Job Intention Research Articles

Public service motivation, public sector preference and employment of Kenyan medical doctor interns: a cross-sectional and prospective study

BackgroundKenya grapples with a paradox; severe public sector workforce shortages co-exist with rising unemployment among healthcare professionals. Medical schools have increased trainee outputs, but only 45% of newly qualified/registered doctors were absorbed by the public sector during 2015–2018. In such a context, we explore what influences doctors’ career choices at labour market entry, specifically understanding the role of public service motivation (PSM).MethodsWe conducted a cross-sectional and prospective study of interns and recently graduated doctors to examine PSM, their intention to work in the public sector and their final employment sector and status. We surveyed them on their PSM and job intentions and conducted a prospective follow-up survey of the interns, around one year later, to understand their employment status.FindingsWe recruited 356 baseline participants and followed up 76 out of 129 eligible interns. The overall PSM score was high among all participants (rated 4.50/5.00) irrespective of sector preferences. 48% (171/356) of the participants preferred to work in the public sector immediately after internship, alongside 16% (57/356) preferring direct entry into specialist training—commonly in the public sector. Only 13% (46/356) and 7% (25/365) preferred to work in the private or faith-based sector. Despite the high proportion of interns preferring public sector jobs, only 17% (13/76) were employed in the public sector at follow-up and 13% (10/76) were unemployed, due to lack of job availability.ConclusionHigh PSM scores irrespective of sector preferences suggest that doctors are generally committed to serving the ‘public good’. Many intended to work in the public sector but were unable to due to lack of job opportunities. Policymakers have an opportunity to tackle workforce gaps in the public sector as young doctors continue to express a preference for such work. To do this they should prioritise creating adequate and sustainable job opportunities.

Attracting Generation Z: How Employer Attractiveness and Prestige Affect Application Decisions

This study was conducted to investigate the influence of employer attractiveness and prestige on job intention to apply for higher education students in Yogyakarta. Data in this study was obtained through online questionnaires distributed to students, with a total of 78 validated answers. The multiple regression analysis used as the research methods using the SPSS software. The hypothesis results showed that there was no positive and significant influence between employer attractiveness on intention to apply. However, there is a positive and significant influence between employer prestige on the intention to apply.

The relationship between job satisfaction and turnover intention among nurses in federal territory of Labuan: Coworker support as a moderator

With the ongoing worldwide COVID-19 pandemic, nurses have become among the prominent frontliners working together to prevent its pervasiveness and manage the treatment for the infected. The high-pressuring working environment subsequently affects their satisfaction towards their job and eventually influences their decision to stay. Besides, coworker support has been associated with the enhancement of one’s work-life outcomes. This study is conducted to investigate the moderating role of coworker support in the relationship between job satisfaction and turnover intent among nurses. A sample of 200 nurses working at several health institutions around Labuan FT was involved in this quantitative study. Results from data collected were analysed using Smart-PLS. The findings show that among nurses, coworker support can help to mitigate the relationship between job satisfaction and intention to leave the profession. According to the study results, improved working conditions for nurses and a focus on their psychological well-being might assist in lowering the retention rate to cope with the lack of nursing professionals.

“I believe…” - graduating midwifery students’ midwifery philosophies and intentions for their graduate year: A longitudinal descriptive study

ObjectiveMidwifery graduates may experience transition shock that makes them question their fit for their workplace and the profession and in extreme cases, may lead to them leaving. Understanding graduate midwives’ worldviews, job intentions and work experiences is important to inform retention strategies. Factors such as having a strong professional identity and experiencing strong job satisfaction are important for midwife retention. Conversely, stress, trauma and work-life imbalances are examples of factors that lead to attrition from midwifery. Transition shock experienced by some graduates can exacerbate these factors if not managed effectively. This study aimed to identify causes and impact of any changes in graduate and early career midwives’ philosophy, practice, and intention to stay in the profession. Design, setting and participantsWe invited the 2021 and 2022 cohorts of graduating midwifery students from all educational pathways in Victoria, Australia to participate in a longitudinal descriptive study using a questionnaire with both closed and open -ended questions. This paper reports the findings from 16 participants that completed the first survey of a five-year longitudinal descriptive study. FindingsThe sixteen participants predominantly held a woman centred philosophy and ideally wanted to work in a midwife-led model of care. Although excited about moving into practice, they also disclosed a sense of needing to ‘survive’ in a maternity care system that their beliefs were not fully in alignment with. Key conclusionsThe hopes, expectations and concerns of midwifery students who are anticipating moving into practice in this study resonate with those previously reported and demonstrate the need to consider personality-job fit in supporting this vulnerable group to transition. Implications for practiceThis study provides insights into graduating midwives’ hopes for, expectations of, and concerns about transitioning into practice that may inform the design of transition programs and support expansion of midwifery led models of care.

