Cold wind of change: Associations between organizational change, turnover intention, overcommitment and quality of care in Spanish and Swedish eldercare organizations

Lundmark, Robert; Yepes-Baldó, Montserrat; Romeo, Marina; Westerberg, Kristina

doi:10.1002/nop2.615

Cited by 14 publications

(24 citation statements)

References 32 publications

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“…Working at evenings, nights, and weekends complicates work-life balance ([ 9 , 10 ]; Drange I, Vabø M: A cross-sectional study of sustainable employment in Nordic eldercare, forthcoming). Part-time and temporary employment generate financial stress [ 11 ], and austerity and marketisation reforms can engender job insecurity [ 12 , 13 ].…”

Section: Introductionmentioning

confidence: 99%

Lack of recognition at the societal level heightens turnover considerations among Nordic eldercare workers: a quantitative analysis of survey data

Elstad

Vabø

2021

BMC Health Serv Res

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Background Recruiting and retaining staff are standing challenges in eldercare. Low pay, difficult working conditions, and social relations at the workplace impact on turnover intentions. Few studies have used quantitative data for estimating the role of recognition by the wider society for staff instability. This study examines how perceived lack of recognition at the societal level affects Nordic eldercare workers’ considerations of leaving their jobs. Methods The 2015 Nordcare survey among frontline eldercare workers in Denmark, Finland, Norway, and Sweden (N = 3,677) is analysed. Issues such as working conditions, financial strain, work-life balance, and appreciation by care recipients and colleagues, were covered. Recognition at the societal level was measured by perceptions of being valued by top municipal leaders, mass media, and the general public. Analyses are made with cross-tabulations and multivariate linear probability regression models. Results In the total sample, 41.1 % had “seriously considered to quit during the last 12 months”. About one third felt “not at all valued” by top municipal leaders, while one fourth felt “not at all valued” by mass media. In bivariate analyses, perceptions of recognition were strongly associated with considerations to quit. These associations were reduced, but remained sizeable and highly significant in multivariate analyses adjusted for age, gender, health, working conditions, financial stress, workplace relations, and other known turnover predictors. Conclusions Lack of recognition by societal agents such as top municipal leaders, mass media, and the general public, is widely felt by Nordic eldercare workers. Feeling poorly valued by such sources is associated with frequent considerations to leave one’s employment. Perceived lack of recognition by the wider society has a significant and independent impact on staff instability in the eldercare sector. Societies’ recognition order is embedded in social structures which are resistant to change, but policies which succeed in raising the societal recognition of eldercare work may contribute to reduced retention difficulties in eldercare.

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Section: Introductionmentioning

confidence: 99%

Lack of recognition at the societal level heightens turnover considerations among Nordic eldercare workers: a quantitative analysis of survey data

Elstad

Vabø

2021

BMC Health Serv Res

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“…From a theoretical perspective, organisational support and working conditions have been observed to be an influencer in employee's outcomes dating back to the 1920s when the Hawthorne experiment was conducted (Mayo, 2004 ). Labour turnover theories (Lee & Mitchell, 1994 ; Price, 1977 ; Steers & Mowday, 1981 ), empirical studies (Griffeth et al., 2000 ; Li et al., 2020 ; Lundmark et al., 2021 ; Pahlevan Sharif et al., 2018 ) and the results of meta‐analysis studies (Rhoades & Eisenberger, 2002 ) have highlighted the importance of employees’ working environment in explaining the employees’ turnover process. However, despite the plethora of studies supporting the direct relationship between organisational support and turnover intentions, an unresolved issue in these studies remains, which is the process that explains this association.…”

Section: Introductionmentioning

confidence: 99%

Organisational support and turnover intentions: A moderated mediation approach

et al. 2021

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Aim:The current study aims to examine the moderating role of psychological ownership in the process that translates organisational support into nurses' turnover intentions through job satisfaction.Design: A cross-sectional research design was used to test the hypotheses.Method: Using a purposive sampling 341 self-completed survey data were collected from nurses working in two public hospitals in Iran. Structural equation modelling was used to analyse the data. Result:The research revealed that organisational support and job satisfaction were negatively related to a healthcare professionals' turnover intention. Moreover, job satisfaction mediated the negative relationship between organisational support and turnover intention. The research also revealed that psychological ownership strengthened the positive relationship between organisational support and job satisfaction.

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“…Job crafting intervention could offer a competitive advantage when coping with a high demands environment with poor working conditions and in organizational change contexts led by human resources, affecting quality of care (Lundmark et al, 2020;Westerberg et al, 2018). Managers can motivate employees to craft their jobs, gearing their needs, abilities, and goals to corporate values and competencies (Hulshof et al, 2020;Wang et al, 2016).…”

Section: Discussionmentioning

confidence: 99%

The influence of job crafting on the quality of care provided by nursing home employees: The moderating effect of organizational identification

et al. 2021

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Our goal was to analyze the positive effect of job crafting activities involving nursing home employees on their perceived quality of care, and the moderating effect of organizational identification. A two-wave non-experimental design (with an interval of 12 months) was used. The Job Crafting Questionnaire, the Identification-Commitment Inventory, and the Quality of Care Questionnaire (QoC) were administered to 226 nursing home employees in two waves. The results of the hierarchical regression analyses found significant association between job crafting subdimensions and quality of care twelve months later. Organizational identification was shown to play a moderating role in these relationships when analyzing the effect of cognitive crafting. In this sense, the effect of cognitive crafting on quality of care is only found with high levels of identification. The findings highlight the importance of the job crafting dimensions (task, relational and cognitive) when it comes to enhancing quality of care in residential homes for the elderly. This is especially relevant for cognitive crafting among employees with high levels of organizational identification. This research provides managers with guidance when allocating job crafting opportunities aimed at making improvements in quality of care. In this respect, organizations must offer job crafting training to stimulate and support their employees and, on the other hand, managers should encourage employees to craft their jobs, gearing their needs, abilities, and goals to corporate values and competencies.

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Cold wind of change: Associations between organizational change, turnover intention, overcommitment and quality of care in Spanish and Swedish eldercare organizations

Cited by 14 publications

References 32 publications

Lack of recognition at the societal level heightens turnover considerations among Nordic eldercare workers: a quantitative analysis of survey data

Lack of recognition at the societal level heightens turnover considerations among Nordic eldercare workers: a quantitative analysis of survey data

Organisational support and turnover intentions: A moderated mediation approach

The influence of job crafting on the quality of care provided by nursing home employees: The moderating effect of organizational identification

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