits of AI in HE includes creating learning communities through chatbots (Studente &amp; Ellis, 2020), automated grading, individualized learning strategies and improved plagiarism detection (Owoc et al., 2019). It is unclear how often, and in what manner, students are engaging with AI during their learning and in creating submissions for assessments tasks and if this engagement is creating unrealistic outcomes. It is also unclear how educators are engaging with AI during their teaching and curriculum/assessment design and how this may be impacting the learning outcomes of their cohorts. This research study was conducted to investigate the perceived immediate and long-term implications of engaging with AI of both staff and students on learning and teaching within the University of Adelaide. The design of the research study is underpinned by a blended approach combining Situational Ethics and Planned Behavior Theory to understand the ethical considerations and behavioral activities and future intentions of staff and students regarding the use of AI. Situational Ethics provides a framework for examining the contextual nature of ethical decision-making regarding AI (Boddington, 2017; Memarian &amp; Doleck, 2023). Planned Behavior Theory provides understanding of individuals' motivation and rationalization to engage with AI (Wang et al., 2022). By employing a mixed qualitative and quantitative design, collecting data via online surveys, the study's findings shed light on the ethical challenges and attitudes associated with AI implementation in higher education and provided insights into the factors that influence staff and students’ individual intentions to engage with AI technologies in Learning and Teaching. Participants from all faculties across a wide diversity of student cohorts and staff responded to the surveys. Initial findings reveal educators are suspecting a greater student use of AI than the data demonstrates. The most frequent use of AI by students is for checking grammar and this is more prominent in the international student cohort. Students trust their human educators more than AI for course content and feedback on assessments. Educators are comfortable using AI but feel also they need greater support and training. The majority of students (70%, n=126) are not concerned about the implications of using Generative AI in higher education, regarding issues related to privacy, bias, ethics, or discrimination. However, demonstrating an active concern in this field, the most common use of AI by university staff is to test its capabilities to complete assignments. These and other findings from the study can provide guidance to staff and students by describing current practices and making recommendations regarding assessment, curriculum design, and Learning and Teaching (L&amp;T) activities.

The Effect of Work Value, Psychological Ownership and Nursing Working Environment on Intention of Retention in Hospital Nurses

Purpose : This study aims to assess the extent of work value, psychological ownership, the nursing work environment, and retention intention, examine the correlation between these variables, and identify the factors that influence retention intention. The goal is to provide foundational data to enhance retention intention.Method : The study involved 159 nurses employed at a tertiary general hospital and a general hospital. Data were gathered through structured questionnaires and analyzed using an independent t-test, one-way ANOVA, Scheffé test, Pearson correlation coefficient, and multiple regression analysis with a simultaneous stepwise method, all conducted using the SPSS 26.0 software.Results : The intention to remain in the profession was found to have a positive correlation with work value (r = .45, &lt;i&gt;p&lt;/i&gt; ＜ .001), psychological ownership (r = .37, &lt;i&gt;p&lt;/i&gt; ＜ .001), and the nursing work environment (r = .27, &lt;i&gt;p&lt;/i&gt; = .001). Significant factors influencing the intention to stay included total clinical career (β = .17, &lt;i&gt;p&lt;/i&gt; = .016), work value (β = .38, &lt;i&gt;p&lt;/i&gt; ＜ .001), and psychological ownership (β = .19, &lt;i&gt;p&lt;/i&gt; = .020). These variables accounted for 24.1% of the variance in the intention to remain in the profession (F = 17.71, &lt;i&gt;p&lt;/i&gt; ＜ .001).Conclusion: To enhance the intention of hospital staff to remain in their positions, it is crucial to identify and bolster positive psychological competencies, such as a sense of work value and psychological ownership.

Ramifications of the Unified Theory of Acceptance and Use of Technology (UTAUT) among developing countries’ higher education staffs

