جستجوی مقالات مرتبط با کلیدواژه "قصد ترک شغل" در نشریات گروه "پزشکی"

By making new changes in the organization, organizations are looking for various innovations to maintain their level of performance in the existing competitive environment. But these frequent changes can lead to change fatigue and its negative consequences for employees. Therefore, the present study was conducted to evaluate the change fatigue and its related consequences in health care providers.

The present study is a cross-sectional study conducted in health centers in western Iran. In this study, 803 people were selected using the available method. In this study, the change fatigue scale, Parker and Decotis’ job stress questionnaire, Ruth and Field’s job satisfaction questionnaire, Maslash and Jackson’s burnout questionnaire, turnover intention questionnaire, and standard questionnaire of organizational commitment of Mowday et al. are used. All analyzes were performed using SPSS23 and AMOS18 software.

The results of the present study showed that with the increase of change fatigue, the intention to leave, stress and burnout increased significantly and job satisfaction decreased significantly; however, there was no significant relationship between change fatigue and organizational commitment. Also, a significant relationship was observed between marital status, age, work experience, type of employment, type of job and education with change fatigue.

In environments that are associated with rapid and continuous changes, it is important to consider the change fatigue and its consequences because it can increase job stress, burnout, reducing job satisfaction, and organizational commitment and provide a basis for leaving the job.

Occupational stress is an interactive situation between the job situation and the person working in that job.In the effort-reward imbalance model, which is a method for measuring job stress, the imbalanced relationship between the invested efforts and the rewards received in employees causes stressful reactions. which in the long term causes physical and mental damage to the person. The present study aims to investigate the relationship between job stress and the intention to leave the job and early retirement by investigating the mediating role of job satisfaction in nurses.

This study is a correlational study that was collected in 2017 by field method and through a questionnaire. The study sample was 455 nurses working in the government hospitals of Hamedan city. Data collection tools in this research included 4 self-report questionnaires including job stress, intention to turnover, early retirement and job satisfaction. Finally, after collecting data, SPSS software version 18 was used for analysis.

The results of this study showed that there was a significant negative relationship between effort-reward imbalance with job satisfaction and a significant positive relationship with the intention to  turnover, but no significant relationship was observed between effort-reward imbalance and the intention to retire early. Also, there was a significant negative relationship between job stress and job satisfaction.

According to the results, the variables used in this research, especially the variables that had a mediating role, should be considered in organizational planning and policies to reduce occupational diseases and increase employee health.

Turnover among nurses is one of the important issues for managers in this field. Many factors such as Workplace Incivility and quality of work life affect nurses' Turnover Intention. In this regard, the aim of the current research is to investigate the effects of nurses' quality of work life on Turnover Intention with the moderating role of Workplace Incivility.

The present research was of the descriptive correlational type. The target population consisted of all nurses working in Imam Reza, Shahid Madani, and Children's hospitals in Tabriz. A sample of 320 nurses was selected using the available sampling method. Data were collected through a two-part questionnaire, including demographic information and research variables. Descriptive and inferential statistics were employed for data analysis. The data analysis tool used was SmartPLS version 3.2.8, based on the partial least squares (PLS) method.

The results obtained from the model analysis indicated that the hypotheses related to the impact of the quality of work life on Turnover Intention have an inverse effect (t = 3.01, p = -0.163). The Workplace Incivility has a direct effect on the Turnover Intention (t = 11.99, p = 0.583). Additionally, the moderating effect of the Workplace Incivility in the relationship between quality of work life and the Turnover Intention among nurses was confirmed (t = 6.84, p = -0.327).

Based on the results obtained, it can be concluded that the effects quality of work life and the Workplace Incivility on nurses' Turnover Intention are confirmed. Furthermore, the moderating the effect of the atmosphere moderator Workplace Incivility was also proven in the effect of the quality of work life on the Turnover Intention, that is, the more uncivil the work environment is, the effect of the low quality of work life on the increase of Turnover Intention is also greater.