ASSISTED LIVING ADMINISTRATORS’ JOB SATISFACTION, WORK STRESSORS, AND INTENT TO LEAVE DURING THE COVID-19 PANDEMIC

Abstract This study examines how job satisfaction in six sub-scales and selected stressors and demographic covariates influenced assisted living administrators’ (ALF) intentions to quit during the COVID-19 pandemic. Quantitative and qualitative data were collected from 103 ALF administrators as part of a national study of long-term care administrators’ intent to quit during the COVID-19 pandemic funded by the Foundation of the National Association of Long-Term Care Administrator Boards in Washington, DC. Descriptive statistics were collected for the sample, and correlations between variables were examined, as well as responses from 3 open-ended questions that were coded for analysis. Although generally satisfied, roughly 41 percent of ALF administrators reported that they were intending to quit. Qualitative data suggested that job satisfaction was influenced by a more nuanced interpretation of job characteristics and work environment intrinsic factors such as adequacy of staffing and resources, changing regulations during the COVID-19 pandemic, and external supports such as family and friends. Given the limited research on the impact of the COVID-19 pandemic on assisted living communities and their administrators, the results of this study can help to inform policies and strategies for providing support for this segment of long-term services and its workforce during widespread disasters.

Gig Intentions in Management Students: Integrating JD-R in an Extended TPB Model

Gig economy is being increasingly popular globally across the sectors, positions and types of jobs. Despite the growing awareness of the benefits and challenges associated with gig jobs, little is known about what drives the younger generation to take up gig careers. The present study attempts to address this gap and better explain gig work intentions through extended TPB theory. The study rests on the premise that job seekers’ attitude towards gig jobs, belief in self-efficacy and the prevailing social norms influences the decision to make a gig career choice. Apart from these basic constructs of TPB model, impact of two additional factors (gig personality traits and gig work environment consisting of gig job demands and gig job resources based on JD-R model) on gig job intentions was measured to get a deeper understanding on predictors of gig jobs choices. Based on analysis of 471 responses from business management students studying in NIRF listed business schools in India, the study empirically reveals that all three basic constructs-gig job attitude, gig self-efficacy and social norms significantly influence management student’s gig job intentions. Gig job demands had a significant negative whereas gig job resources had a positive relationship with gig job intentions. The three personality traits did not have any direct significant relationship with gig job intentions. But the mediating role of gig job attitude between gig personality traits was also confirmed. The findings of the study contribute to literature on factors driving choice of gig jobs. It has huge implications for policy makers, organizations, business schools as well as society in general.

Analyzing the influence of COVID-19 epidemic on the employment intention of resident physicians in China.

To investigate the effects and influencing factors of the COVID-19 epidemic on the employment intention of resident physicians in China. 409 questionnaires were statistically analyzed after removing the missing values. We used the Chi-Square test for single-factor analysis and logistic regression analysis for multivariate analysis. The questions include the residents' employment intention and their willingness to engage in epidemic-related subspecialties and participate in epidemic-related work. Residents of severe and high-risk epidemic regions had much lower employment intentions than those of stable epidemic regions (OR = 1.917, 95% CI: 1.024, 3.591, p = 0.042). The higher the Center for Epidemiologic Studies Depression Scale (CES-D) score, the more susceptible was the resident's employement intention (OR = 1.085, 95% CI: 1.044, 1.128, p < 0.001). Residents from severe and high-risk epidemic regions were more willing to participate in clinical work (OR = 4.263, 95% CI: 1.892, 9.604, p < 0.001), and the higher the CES-D score, the lower was the proportion of residents willing to choose clinical work (OR = 0.941, 95% CI: 0.893, 0.992, p = 0.023). Residents from severe epidemics and high-risk provinces were less willing to participate in respiratory medicine (χ2 = 5.070, p = 0.027) and critical care medicine (χ2 = 7.046, p = 0.011). Compared to residents with bachelor's degrees, residents with master's and doctoral degrees were less willing to participate in isolation wards (OR = 1.831, 95% CI: 1.122, 2.990, p = 0.016). Residents in epidemic-related current rotation departments were less willing to go to Wuhan as volunteers (OR = 2.197, 95% CI: 1.110, 4.347, p = 0.024). The COVID-19 outbreak had a negative impact on the job intentions of Chinese residents in general.

