This study examines the association between emotional exhaustion and turnover intention; explore the role of sickness presenteeism in explaining this association and how organizational resources such as perceived workplace health promotion program moderate this relationship among nurses. The cross-sectional research design was used. Samples were made up of 212 nurses purposively drawn from state government hospitals in Osun State, Nigeria. The respondents age range between 18 and 61 years (M = 35.8, SD = 10.6). Four standardized psychological were used to collect data from the respondents which were analysed using Structural Equation Modeling (SEM). Results revealed that emotional exhaustion positively predicts turnover intention (B=.348, t = 5.111, p < .05) and indirectly through sickness presenteeism (B = .189, C.I (.109,.292). Furthermore, sickness presenteeism was found to be positively related to turnover intention (B = .334, t = 6.537, p < .05) and this relationship was moderated by perceived workplace health promotion program (B = −0.168, t = −2.796. p < .05). The study concludes that organizational resources like workplace health promotion program serve as a mechanism by which the negative effect of job demands on work outcomes can be minimized. 

Moderated mediation analysis of presenteeism and workplace health promotion program between emotional exhaustion and turnover intention among nurses

Organisations worldwide encounter three significant and challenging issues related to talent management: intense competition for skilled employees, elevated rates of employee attrition, and the ongoing struggle to attract top-tier talent. This research focused on investigating the interconnected dynamics among factors associated with employee retention, including organisational commitment, job embeddedness, and hardiness, in conjunction with resilience-related behaviours such as resilience and career adaptability.A cross-sectional survey design was used to gather quantitative data from a convenience sample of employees within the private sector in South Africa (N = 293). The self-assessments of the participants were assessed using a range of well-established and validated instruments. Correlation and regression analyses, followed by structural equation modelling, were utilised to construct a resilience framework designed specifically for private sector organisations in South Africa.The results reveal significant associations between organisational commitment, job embeddedness, and hardiness (as retention-related attributes) and resilience and career adaptability (as resilience-related behavioural capacities). These relationships served as the basis for the development of a resilience framework for employees in South African private organisations.In South African private-sector organisations, talent retention is crucial due to a talent shortage. The study found that employees have a strong emotional attachment to their organisations, are highly aligned with their jobs and communities, and display resilience. Organisational commitment, job embeddedness, and hardiness are key factors in reducing turnover, forming an effective retention strategy. This research contributes to the development of a resilience framework for South African private sector organisations.

Fostering organisational commitment: a resilience framework for private-sector organisations in South Africa

Abstract Background Healthcare organizations with practitioners who exhibit proactive work behavior and career adaptability acquire a competitive advantage in the face of many adversities. Entrepreneurial leadership (EL) is a new leadership approach that has a huge impact on followers’ behavior, although research into its theory and empirical evidence is still in its infancy. Methods A non-probability convenience sample methodology ( n = 450) was utilized to choose study participants, who were equally dispersed among the two private hospitals in Alexandria. A cross-sectional study was carried out in all departments of the hospitals, which were chosen at random using a simple random procedure. Three validated scales were used in this study to measure the study variables and establish a structural equation model. Results The result of this study revealed that nurses perceived moderate mean scores of all variables; entrepreneurial leadership (140.84 ± 11.94), proactive work behavior (46.02 ± 5.85), and career adaptability (85.55 ± 10.35). In addition, the structured equation model revealed a goodness fit index and presents that entrepreneurial leadership significantly affects nurses’ proactive work behavior with an estimated β of 0.555, coefficient of regression C.R. of 4.006, at P value &lt; 0.001. Also, it significantly affects career adaptability with an estimated β of .834, a coefficient of regression C.R. of 3.491 at P value &lt; 0.001. Conclusions The developed structural equation model confirmed the significant impact of entrepreneurial leadership (EL) on nurses’ proactive work behavior (PWB) and career adaptability (CA)”. Therefore, this study offers important implications for nurse managers, staff nurses, hospital human resources management practice, and academics. 

pdf/entrepreneurial-leadership-nurses-proactive-work-behavior-3fpgfriozz.pdf

Entrepreneurial leadership, nurses’ proactive work behavior, and career adaptability: a structural equation model

The problem of employee turnover remains a pressing concern in the banking industry, as its organisations still grapple to retain highly competent and talented employees. However, the understanding of factors that attenuate turnover intention is fragmented and incomplete due to its complex nature. The study aimed to examine the effect of internal employment opportunity on turnover intention given the contextual influences of hope and trust in management. Data were obtained through a cross-sectional survey of 332 employees conveniently sampled from commercial banks operating in Delta State, Nigeria. The partial least square structural equation modelling (PLS-SEM) approach was used for hypothesis testing. The PLS-SEM results demonstrated that the inverse relationship between internal employment opportunity and turnover intention can be explained fully by hope and its interaction with trust in management. The study made novel contributions to research and practice by highlighting the mechanisms that attenuate turnover intentions among employees, particularly in the banking industry. 

The role of hope and trust in management in internal employment opportunity and turnover intention relationship in the banking industry in Delta State, Nigeria

This study investigates the direct or indirect impact of transformational leadership and adaptive resilience on affective commitment and turnover intention. Qualitative research was conducted to validate the concepts and the research model and quantitative research was carried out to analyze data from 310 employees selected via convenient sampling in Vietnam. The results reveal that transformational leadership does not only directly affect adaptive resilience and turnover intention, but also indirectly and fully affects affective commitment via adaptive resilience, and indirectly and partially affects turnover intention via affective commitment and adaptive resilience. Furthermore, adaptive resilience significantly impacts turnover intention via affective commitment. There is no proof in the research that adaptive resilience directly affects turnover intention. This research has documented valuable experiences related to the adaptive resilience of organizations following social crises in the relationship between leadership and turnover for scholars and managers in the future. 

pdf/the-role-of-adaptive-resilience-in-the-relationship-between-4e1o8lqwj7.pdf

The role of adaptive resilience in the relationship between transformational leadership, affective commitment and turnover intention in the post covid-19 era: a case of vietnam

High turnover intention of nursing assistants was detrimental to the sustainability of long-term care. Career adaptability is an important determinant in reducing turnover intention, but little research has explored the mechanism from the perspective of psychological capital. The aim of this study was to analyze the association between career adaptability and turnover intention and to examine the mediating role of psychological capital between career adaptability and turnover intention among nursing assistants in mainland China.A cross-sectional online study was conducted among 276 nursing assistants from eight nursing homes in Nanjing, China. The participants' career adaptability, psychological capital, and turnover intention were obtained. SPSS 26.0 and Amos 24.0 software were employed for statistical analysis.Career adaptability was positively related to psychological capital and negatively linked to turnover intention (P < 0.01). Psychological capital played a fully mediating role (β = -0.085, P < 0.05) in the relationship between career adaptability and turnover intention, and the largest indirect effect was generated through the curiosity dimension.The management of long-term care facilities should focus on assessing the level of career adaptability of nursing assistants. The overall improvement of career adaptability and psychological capital is conducive in reducing turnover intention. Targeted interventions are recommended to improve career adaptability and reduce turnover intentions by increasing career curiosity. Online career adaptability programs can be developed for nursing assistant students to improve their psychological capital and facilitate career transitions. 

/pdf/association-between-career-adaptability-and-turnover-30dj2b6m.pdf

Association between career adaptability and turnover intention among nursing assistants: the mediating role of psychological capital

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Association between career adaptability and turnover intention among nursing assistants: the mediating role of psychological capital