A considerable amount of research using Unified Theory of Acceptance and Use of Technology (UTAUT) has been conducted worldwide to investigate the intention and actual usage of Learning Management Systems (LMS) by tertiary staff during COVID-19. However, there seems to be a lack of such research in developing countries like South Africa. Equally important is the examination of how UTAUT, in the context of developing countries, either supports or contradicts existing findings. Our motivation, therefore, was to determine whether the behavioural intention (BI) of tertiary staff within the context of a developing country aligns with or contradicts existing findings. Simultaneously, we aimed to explore the areas identified by UTAUT that should be addressed or considered based on these factors. We also incorporated additional context specific to developing countries. Guided by ten (10) hypotheses, we employed partial least squares structural equation modeling (PLS-SEM) to analyse the measurement and structural models using a survey of two hundred and sixty-four (264) respondents from one university in the Province of the Eastern Cape in South Africa. According to the UTAUT model, several factors such as performance expectancy (PE), effort expectancy (EE), attitude toward using technology (ATT), social influence (SF), self-efficacy (SE), anxiety (ANX), and facilitating conditions (FC) influence BI. However, the results obtained through path coefficient bootstrapping, using 10,000 subsamples, revealed that the intention to use LMS was explained by only three latent constructs: facilitating conditions (FC→ BI), performance expectancy (PE→ BI), and social-influence (SI→ BI). These three factors collectively accounted for approximately 44% of the variance (R-squared) in BI. We argue that instead of solely critiquing UTAUT, it is essential to consider its limitations and explore future research opportunities, particularly in connecting BI with actual usage. Overall, the theoretical implications of these results underscore the importance of acknowledging the influence of context and the limitations of existing theories in understanding technology acceptance in developing countries.

Yoga studio websites: are they an accurate first glance at the studio’s mission, values, and resources?

BackgroundYoga, as an ancient and modern practice, increases physical, mental, emotional, spiritual, and social health. Yoga studio websites serve as a dissemination channel for studios to express their offerings, whom they employ, and whom they seek as clientele. Public health workers, physicians, researchers, and clinicians, can refer to existing studios to increase health among their patients or clients. The degree to which these websites can provide relevant information to these various stakeholder groups has yet to be defined.MethodsA pragmatic, sequential mixed-methods study was employed with quantitative data extraction, summarized as means and proportions, to score the studio websites (N = 28), and semi-structured interviews (n = 6) analyzed using the rigorous and accelerated data reduction (RADaR) technique, to confirm website content and staff intention. To explore urban and rural characteristics, yoga studios in southwest Virginia and Los Angeles were selected for inclusion.ResultsOverall, community-based yoga studios websites included information on the type, duration, cost, and COVID mitigation strategies. The most common class duration was 60 min. Rural Southwest Virginia studios offered 8.5 classes per week whereas those in urban Los Angeles offered 24.2 classes per week. All studios used iconography and images to invite racial, ethnic, age, and body type and ability diversity. While studios in both areas specified that there were 200- and 500-hour registered yoga teachers, many of the instructor biographies did not include information on their training. Although only preliminary, the interviews (n = 6) confirmed that the websites generally represented the feel, intention, and offerings of the studio and that the primary purpose of the studio was to build relationships and ensure people felt comfortable in the space.ConclusionWebsite information was related to studio offerings and values; however, discussion with management or visiting the studio may provide a richer picture of the yoga practices offered in the space. Further suggestions for website content are provided.

Individual- and institution-level predictors of the turnover intention of medical staff among rural primary medical institutions in Xinjiang Production and Construction Corps, China: a cross-sectional multi-level analysis.

Primary medical staff (PMS) are the guardians of population health. However, their loss further worsens the shortage and uneven distribution of human health resources, which should be addressed immediately. This study aimed to investigate the current status of turnover intention of rural PMS in Xinjiang Production and Construction Corps (XPCC) in China and its influencing factors atthe individual and institutional levels to provide reliable baseline data for intervention strategies to protect valuable rural PMS. Participants were recruited from rural public health institutions of the XPCC using a cross-sectional multistage sampling process. Data on participants' turnover intention and individual- and institution-level indicators were obtained through standardized electronic questionnaires and statistical reports of regional health administrative departments. The key factors influencing PMS turnover intention were identified us ingunivariateandmulti-level logistic regression analysis. Overall, 20.5% (447/2182) of participants reported turnover intention. Univariate analysis showed that the occurrence of turnover intention was significantly influenced by marriage, education, age, year of working, monthly income, human resource management practices (HRMP), job satisfaction, per capita served population (PCSP) and number of beds (p < 0.05). Multi-level logistic regression analysis showed that bachelor's degree or above and intermediate professional title were closely related to the occurrence of turnover intention (p < 0.05), age 41-50 years old and above, high human resource management practice, and high job satisfaction effectively reduced the odds (p < 0.05). The odds of turnover intention increased by 37% (p < 0.10) for PMS in institutions with PCSP more than 250 people. In contrast, the odds of turnover intention decreased to 68% (p < 0.05) for PMS in institutions with more than 50 beds. Government-run primary medical institutions face the risk of PMS turnover intention. From a personal perspective, the high-risk population fortheturnover intention was mainly the PMS with bachelor's degrees or above and intermediate professional titles. The low-risk population was the PMS with aged over 40 years, a higher evaluation of human resource management practice, and job satisfaction. From the perspective of primary medical institutions, larger institutions can reduce the turnover intention of individuals, whereas the size of the service population has the opposite effect.

