Months Of Employment Research Articles

Assessing longitudinal change of and dynamic relationships among role stressors, job attitudes, turnover intention, and well‐being in neophyte newcomers

AbstractUsing a latent growth modeling (LGM) approach, this paper examines the trajectories of change in role stressors (ambiguity, conflict, and overload), job attitudes (affective commitment and job satisfaction), and turnover intention and psychological well‐being among neophyte newcomers, as well as the relationships among these changes. Based on a sample of 170 university alumni surveyed three times during the first months of employment, we found that role conflict and role overload increased, affective commitment and job satisfaction declined, and turnover intention increased over the course of the study. Role ambiguity and well‐being did not change. The initial levels of affective commitment, job satisfaction, and well‐being were positively related to the increase in role overload, while the initial level of turnover intention was related to a reduced increase in role overload over time. We also found that the increase in role overload and role conflict was associated with a decline in affective commitment and job satisfaction, respectively, and that the decrease in affective commitment and satisfaction was related to an increase in turnover intention. We discuss the implications of these findings. Copyright © 2010 John Wiley & Sons, Ltd.

Neonatal Resuscitation Simulation

requires practice nNeonatal resuscitation is a standard of practice for all neonatal nurse practitioners, midwives, respiratory therapists, staff nurses and physicians who work in maternity and neonatal settings. However, many health care workers have experienced challenges in the delivery room trying to coordinate resuscitation efforts with team members. As with any specialized skill, neonatal resuscitation requires practice. Responders with limited experience may demonstrate difficulty following resuscitation guidelines. For example, they may move toward cardiac compressions without allowing adequate time for ventilation. Although requirements may vary per individual hospital, working in a labor and delivery unit, Level I well-baby nursery (WBN), or a Level II to III neonatal intensive care unit (NICU) usually requires that all medical, nursing and respiratory staff complete the Neonatal Resuscitation Program (NRP) within 6 months of employment. But completion of NRP is not the issue of concern. The issue is a more complex one, and it’s compounded by the challenge of our nation’s nursing shortage. Novice nurses are now being employed in critical care areas, such as the NICU. Additionally, they are spending limited time in unit orientation and training. These Jennifer B. Lemoine, APRN, MN, NNP-BC

Factors affecting turnover of Japanese novice nurses in university hospitals in early and later periods of employment

To explore the factors affecting turnover of novice nurses during the 10th-15th months of employment in comparison with those during the preceding 6 months. The early turnover of novice nurses is a serious issue. Our previous study showed that 4.0% (37/923) of novice nurses quit their jobs in the initial 3rd-9th months of employment. The major determinants of their turnover were education (i.e. graduation from vocational nursing schools), undesired ward assignment and lack of peer support. The cohort of 762 novice nurses from our previous study was followed up during the next 10th-15th months of employment. Their turnover in this period was predicted using variables from baseline data such as demographic attributes, burnout (J-MBI), assertiveness (J-RAS) and perceptions about the workplace. The findings showed that 4.6% (35/762) of novice nurses quitted their jobs during the first 15-month period. The factors affecting the turnover were: burnout, dissatisfaction with the workplace and hospital location being in Tokyo. All these factors were different from those observed for the preceding follow-up period. Burnout was revealed to be the most significant factor affecting the turnover of novice nurses. Implications for nursing management Nurse managers should be vigilant and exercise care in the prevention of burnout among novice nurses.

Nonvocational outcomes for clients with~severe mental illness

This study focuses primarily on the non-vocational outcomes and the changes in psychosocial functioning of individuals with severe mental illness through competitive employment. Thirteen out of 56 participants in the Individual Placement & Support (IPS) group who were competitively employed were recruited from two community based mental health settings for the first interview. Eight of them who met the selection criteria for the second interview were interviewed again for comparison. Data were collected through a tailor-made interview guide during their third and sixth months of employment and were analyzed through an inductive process. Data analyses indicated that the employed participants in the IPS group showed positive outcomes in both personal well-being and self-efficacy after three months of employment, while positive and negative impacts were obtained after six months of employment. A dynamic model was suggested based on the findings to explain the job tenure of participants. Further integration of this model to the existing supported employment model is explored.

016 – Leadership Development: Identifying Talents/Building on Strengths During the First Year of Employment

Leadership development during the first year of employment is imperative because this is a period of rapid turnover and career transition among young nurses. Data have shown at our hospital that after 12 to 18 months of employment, young nurses are looking for a change. As a leadership team on a 15-bed General Pediatric Unit, we recognized the need to quickly assess and identify talents and strengths among new nurses. Our goal was to develop an atmosphere of support and professional development that would build leaders for our unit within the first year and decrease turnover.