Burnout, stress and intentions to leave work in New Zealand psychiatrists; a mixed methods cross sectional study

BackgroundDemand for mental health services in New Zealand and internationally is growing. Little is known about how psychiatrists are faring in this environment. This study aimed to investigate wellbeing of psychiatrists working in the public health system in New Zealand, identify the main risk factors for work-related stress, gauge perceptions of how workload has changed over time, assess job satisfaction and whether individuals intend or desire to leave their work.MethodsPsychiatrists working in New Zealand who were also members of the Association of Salaried Medical Specialists were invited to participate in an online survey. Main outcome measures were degree of burnout and stress experienced at work. Supplementary measures included perceived workplace demands and levels of support. Predictor variables included perceptions of changes to workloads over time, degree of job satisfaction and intentions to leave work. Logistic regression assessed characteristics associated with burnout and job satisfaction as well as intentions to leave work. Free text comments were analysed thematically alongside quantitative trends.Results368/526 responded (70% response rate). 34.6% met the criteria for burnout and 35.3% scored with high work stress. There were no significant patterns of association with demographic variables but significant correlation with all but one predictor variable; having experienced a change to the demands of the on-call workload. 45% agreed they would leave their current job if able and 87% disagreed that they are working in a well-resourced mental health service. Respondents emphasised the impact of growing workloads and expressed concerns about their ability to provide optimal care in these circumstances.ConclusionsHigh burnout appears to affect one in three psychiatrists in New Zealand. Many attribute their feelings of burnout to demand for their services. These findings may assist with better workforce planning for psychiatry and emphasises potential consequences of demand for and poor resourcing of mental health services for the retention and wellbeing of doctors in psychiatry worldwide.

Portraying the multifaceted interplay between sexual harassment, job stress, social support and employee’s turnover intension amid COVID-19: A Multilevel Moderating Mode

The education industry plays a vital role in social development. However, employees’ job turnover is challenging as it involves massive human and institutional financial costs. This research paper innovates by exploring the linkage between social support, sexual harassment, job stress, and job turnover intention amid COVID-19 crisis. The study examines how social support moderates the relationship between job stress, sexual harassment, and job turnover intention among educators teaching faculty members. The investigators applied the technique based on convenient sampling with a cross-sectional design for desired data collection. The study received 200 respondents' feedback from 10 January 2021 to 31 August 2021. (Male teachers, n= 100; female teachers, n=100) and their ages range from 25 to 59 years. The score was M=25.25, and the standard deviation score was SD=10.24. The data reports on the teachers' responses received from various public and private universities in Rawalpindi and the Federal city of Islamabad, Pakistan. The study's results indicate that sexual harassment statistically correlates positively with employees' work stress and job intention turnover. However, it correlates negatively among teachers with social support. The results exhibit that employees' job stress predicts job turnover intention positively and significantly. The study shows that social support moderates the association between sexual harassment, job stress, and teachers' job turnover intention. This research will help raise awareness of severe problems in the workplace. The educational environment would also help address this severe problem in Pakistan's academic and other industries

Stereotypes of Older Adults, Older Men, and Male Leaders Predict Expectations, Stance, and Voting Intentions