Motivation, Job Satisfaction and Turnover Intention Level of Academic Staff in Private Universities in Southwestern Nigeria

The study investigated the influence of level of motivation and job satisfaction on the level of turnover intention of academic staff in private universities in Southwestern Nigeria. The descriptive design method was employed and multi-stage sampling technique was adopted for the study. One thousand four hundred and seventy three academic staff participated in the study. The participants were drawn from 8 private universities randomly selected from 4 states which were randomly sampled from 6 states in Southwestern geo-political zone. Research questions were analysed using frequency counts, percentages, mean and standard deviation and multiple regression was used to analyse the hypothesis. The results revealed low level of motivation and job satisfaction as well as high level of turnover intention of academic staff in private universities in Southwestern Nigeria. Results also indicated a significant influence of the level of motivation and job satisfaction on the level of turnover intention of academic staff in private universities in Southwestern Nigeria. This means that 12% of the total variance in turnover intention of academic staff in private universities in Southwestern Nigeria is attributed to the influence of the level of motivation and job satisfaction. This indicates that the independent variables (motivation level and job satisfaction level) and the dependent variable (turnover intention level) have linear and significant relationship.

Strengthening the Residential Care Workforce: Exploring the Role of Organizational Climate and Culture and Staff Intention to Stay or Leave

ABSTRACT Staff turnover in youth residential treatment centers (RTC) has immense potential to disrupt the therapeutic environment and prompt an increase in mistrust, aggressive and anti-therapeutic behaviors, and feelings of abandonment and worthlessness among residents. The current study examined factors associated with intent to leave the workplace at an RTC in the southeastern United States, focusing on staff role and identity presentation and their effects on workplace culture and climate. Results suggest that indicated job satisfaction, burnout, and perceptions of culture and climate are the best predictors of turnover and retention. Dimensions of culture and climate were rated lower by specific underrepresented minority groups in the organization, highlighting the importance of the agency’s imperative to protect racial, sexual, and gender minority groups to promote retention and a diverse workforce reflecting the demographics of the youth it serves.

WHAT INFLUENCE ACADEMIC STAFF SWITCHING INTENTION IN CHARTERED PRIVATE UNIVERSITIES IN GHANA?

Purpose –– The study is driven by the reality that Ghana's private universities are losing a large proportion of key teaching staff (intellectual capital). Methods –– The mixed method of sequential explanatory research was adopted for the study. Academic staff from three chartered private universities with representative sample size of 287 were involved in the study. Binary logit model was employed to analyse the study objectives, followed by the qualitative content analyses. Findings –– Remuneration and job security for staff are the most significant factors for academic staff switching intention. Also, the leadership style discouraged some academic staff to leave. Males have showed greater propensity to switch as compared to females. Conclusion &amp; Recommendation –– Management of private universities should promote staff welfare to avoid switching intentions of academic staff. Private university management could collaborate with prominent universities to assist academic staff in gaining experience and recognition, which could attract them grants. Keywords –– Switching, switching intention, Academic Staff, Chartered Private Universities

Staff quality of working life and turnover intentions in municipal nursing care and social welfare: a cross-sectional study

BackgroundNurses and social workers are two common professions with a university degree working within municipal nursing care and social welfare. Both groups have high turnover intention rates, and there is a need to better understand their quality of working life and turnover intentions in general and more specifically during the Covid-19 pandemic. This study investigated associations between working life, coping strategies and turnover intentions of staff with a university degree working within municipal care and social welfare during the Covid-19 pandemic.MethodsA cross-sectional design; 207 staff completed questionnaires and data were analyzed using multiple linear regression analyses.ResultsTurnover intentions were common. For registered nurses 23% thought of leaving the workplace and 14% the profession ‘rather often’ and ‘very often/always’. The corresponding figures for social workers were 22% (workplace) and 22% (profession). Working life variables explained 34–36% of the variance in turnover intentions. Significant variables in the multiple linear regression models were work-related stress, home-work interface and job-career satisfaction (both for the outcome turnover intentions profession and workplace) and Covid-19 exposure/patients (turnover intentions profession). For the chosen coping strategies, ‘exercise’, ‘recreation and relaxation’ and ‘improving skills’, the results (associations with turnover) were non-significant. However, comparing the groups social workers reported that they used ‘recreation and relaxation’ more often than were reported by registered nurses.ConclusionsMore work-related stress, worse home-work interface and less job-career satisfaction together with Covid-19 exposure/patients (Covid-19 only for turnover profession) increase turnover intentions. Recommendations are that managers should strive for better home-work interface and job-career satisfaction, monitor and counteract work-related stress to prevent turnover intentions.