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I fattori psico-sociali che influenzano l'intenzione di turnover
No full textIl Turnover è un’importante fenomeno organizzativo che ha attratto una grande attenzione per numerosi anni. La crescente instabilità della forza lavoro sta ponendo serie domande in particolare sull’impatto del turnover infermieristico. L’abbandono del proprio lavoro da parte di un infermiere è un serio problema che sta assumendo proporzioni internazionali poichè contribuisce alla carenza di infermieri, fenomeno che minaccia il sistema assistenziale della società.
Negli ultimi 30 anni, la ricerca tradizionale sul turnover si è focalizzata sugli atteggiamenti negativi al lavoro (ad esempio bassi livelli di soddisfazione al lavoro) come causa dell’abbandono del lavoro.
La presente Tesi offre una revisione della letteratura sul turnover lavorativo nelle organizzazioni. Inizialmente verrà indicata l’area oggetto di interesse e successivamente verrà analizzato il processo di turnover. Il potenziale impatto critico del comportamento di turnover sull’efficacia organizzativa viene presentato come la giustificazione per il bisogno di un modello di turnover, inteso come elemento di predizione e prevenzione.
Verranno presentati ed analizzati i modelli chiave della letteratura sul turnover, che consentiranno di formulare le basi per il modello teorico proposto, dove l’intenzione di turnover è il principale precursore del comportamento volontario di turnover.
In particolare, l’intenzione di turnover è stata operazionalizzata come l’intenzione di lasciare l’ospedale e l’intenzione di lasciare il reparto. Gli altri predittori che si ipotizza influenzino l’intenzione di lasciare (sia il reparto che l’ospedale) sono: il Commitment Organizzativo, la soddisfazione lavorativa, il coinvolgimento al lavoro (questi tre costrutti rappresentano il nucleo del modello), le caratteristiche del lavoro, il conflitto lavoro-famiglia, il leader-member exchangee il job embeddedness.
E’ stato utilizzato un campione di convenienza composto da 449 infermieri provenienti da un ospedale pubblico italiano. I dati sono stati analizzati attraverso i modelli di equazioni strutturali.
In linea generale, il modello ipotizzato è stato confermato e mostra buoni indici di adattamento ai dati.
I risultati delle path analysis indicano e confermano che il commitment organizzativo media completamente la relazione tra la soddisfazione al lavoro e l’intenzione di turnover. In particolare i risultati più importanti riguardano l’influenza di due variabili sottovalutate dalla letteratura del turnover: il Job Embeddedness e il Conflitto Lavoro-Famiglia. I risultati sono coerenti con i precedenti lavori secondo cui il conflitto lavoro-famiglia predice i livelli di intenzione di turnover e che inoltre la dimensione di fit community predice l’intenzione di turnover in misura superiore alla desiderabilità percepita di movimento (soddisfazione lavorativa e commitment organizzativo).
Le ricerche future dovranno considerare la possibile influenza di queste due variabili per comprendere il complesso processo di intenzione di turnover
Cittadinanza organizzativa in sanita’: il ruolo della motivazione autonoma, commitment affettivo e orientamento all’apprendimento
No full textIntroduzione:
I comportamenti di cittadinanza organizzativa (OCB) sono azioni volontarie extra-ruolo che vanno al di là delle mansioni prescritte dal contratto formale. Tali comportamenti hanno ricevuto una considerevole attenzione grazie al loro contributo all’efficacia organizzativa (Motowidlo & Van Scotter, 1994).
Obiettivo e metodo:
Guidati dalla Teoria della Self-determination (Gagné & Deci, 2005), l’obiettivo dello studio è comprendere i meccanismi psicosociali alla base dei comportamenti positivi e del rapporto tra lavoratori e organizzazione in ambito sanitario. Studi recenti che hanno esaminato gli OCB negli infermieri, si sono focalizzati sulla relazione tra leadership e OCB (Park et al., 2009), ma la letteratura è carente di studi che evidenzino come alcuni fattori individuali quali la motivazione al lavoro, l’orientamento all’apprendimento e il commitment organizzativo sono legati agli OCB verso gli individui (OCB-I) e l’organizzazione (OCB-O). E' stato testato un modello di equazioni strutturali con AMOS 7, su un campione di 371 infermieri di un ospedale Italiano.
Risultati:
I risultati hanno supportato le ipotesi e mostrato che la motivazione autonoma era legata sia agli OCB-I che agli OCB-O. Inoltre, l’orientamento all’apprendimento e il commitment affettivo mediavano totalmente la relazione tra motivazione autonoma e gli OCB. Il modello strutturale ha mostrato un buon adattamento ai dati: 2 (df = 108) = 164.2, IFI = .98, CFI = .98, RMSEA = .04.