This study aimed to investigate the effect of organizational bullying on turnover intention with the mediating role of burnout and moderating role of Compulsory citizenship behavior.

this is Quantitative research and applied descriptive-survey study in which the statistical population includes 1132 registered and contract registered nurses of ImamReza Hospital in Mashhad. Cochran's formula was used to determine the sample size, based on this, 287 of them were selected as statistical sample with the random sampling method. To collect data, the Inarsen et al.'s (2009) organizational bullying questionnaire, Memon et al.'s turnover intention (2014), Copenhagen burnout (2005), and Vigoda-gadot (2007) Compulsory citizenship behavior questionnaires and For analyzing them, Structural equation modeling with partial least squares approach and smart-PLS software were used.

Data analysis using structural equation modeling showed that the direct effect of organizational bullying on turnover intention is 0.524 and significant (p<0.05). The direct effect of organizational bullying on burnout is 0.752 and significant (p<0.05). The direct effect of burnout on organizational bullying is 0.492 and significant (p<0.05). Also, burnout mediates the relationship between organizational bullying and turnover intention (t=3.863 and β =0.371).In addition, Compulsory citizenship behavior moderates the relationship between organizational bullying and turnover intention.

The result of this research showed that burnout plays a mediating role in the relationship between organizational bullying and nurses' turnover intention. Based on this, it is suggested to through identifying the causes of nurses' burnout and reducing it's occurrence, The rate of their turnover intention should also be reduced. This result can also be achieved by reducing Compulsory citizenship behavior in nurses.

Turnover Intention is an introduction to job turnover, and leaving the organization is costly for the organization. Therefore, it is necessary to address the factors that lead to the reduction of this phenomenon in the prevalence of coronary disease in hospitals. This study investigates the effect of managerial coaching on the turnover intention with the mediating role of work engagement and self-efficacy among nurses working in coronary patient’s departments.

The research method is descriptive- survey. From the statistical population, 130 people were selected based on Morgan table by simple random sampling method and data were collected from a standard questionnaire based on the Likert scale. The reliability of the questionnaires was obtained using Cronbach's alpha in the range of (0.81-0.93). To analyze the research data, structural equation modeling using SMART-PLS version 2 software was used.

The results of this study showed that managerial coaching negatively affects the turnover Intention nurses. Also, the role of mediator work engagement and self-efficacy was confirmed in the effect of managerial mentoring on the turnover Intention, in other words, managerial coaching indirectly, through self-efficacy and work engagement, also reduces job turnover Intention nurses.

The results showed that managers who appear in the role of coach in organization reduce tend to the number of nurses 'turnover and increase nurses' work engagement and self-efficacy. The total of these factors reduces the cost of nursing careers. Therefore, it's a good idea for organizations to persuade their managers to engage in coaching behaviors within the organization.

The prevalence of COVID-19 has caused concern and anxiety in the community. Due to direct contact with patients, nurses have an important role in preventing the spread of COVID-19 and this causes psychological problems in them. Therefore, this study aimed to investigate the turnover intention (TI) of nurses in the outbreak of COVID-19: the role of compassion fatigue (CF), compassion satisfaction (CS), and burnout (BO).

The research method was descriptive-correlation. In this study, 312 nurses in Malayer public hospitals participated in the study by census method. TI scale (Cammann et al, 1979) and The Professional Quality of Life Scale (Stamm, 2005) were used to collect the data. The validity and reliability of measuring instruments have been confirmed. Multivariate analysis of variance (MANOVA), Pearson correlation, and multivariate regression with enter method were used to analyze the data.

The rate of TI, CS, BO and CF in nurses in the outbreak of COVID-19 were 56.41%, 29.81%, 86.54%, and 85.89%, respectively. Female nurses compared to males had higher levels of BO and CF, TI, married nurses compared to single had higher levels of BO and CF, nurses with bachelorchr('39')s degree compared to nurses with masterchr('39')s degree had low levels of CS and high level of BO (p<0.05). ICU and CCU nurses had higher levels of TI, BO, and CF and lower levels of CS than nurses in other wards (p <0.05). There was a significant relationship between CS (r = -0.34), BO (r = 0.36) and CF (r = 0.19) with TI of nurses in the outbreak of COVID-19. Based on the results of multivariate regression, Cs, BO and CF have explained 0.20 of the TI (p = 3.1; f = 25.01). Based on the beta value, CS and CF and BO had a significant role in explaining the TI, respectively (p <0.05). (p <0.05).