Preparing nurses for practice: A phenomenological study of the new graduate in Australia

To explore the expectations of final year nursing students before they start employment and to describe the experiences of newly graduated nurses during their first six months of employment as registered nurses. Nursing shortages are at crisis point world wide with registered nurses leaving the profession at a high rate and changing occupations. Thus, there is a need to reflect on new graduate nurses experiences in relation to retention and support. Husserl's phenomenological approach was used to gain insight and understanding into the lived experiences of new graduate nurses. Students enrolled in a Bachelor of Nursing programme at an Australian University were interviewed in their final semester and during employment in the hospital setting. Semi-structured interviews were used to gather data from 13 participants. Data were collected at three intervals: prior to commencing employment, one month and six months postemployment and the results were analysed thematically. As students, the participants held positive perceptions surrounding their impending role as a registered nurse and what it would encompass. However, after one month of employment, it became apparent that nursing comprised of a culture that embraced cliques which excluded them. The graduates were unprepared for 'bitchiness' and the limited amount of assistance with unfamiliar tasks they received from registered nurses. Participants also found rotating to different wards recreated the feelings they experienced on commencing employment. Nursing curricula should prepare new graduates for foreseeable stressors and oppressive practices so that graduates can become proactive in preventing and responding to factors such as silence and aggression. Moreover, nursing courses need to ensure that socialisation issues are addressed to assist in the eradication of oppressive practices. Finally, organisations need to address socialisation issues such as hostility within the workplace to address the attrition of new graduates from the profession. Individuals in clinical practice settings need to be cognisant of the significant role that experienced registered nurses and nurse unit managers occupy in the socialisation of new graduate nurses. Additionally, there needs to be increased awareness that nursing culture can influence recruitment and retention of new graduates. Further, health care organisations need to evaluate the benefits of new graduates rotating through clinical areas in the first 12 months of employment.

Issues influencing psychiatric nurse retention during the first year of employment: a case analysis

To explore the work experiences of psychiatric-registered nurses (RNs) that influence retention within the first year of employment. One corporation with four psychiatric inpatient facilities experienced an average RN turnover rate of 54% annually, with approximately 75% of new hires leaving within 6 months of employment. This case analysis used a grounded theory approach involving structured telephone interviews with 14 former and currently employed nurses. The nursing role in this organization was limited and task oriented, with issues involving education and training, team dynamics and organizational support converging to influence nurses' decisions to terminate employment within the first year. Retention of psychiatric nurses requires the implementation of a variety of strategies to clarify the role. Nurse administrators need to review organizational policies and procedures to determine if current practices support the retention of psychiatric nurses.

Conscientiousness and reactions to psychological contract breach: A longitudinal field study.

The authors examined the role of employee conscientiousness as a moderator of the relationships between psychological contract breach and employee behavioral and attitudinal reactions to the breach. They collected data from 106 newly hired employees within the 1st month of employment (Time 1), 3 months later (Time 2), and 8 months after Time 1 (Time 3) to observe the progression through contract development, breach, and reaction. Results suggest that conscientiousness is a significant moderator for 4 of the 5 contract breach-employee reaction relationships examined (turnover intentions, organizational loyalty, job satisfaction, and 1 of 2 facets of job performance). Specifically, employees who were lower in conscientiousness had more negative reactions to perceived breach with respect to turnover intentions, organizational loyalty, and job satisfaction. In contrast, employees who were higher in conscientiousness reduced their job performance to a greater degree in response to contract breach. Future research directions are discussed.

Traumatic Injury Rates in Meatpacking Plant Workers

ABSTRACT This was a 3-year retrospective cohort study of traumatic injuries in a midwestern pork meatpacking plant. Based on n = 5410 workers, this was a diverse workforce: Caucasian (56.6%), Hispanic (38.9%), African American (2.7%), Asian (1.1%) and Native American (0.8%). There were n = 1655 employees with traumatic injuries during this period. At 6 months of employment, the probability of injury was 33% in the harvest workers who were responsible for slaughter operations. The overall incidence injury rate was 22.76 per 100 full-time employees per year. Women experienced a higher incidence for injury than men. The risk ratio (RR) for traumatic injury was significantly lower in Hispanic workers compared to Caucasians (RR = 0.54, 95% CI = 0.49–0.60) and nonsignificantly higher in African American and Native American workers after adjusting for age, gender, work section assignment, and experience (RR = 1.33, 95% CI = 1.21–1.47). These findings suggest that either Hispanics are very safe employees or they underreport injuries. We make the case for the latter in the discussion.