Conclusioni:
Questo studio ha mostrato che gli OCB sono attivati dai lavoratori che si identificano con gli obiettivi organizzativi e che sono orientati al senso di padronanza nel lavoro. Questi, a loro volta, sono promossi da una motivazione autonoma. Sulla base dei risultati ottenuti, le unità operative dovrebbero attivare strategie gestionali al fine di aumentare la forza motivazionale autodeterminata dello staff e favorire l’efficacia organizzativa con maggiori comportamenti proattivi
Organizational citizenship behavior in healthcare: The roles of autonomous motivation, affective commitment and learning orientation
No full textDrawing on self-determination theory (SDT), the aim of this study is the understanding of the mechanisms underlying organizational citizenship behavior (OCB) and employee-organization relationship. Participants to the research were 554 nurses of two Italian hospitals. SEM procedure was used for testing our hypotheses. The results showed that autonomous motivation was related to both OCB-I (towards individuals) and OCB-O (towards the organization). Learning orientation and affective commitment fully mediated the relationship between autonomous motivation and both OCB-I and OCB-O. In conclusion, this study shows that OCB are activated by nurses who are identified with their organization and learning-oriented, which in turn are promoted by autonomous motivation. Practical implications for hospitals are discussed
Validazione della scala di motivazione al lavoro (MAWS) nel contesto italiano: evidenza di un modello a tre fattori
No full textIn line with the Self-Determination Theory (SDT), the scale of motivation at work (MAWS) was developed through a multi-dimensional approach and validated in English and French language. This work examined the structure of the MAWS in Italian organizational context. By using two samples (Study 1, N = 525; Study 2, N = 465), the results of exploratory factor analysis (Study 1) suggested a structure of work motivation organized in three factors: autonomous, introjected and external motivation, confirmed by a confirmatory (Study 2). The convergent and discriminant validity of the subscales was assessed. We discussed the importance of this scale for the development of future research based on SDT in the organizational context
Autonomous motivation, affective commitment and learning orientation as a source of voluntary positive behaviors
No full textExtra-role behaviors have recently received considerable attention due to their contribution to overall organizational functioning.
It becomes important to understand the mechanisms behind the positive behavior and strengthen the link between individual and organization.
The literature shows the importance of some psychosocial factors that tend to stimulate the uptake of these volunteers behaviors.
The quality of relationships that develop between the individual and the context of work helps to increase self-motivation (Gagné & Deci, 2005), thus the identification with the values and objectives of their work, but also the emotional feeling belonging to its own organization.
Thus, individuals tend to give the best of their abilities for the welfare of the organization activating an "approach motivation" state (Elliot, 1999), which determines individual guidance to the continuous growth, self-realization and autonomy necessary to implementation of effective performance.
The objective of this research is to test a structural model that can explain how these factors intervene in determining proactive behavior at work (OCBs).
The research's participants are a group of 371 medical assistants of one hospital in the North-East of Italy.
Results indicate that learning orientation and affective commitment fully mediate the relationship between autonomous motivation and altruism toward colleagues, while only learning orientation mediates the relationship between autonomous motivation and civic virtue.
Not apparent, however, no significant relationship between affective commitment and civic virtue.
Conclusions are discussed in terms of practical implications for employees, the organization and the need for future researches
A Test of influences of Work-Family Conflict, Job Enrichment and Leader-Member Exchange on Employee Turnover Intentions
No full textImbalance in the relationship between work and family can be a source of stress resulting in adverse effects on an individual’s work attitudes and well-being (Frone, Russell, & Cooper, 1992), as well as to organisations in terms of diminished employee effectiveness. Frone et al. (1992) assert that the work domain is regarded as the root cause of WFC. When examined with respect to organisational behaviours, employees with high Work-Family Conflict levels can resort to quitting organisation as a conflict managing strategy (Hammer, Bauer, and Grandey, 2003). Since leaders can influence different characteristics of followers’ jobs, including giving more
autonomy at work and extra-resources (Bauer & Green, 1996), job enrichment can be viewed as one of the main instrument used by leaders to feed the social exchange with followers and help them to resolve the imbalance between work and family domain. So followers who experience high levels of job enrichment should report low WFC.
The goal of this research is to test the effects of LMX and Job Enrichment on the relation between WFC and Turnover Intention.
Methods: The participants in the present study were 1047 nurses of 5 Italian Hospitals.We tested our hypothesis by comparing models using the principles of structural equations modeling (SEM).
Results: The results show that high levels of both LMX and Job Enrichment influence negatively WFC that in turn influence positively Turnover Intention of nurses. Furthermore, LMX has a direct negative influence on turnover intention and a positive influence on Job Enrichment.
Implications and conclusions: The results of this study may raise the level of awareness of organisations to the potential consequences of WFC into employees turnover intention. The study confirms the important role of LMX into influence the decision to quit organisation and expands the research including the role of leadership into influence the weight of job characteristics into WFC. An interesting avenue for future research would be to examine the weight of different leadership styles on WFC
Latent profiles of job demands and job resources and their association with work wellbeing among nurses in South Korea
Full text linkThe identification of underlying profiles of nurses exhibiting different patterns of job demands (JD) and job resources (JR) is critical for developing targeted interventions that promote healthy work practices and enhance overall well-being within the nursing working population. This study aimed to adopt a person-centered approach to investigate patterns of JD and JR and their association with job burnout, work engagement, and general well-being among Korean nurses. Secondary data analysis was conducted using data from the Sixth Korean Working Conditions Survey. In total, 449 nurses were included in the analysis. Preliminary measurement models were assessed, and latent profile analysis was used to extract job profiles. Finally, we investigated the association between the profiles and work-related well-being. Five latent profiles best represented JD/JR configurations: low demanding job (9.7%), poor job (6.6%), balanced job (42.7%), demanding job (21.4%), and severely demanding job (19.5%). In addition, the highest levels of perceived well-being were reported in relation to low demanding and poor job profiles, whereas poor and severely demanding job profiles were associated with a higher risk of low work engagement and high physical and emotional exhaustion. In this study, the findings showed that nurses in demanding or severely demanding work profiles experienced more emotional and physical exhaustion than those in low demanding or poor work profiles. Work engagement was lowest in severely demanding profiles, whereas perceived well-being was highest among nurses in the low demanding work environments. The study findings can be used to support nurse managers and administrators in developing strategies to reduce JD while maintaining an average level of JR support
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