The 2020 U.S. Presidential Election offered a unique opportunity to examine how stereotypes of older adults, older men, and male leaders impact expectations of candidate job performance and intentions to vote for Biden or Trump. This online study involved 500 college students from two universities from September 30th until November 3 (Election Day). A Biden and Trump model were tested for the relationships among (a) stereotypes from public discourse with (b) expectations of candidates/ presidential performance with (c) voting stance (pro- and anti-Biden vs pro- and anti-Trump) and (d) intentions to vote for Biden/Trump. As expected, for the Biden model, endorsement of older adult (lesser endorsement of senile, unhealthy), male leadership (greater endorsement of assertive and collaborative, lesser endorsement of uncaring), and older male stereotypes (greater endorsement of elder statesman and family-focused) predicted greater expectations of Biden’s performance, which predicted pro-Biden and anti-Trump stances and ultimately voting intentions for Biden. As expected, for the Trump model, endorsement of older adult (lesser endorsement of senile), male leadership (greater endorsement of assertive, collaborative, lesser endorsement of immoral and uncaring), and older male stereotypes (greater endorsement of elder statesman) predicted greater expectations of Trump’s performance, which predicted pro-Trump and anti-Biden stances and ultimately voting intentions for Trump. Taken together, these results suggest examining relevant categories of stereotypes associated with candidates and voting stances provides a fuller picture of voting behavior toward multiple candidates vying for office in addition to political ideology and voting intentions.

Burnout, Compassion Satisfaction, and Intent to Quit Among Long-Term Care Nursing Assistants in the Time of COVID-19

The COVID-19 pandemic has greatly exacerbated the stress and burden of those employed in long-term care (LTC) facilities due to staff shortages, increased risks on the job, and ever-changing COVID-19 protocol requirements. This study examines potential differences in pre-COVID-19 and current COVID-19 LTC facility employed nursing assistants on burnout, compassion satisfaction, job satisfaction, and intent to quit. The sample included 81 nursing assistants employed in LTC facilities across the United States, with data collected prior to (n= 42) and during COVID-19 related shutdowns (n= 39). Participants completed the Professional Quality of Life Scale 5 (ProQOL 5), a single-item self-report measure of job satisfaction, and a two-item self-report measure of intent to quit their current employment. Nursing assistants during COVID-19 reported a higher level of burnout and lower level of compassion satisfaction than nursing assistants Pre-COVID-19. However, there were no differences in job satisfaction or intent to quit. The results suggest there may be additional factors that influence an individual’s decision to remain employed above and beyond the impacts of burnout and compassion satisfaction that may be unique to the caring professions. Future research might investigate factors that influence an individual’s decision to remain employed as a nursing assistant during periods of increased stress and burnout. Additionally, the impact of COVID-19 related stress added to the already high levels of stress and burnout on nursing assistants calls for further attention and research devoted to psychological support of LTC staff during crisis and normal times.

A Cross-Sectional Study of Job Satisfaction and Intention to Leave Job in Palliative Care in Croatia.

Purpose Stressful and demanding clinical situations may contribute to job dissatisfaction and may even contribute to an intention to leave the job among palliative care (PC) clinicians. Personal and organizational factors may influence the occupational well-being of PC clinicians as well. This study aimed to determine the predictive contribution of personal (communication skills, resilience, religiosity) and organizational (coworkers' social support, job control) factors in the explanation of PC clinicians job (dis)satisfaction and their intention to leave their job. Methods The study was conducted on a convenience sample of 122 PC clinicians of different disciplines (nurses/technicians, physicians, psychologists, spiritual counsellors/priests, social workers, physical therapists, etc). The sample mainly consisted of nurses (57%). Hierarchical and logistic regression analyses of the results obtained were applied. Results This study indicates that 53% of PC clinicians are satisfied with their daily job and 76% do not intend to leave the job. The results showed no differences in job satisfaction and intention to leave between nurses/technicians and other PC clinicians. A significant negative correlation was found between job satisfaction and intention to leave the job. Communication skills, religiosity and coworkers' social support, showed as significant predictors of job satisfaction. PC clinicians' perception of their own difficulties in communicating bad news contributed significantly to job satisfaction and intention to leave the job in palliative care. Conclusion This study suggests that job satisfaction in a palliative care setting is determined by a larger number of personal and organizational factors than the intention to leave the job. Communication skills showed indispensable for providing quality care for dying patients. Skills in communicating bad news to dying patients and their families have emerged as particularly important for PC clinicians' occupational well-being.