The size of cycle-to-cycle variability in biomechanical exposure among butchers performing a standardised cutting task

The effects of employment duration and pain development on motor variability were investigated during repetitive work. Electromyographic (EMG) and kinematics data from two previous studies were re-analysed. Newly employed butchers were followed prospectively in relation to employment duration and pain development. Healthy butchers with long-term experience were compared with novices. The variability of the cycle time, EMG ratio and arm and trunk movement was expressed as cycle-to-cycle standard deviations. During the first 6 months of employment, cycle time variability decreased, while posture and movement variability increased (p < 0.05). In presence of pain, the variability of the initial arm position decreased while it increased for the trunk (p < 0.05). Experienced butchers showed a larger variability than novices for work cycle and several kinematic variables, but a smaller EMG ratio variability (p < 0.05). These findings indicate that the variability of motor patterns in repetitive work changes with experience and pain. A change towards a more variable motor strategy may protect workers from work-related musculoskeletal disorders.

Turnover intention in new graduate nurses: a multivariate analysis

TitleTurnover intention in new graduate nurses: a multivariate analysisAimThis paper is a report of a study to determine the relationship of new nurse turnover intent with individual characteristics, work environment variables and organizational factors and to compare new nurse turnover with actual turnover in the 18 months of employment following completion of a residency.BackgroundBecause of their influence on patient safety and health outcomes nurse turnover and turnover intent have received considerable attention worldwide. When nurse staffing is inadequate, especially during nursing shortages, unfavourable clinical outcomes have been documented.MethodProspective data collection took place from 1999 to 2006 with 889 new paediatric nurses who completed the same residency. Scores on study instruments were related to likelihood of turnover intent using logistic regression analysis models. Relationships between turnover intent and actual turnover were compared using Kaplan–Meier survivorship.ResultsThe final model demonstrated that older respondents were more likely to have turnover intent if they did not get their ward choice. Also higher scores on work environment and organizational characteristics contributed to likelihood that the new nurse would not be in the turnover intent group. These factors distinguish a new nurse with turnover intent from one without 79% of the time. Increased seeking of social support was related to turnover intent and older new graduates were more likely to be in the turnover intent group if they did not get their ward choice.ConclusionWhen new graduate nurses are satisfied with their jobs and pay and feel committed to the organization, the odds against turnover intent decrease.What is already known about this topicThere is concern in many countries about nurse turnover and the resulting effects on patient safety and quality of care.Decreasing ability to recruit experienced nurses has increased the emphasis on recruitment of new graduate nurses, particularly in the United States of America.Historically, new graduate nurses have a high turnover rate within the first year of employment.What this paper addsWhen new graduate nurses are satisfied with their jobs and pay and feel committed to the organization, the odds of turnover intent decrease.Increased seeking social support to cope with the transition from student to competent Registered Nurse is related to turnover intent.Older graduates (>30) are 4·5 times more likely to have turnover intent if they do not get their ward of choice.

First months of employment and new onset of rhinitis in adolescents

The aim of the present study was to investigate the incidence of rhinitis in adolescents, taking into account the duration and type of employment in holiday and vocational jobs, and to study latency until development of symptoms. Participants of the International Study of Asthma and Allergies in Childhood (ISAAC)-II study in Munich and Dresden (Germany), who were enrolled in 1995, were re-contacted by a postal questionnaire in 2002 (aged 16-18 yrs). The questionnaire focused on allergic rhinitis, type and duration of all jobs, and potential confounders. All jobs held for >/=8 h.week(-1) and >/=1 month were coded and occupational exposure was assigned by a job-exposure matrix. Out of the 3,785 participants, 964 reported an employment history. The median (25th-75th percentile) duration of employment was 10 (1-16) months. After adjusting for potential confounders, those working in high-risk occupations (odds ratio (OR) 1.4, 95% confidence interval (CI) 1.0-2.1) had an increased risk for new onset of rhinitis, especially those exposed to low molecular weight agents (OR 1.8, 95% CI 1.1-2.8). The incidence of rhinitis was highest among those currently employed in a high-risk job for <10 months. Teenagers who start working in high-risk occupations have a higher incidence of rhinitis compared with those not working. This increased risk might occur early on during employment.

Risk for leukaemia and brain and breast cancer among Danish utility workers: a second follow-up

Objective: To update a study of risks for leukaemia, brain cancer and breast cancer in a Danish nationwide, population-based cohort of utility employees. Methods: A multivariate statistical model including information...