According to the findings, psychological program based on the components of quality of work life, such as CS, BO and CF in the outbreak of COVID-19 can be effective in reducing the TI of nurses.

Today, nursing is one of the most important and vital jobs in every society, because nursing has a direct and undeniable impact on the well-being and public health of the community. One of the challenges facing the healthcare system and managers is the alarming trend of nurses' turnover intention. One of the factors that can play in the nurses' intention to leave is the fitness of nurses and their work environment. Therefore, the purpose of this study was to investigate the effect of person-organization fit on turnover intention, with the mediating role of person-group fit among nurses to public specialty hospitals in Mashhad. The research method is applied in terms of purpose and the data collection method is descriptive-correlational. The statistical analysis using SPSS 18 and AMOS Soft wares includes frequency and statistical charts, the inferential statistics, factor analysis and structural equations. The sample selected using stratified random sampling was 1467 nurses working in Mashhad public specialty hospitals. The size of sample using Cochran formula was 305 people. The questionnaire with the reliability coefficient using Cronbach's alpha of 0/89 distributed among nurses to collect data. The results showed that the effect of person-organization fit on person-group fit was positive and significant and the effect of person-organization fit and person-group fit on turnover intention nurses was negative and significant. The findings also showed that person-organization fit by person-group fit has a significant negative effect on the nurses' turnover intention in Mashhad public hospitals. According to the findings of this study, we conclude that employing and retaining nurses who are consistent with their beliefs, goals, and values, and are consistent with the healthcare system's vision, goals, principles, and values, reduce nurses' intention to voluntary leave and increase retention and  has resulted increase patient satisfaction and improve quality of health care delivery to people in public specialty hospitals in Mashhad and has a very important impact on promoting health and well-being in the whole community.

The of human resources is one of the issues that management efforts have always been aimed at reducing. Many factors affect job intention to leave, one of which is job stress in a work environment. Regarding the importance of the issue, the present study was conducted to study of occupational stress as predictors of nursing intention to leave.
The research design in this study is a correlation design. The target population in this study was all nurses working in Hamedan state hospitals. Based on simple random sampling, 300 individuals were selected as the sample of this study. The instruments used in this research were effort-reward imbalance questionnaire, Job Content questionnaire, and intention to leave questionnaire. The Collected date was analyzed using correlation and regression analysis using SPSS18 software.
The results showed that there is a positive and significant relationship between the amount of effort, job demands and the intention to leave in nurses (p≤0.01). But there was a negative and significant relationship between reward, job control and social support with the intention to leave in nurses (p≤0.01).
Based on the results, it can be concluded that job stress is an important factor in creating the intention to leave a job in the personnel, and the components of both models used in this research can be used to reduce the intention to leave at the nurses.

The aim of the present research is Designing and Testing a Structural Modeling of Precedents and Outcomes of Occupational Commitment. The variables in this model are included: Precedents (Conscientiousness, transformational leadership and Islamic work ethic and psychological climate) and Outcomes of occupational commitment (turnover intention, emotional exhaustion and self development behavior).
The research method is descriptive-correlation. The sample (According to the entry requirements for this study) consist of 210 Khuzestan Steel Company employees who selected by Stage random sampling (males=199; female=11).
The occupational commitment, psychological climate, NEO personality trait, General transformational leadership, Islamic work ethic,turnover intention, Burnout and self development behavior scales was used to collect research data. fitness of the proposed model was examined through structural equation modeling )SEM( by using amos-21 software package.also the bootstrap procedure was used for examine the indirect effects.
Findings indicated that the proposed model fit the data properly. Better fit has been obtained by omitting 1 non-sighnificant path. Among 10 direct hypothesis just one hypothesis has not been confirmed (the direct effect of transformational leadership on the occupational commitmen).All of the indirect effects were confirmed.
the present study provides insight about the role of individual, cultural and organizational variables in improving one's commitment to the occupational and thus reduce emotional exhaustion and turnover and the Costs arising from them.