Effects of Leisure Obstacles, Job Satisfaction, and Physical and Mental Health on Job Intentions of Medical Workers Exposed to COVID-19 Infection Risk and Workplace Stress.

The purpose of this study was to investigate the effects of leisure obstacles, job satisfaction, physical and mental health, and work intentions of medical workers in Taiwan. SPSS 26.0 and AMOS 24.0 statistical software were used to analyze 208 questionnaires by basic statistical tests, t-tests, and structural model analysis. Results: Under the epidemic, medical workers were unable to develop job identity due to low promotion opportunities and low job achievement. The lack of recreational exercise skills, time, and information created leisure obstacles. In addition, they were unable to express their true selves freely at work, which led to health problems such as reduced enthusiasm, mental weakness, and emotional irritability. In particular, female medical workers felt more strongly about the issues of leisure obstacles and the intention to stay in their jobs. The study found that the higher their job satisfaction, the higher their intention to stay in the job, while the more pronounced the leisure obstacles and physical and mental health problems, the more pronounced their intention to leave.

The Connection between Motivation and Job Significance among Academically Trained Employees: A Case Study of Workers in Out-of-Home Settings

Side by side with awareness of the rights of people with disabilities, attention is now focusing on the caregivers of people with intellectual and developmental disabilities (IDD) and on how they enhance the quality of life of this population group. In community-based residential facilities, these care workers provide people with IDD with training and support in activities of daily living, educational and social activities, and a wide range of medical and psychological treatments. Despite the challenges and significance of this work, there is a shortage of high-quality personnel. The current study examined the association between motivation and perceived meaning in one’s job and satisfaction and intention to leave among care workers in out-of-home facilities for people with IDD. The sample included 79 care workers with post-secondary education employed at out-of-home facilities of the Welfare Ministry, in non-managerial roles as direct caregivers, counselors, and coordinators, in Northern Israel. The main finding of the study is low motivation and satisfaction. In addition, a positive association was found between work motivation and satisfaction with the workplace, and a negative association between satisfaction with the work itself, and intention to leave the workplace. No significant association was found between finding meaning in one’s job and satisfaction with the work. The study sheds light on this important yet understudied area. Although it is very important to place skilled educated personnel in caregiving roles among the disabled in general and those with IDD living in out-of-home facilities in particular, it is also necessary to strengthen the ties between academic education and actual reality of working in the field with people with disabilities.

Job Characteristics, Home Characteristics, Inter-Role Conflict and Intention to Work-From-Home: Contextual Study

Job Characteristics, Home Characteristics, Inter-Role Conflict and Intention to Work-From-Home: Contextual Study

A Brief Measure of Work Environment for Human Service Organizations

ABSTRACT Organizational characteristics are important predictors of workplace outcomes, but the length and complexity of validated instruments restrict their use in research and practice. This study tested a brief Measure of Work Environment (MWE) using data from 718 child welfare and 349 home visiting professionals. Results confirmed a three-factor structure: group cohesion, leadership support, and organizational justice. The MWE demonstrated acceptable internal consistency (α = .87) and was significantly associated with job satisfaction, burnout, and intent to leave. The MWE is a promising, pragmatic measure of organizational environment for implementation research and program improvement.

Factors Affecting General Practitioners' Readiness to Accept and Use an Electronic Health Record System in the Republic of North Macedonia: A National Survey of General Practitioners.