How many employees receive safety training during their first year of a new job?

Objective: To describe the provision of safety training to Canadian employees, specifically those in their first year of employment with a new employer. Design: Three repeated national Canadian cross-sectional surveys....

A review of the constructs, curriculum and training data from a workforce development program for recovery support specialists.

The theoretical underpinnings, training content and initial training data of a workforce development program are described. The program was designed for people with psychiatric and/or substance use disorders, and provides skills to improve their employability in the behavioral health system. Trainees rated their knowledge, skills and attitudes as improved after training. Supervisor ratings of participants after three months of employment are consistent with the participant's self-ratings.

Effects of Nurse Home-Visiting on Maternal Life Course and Child Development: Age 6 Follow-Up Results of a Randomized Trial

To test, with an urban, primarily black sample, the effects of prenatal and infancy home visits by nurses on mothers' fertility and economic self-sufficiency and the academic and behavioral adjustment of their children as the children finished kindergarten, near their sixth birthday. We conducted a randomized, controlled trial of a program of prenatal and infancy home-visiting in a public system of obstetric and pediatric care in Memphis, Tennessee. A total of 743 primarily black women at <29 weeks of gestation, with no previous live births and with > or =2 sociodemographic risk characteristics (unmarried, <12 years of education, or unemployed), were randomly assigned to receive nurse home visits or comparison services. Outcomes consisted of women's number and timing of subsequent pregnancies, months of employment, use of welfare, food stamps, and Medicaid, educational achievement, behavioral problems attributable to the use of substances, rates of marriage and cohabitation, and duration of relationships with partners and their children's behavior problems, responses to story stems, intellectual functioning, receptive language, and academic achievement. In contrast to counterparts assigned to the comparison group, women visited by nurses had fewer subsequent pregnancies and births (1.16 vs 1.38 pregnancies and 1.08 vs 1.28 births, respectively), longer intervals between births of the first and second children (34.28 vs 30.23 months), longer relationships with current partners (54.36 vs 45.00 months), and, since the previous follow-up evaluation at 4.5 years, fewer months of using welfare (7.21 vs 8.96 months) and food stamps (9.67 vs 11.50 months). Nurse-visited children were more likely to have been enrolled in formal out-of-home care between 2 and 4.5 years of age (82.0% vs 74.9%). Children visited by nurses demonstrated higher intellectual functioning and receptive vocabulary scores (scores of 92.34 vs 90.24 and 84.32 vs 82.13, respectively) and fewer behavior problems in the borderline or clinical range (1.8% vs 5.4%). Nurse-visited children born to mothers with low levels of psychologic resources had higher arithmetic achievement test scores (score of 88.61 vs 85.42) and expressed less aggression (score of 98.58 vs 101.10) and incoherence (score of 20.90 vs 29.84) in response to story stems. There were no statistically significant program effects on women's education, duration of employment, rates of marriage, being in a partnered relationship, living with the father of the child, or domestic violence, current partner's educational level, or behavioral problems attributable to the use of alcohol or drugs. This program of prenatal and infancy home-visiting by nurses continued to improve the lives of women and children at child age 6 years, 4 years after the program ended.

Liver fibrosis in asymptomatic polyvinyl chloride workers.

This study was designed to determine whether vinyl chloride monomer (VCM) exposure is associated with liver fibrosis. A total of 347 workers with occupational exposure to VCM were systemically examined using liver ultrasonography and routine liver function tests. Vinyl chloride monomer cumulative dose (ppm-month) was estimated by summing the products of air VCM concentration levels and months of employment. Liver fibrosis was defined in subjects with precirrhosis and cirrhosis of liver diagnosed using ultrasonography. Significantly increased risks of developing liver fibrosis were found in workers who had history of high exposure jobs (odds ratio 5.5, 95% confidence interval 1.7-25.4) when compared with workers who did not have history of high exposure jobs. We concluded that there was an increased risk of developing liver fibrosis in PVC workers who had high exposure to VCM.

Small firms and the national minimum wage

This article assesses the impact of the National Minimum Wage on small firms in the British hospitality, caring, retail, hairdressing and motor services industries. Drawing on a combination of survey and interview data, the study examines how firms’ pay and training practices have been affected by the introduction of the National Minimum Wage and subsequent changes in the level at which it is set. The different methods by which firms have sought to offset cost increases resulting from the minimum wage are explored. It is shown that quality-enhancement measures have, in some cases, coincided with steps to increase work intensity. The article also assesses the extent to which employers have offered ‘development’ wage rates to young workers and older employees in the first six months of employment and explores employers’ reasons for avoiding paying development wages. Finally, the article examines the processes through which pay is determined in small firms and various factors that influence wage offers.

Job Separation Behavior of Welfare Recipients: Results from a Unique Case Study

Working Paper 2004-12 May 2004 Abstract: This paper uses a unique personnel data set to explore job separation behavior among welfare hires. Our results indicate that welfare hires are no less stable than similar nonwelfare hires; however, time until separation does differ across welfare status by reason for separation. We also found that the presence of a mentoring program will increase time until separation for both welfare and nonwelfare hires. JEL classification: I38, J24, J64 Key words: TANF, welfare, job search, job separation I. Introduction and Background In 1996 the Personal Responsibility and Work Opportunity Reconciliation Act (PRWORA) became law, eliminating the Aid to Families with Dependent Children (AFDC) program. (1) In place of AFDC, states receive a block grant to establish a Temporary Assistance for Needy Families (TANF) program. New rules under the TANF program impose stricter time limits and work requirements. Once a TANF recipient is determined to be 'job ready' or she has received assistance for 24 months, she is required to work. (2) Under AFDC, relatively few recipients were required to work. For example, the Job Opportunity and Basic Skills (JOBS) program, which TANF also replaced, required only about 10% of the AFDC caseload to participate. But under TANF, there is pressure on the states to increase their work participation rates in order to receive their full block grant amount. By 1999, states must have had at least 35% of their mandatory TANF caseload participating in work activities for at least 25 hours (for all families) and 90% of their two-parent TANF families working 35 hours or more. Due to the changes brought about by the PRWORA, an increasing number of individuals are required to find a job, some entering the labor force for the first time. Many of these job seekers have a low skill level, little work experience, and other barriers to employment, such as transportation and child-care needs. (3) Most of the literature examining questions related to the transition from welfare to work focuses on employment barriers of former welfare recipients and the availability of jobs for former welfare recipients. Few studies have examined the turnover behavior of former welfare recipients. (4) The fear of many employers is that welfare recipients are less stable (higher turnover) workers than non-welfare recipients. And, high turnover is, of course, costly because of personnel processing, orientation, training, etc. This paper utilizes unique, firm-level post-PRWORA data to examine the separation behavior of welfare and non-welfare hires and the effectiveness of a firm's work programs on reducing turnover. The following questions are addressed: (1) Is the separation behavior of former welfare recipients, in fact, different from other workers? If so, how and why does it differ? (2) What characteristics of a firm's work program contribute to higher retention rates? (3) Does the time to separation vary by welfare status for different reasons for separating? In other words, do welfare hires separate from their employer sooner than non-welfare hires for personal versus professional reasons? 5 The answers to these questions have implications for firms' hiring policies and the potential effectiveness of work programs. By identifying factors contributing to higher retention rates, especially factors related to the type of work programs in place, more effective work programs can be designed. After all, the determination of a successful welfare-to-work transition does not conclude merely when the individual finds employment. Most likely due to the relatively new public policy interest in hiring welfare recipients, there are few studies which empirically examine the separation behavior of welfare hires. Whenever examined, turnover among welfare hires has uniformly been found to be high. For example, Berg et al. (1992) find that 46 percent of recent welfare recipients lost or quit their job in the first three months of employment and 73 percent have lost or quit their job within one year. …

Regional Transit Program for Welfare to Work in Chicago, Illinois: Three Years Later

The impact of the welfare-to-work (WtW) regional public transportation program on participants in Chicago, Illinois, is reviewed 3 years after an initial study. The regional transportation program provided free transit passes and vanpool services to participants during their first 6 months of employment and training on regional transit options for job developers. WtW participants' travel patterns were noted, social service contractors were interviewed, and Temporary Aid to Needy Families (TANF) clients were examined. In 2000, pass use for WtW participants and regular 30-day pass users was determined to be almost identical because of the strong economy of the late 1990s. Three years later, travel patterns suggested that participants were beginning to find employment farther from home, many in the job-rich O'Hare Airport corridor, and that the costs and benefits of sending low-income workers to distant work locations needed to be assessed. Although providing fare subsidies that allow low-income workers to take advantage of existing infrastructure may be helpful, transportation solutions probably will not be enough to make a meaningful and sustained impact. The regional transportation program illustrates the need for holistic approaches to social policy. The disproportionate level of transit dependency, longer travel times, and significantly higher use of public transit in many of the Chicago communities that have the highest numbers of TANF clients than in the city as a whole point to a serious need for affordable housing near job centers in the Chicago region.