BackgroundElectronic health records (EHRs) represent an important aspect of digital health care, and to promote their use further, we need to better understand the drivers of their acceptance among health care professionals. EHRs are not simple computer applications; they should be considered as a highly integrated set of systems. Technology acceptance theories can be used to better understand users’ intentions to use EHRs. It is recommended to assess factors that determine the future acceptance of a system before it is implemented.ObjectiveThis study uses a modified version of the Unified Theory of Acceptance and Use of Technology with the aim of examining the factors associated with intentions to use an EHR application among general practitioners (GPs) in the Republic of North Macedonia, a country that has been underrepresented in extant literature. More specifically, this study aims to assess the role of technology acceptance predictors such as performance expectancy, effort expectancy, social influence, facilitating conditions, job relevance, descriptive norms, and satisfaction with existing eHealth systems already implemented in the country.MethodsA web-based invitation was sent to 1174 GPs, of whom 458 completed the questionnaire (response rate=40.2%). The research instrument assessed performance expectancy, effort expectancy, facilitating conditions, and social influence in relation to the GPs’ intentions to use future EHR systems. Job relevance, descriptive norms, satisfaction with currently used eHealth systems in the country, and computer/internet use were also measured.ResultsHierarchical linear regression analysis showed that effort expectancy, descriptive norms, social influence, facilitating conditions, and job relevance were significantly associated with intentions to use the future EHR system, but performance expectance was not. Multiple mediation modeling analyses further showed that social influence (z=2.64; P<.001), facilitating conditions (z=4.54; P<.001), descriptive norms (z=4.91; P<.001), and effort expectancy (z=5.81; P=.008) mediated the association between job relevance and intentions. Finally, moderated regression analysis showed that the association between social influence and usage intention was significantly moderated (P=.02) by experience (Bexperience×social influence=.005; 95% CI 0.001 to 0.010; β=.080). In addition, the association between social influence and intentions was significantly moderated (P=.02) by age (Bage×social influence=.005; 95% CI 0.001 to 0.010; β=.077).ConclusionsExpectations of less effort in using EHRs and perceptions on supportive infrastructures for enabling EHR use were significantly associated with the greater acceptance of EHRs among GPs. Social norms were also associated with intentions, even more so among older GPs and those with less work experience. The theoretical and practical implications of these findings are also discussed.

The impact of human resource development (HRD) practices on job satisfaction and intent to leave: Moderating role of perception of organizational politics (POP)

The impact of human resource development (HRD) practices on job satisfaction and intent to leave: Moderating role of perception of organizational politics (POP)

Do Gen Zs feel happy about their first job? A cultural values perspective from the hospitality and tourism industry

Purpose To address Generation Z’s role in the emerging workforce, this paper aims to examine Chinese Generation Z’s subjective well-being (SWB) during their internship in the hospitality and tourism industry through the lens of Chinese cultural values. It explores the extent to which Gen Zs identify with Chinese cultural values and the influences of Chinese cultural values on intern students’ SWB which, in turn, predicts their future job intentions in this industry. Design/methodology/approach This paper proposes a normative model to contextualize the multi-dimensional interactions between Chinese cultural values, intern students’ SWB, and their future job intentions in the hospitality and tourism industry. A survey as the main data collection method was used with 400 respondents in Macau, China in testing hypotheses and analyzing the direct and indirect effects of these interactions. Findings The paper provides empirical insights into the way that Generation Z’s SWB is influenced by Chinese cultural values. Findings show that Chinese intern students’ average SWB in the workplace was above average. It also suggests that two cultural dimensions can be identified as playing a significant and salient role in shaping their SWB in the workplace as well as their future job intentions, namely, attitudes toward work and job-related face values. However, no significant relationships with the other three dimensions of CCVs were found to influence their SWB or future job intentions, namely, attitudes toward people, moral discipline and status and relationship. Research limitations/implications This research results may lack generalizability because the respondents chosen in Macau cannot be fully representative of Chinese Generation Z. Therefore, researchers are encouraged to widen the respondent base. Furthermore, cultural influences are tempered by many macro-contextual factors. Although this study focuses on unpacking Generation Z’s mental status from the level of national culture, other factors such as organizational considerations warrant future academic attention. Originality/value This paper addresses a research gap by identifying the influences of cultural values on the SWB of intern students which, in turn, affects their future job intentions in the hospitality and tourism industry.

Multiple Regression Analysis of Job Satisfaction among Employees at ABC Factory

Job satisfaction is a crucial issue for the company to achieve high productivity and reduce employee turnover. If organization can give the workers satisfaction, it is not only increasing image of an organization, but it also increases motivation and productivity of all workers. Employee who satisfied with their job intention to give the best effort to the company and tend to stay long in the factory. Hence, the purpose of this research is to find out the factor that influence job satisfaction among workers at ABC factory. 80 employees at the ABC Factory completed a set of questionnaire consists of two parts, which are background of respondent and job satisfaction components. Multiple Linear Regression is used to analyze the result to achieve the objective stated. The findings revealed that among four independent variables, Work Environment and Organization have significantly effect Job Satisfaction at ABC Factory.