How Safety Climate Influences the Willingness to Stay of Nursing Staff during the COVID-19 Outbreak

Abstract

The outbreak of COVID-19 in China at the beginning of 2020 has made the problems that the aged care agency face with large mobility and high turnover of aged nursing staff become more serious. Aiming at this problem, this paper incorporates psychological capital and social panic into the model from the perspective of the organizational safety climate and constructs a theoretical model of the mechanism of the effect on nursing staff’s willingness to stay in the context of the outbreak. Through a questionnaire survey in an aged care agency in Anhui Province, a total of 321 valid questionnaires were collected for empirical analysis. The results show that: (1) the safety climate of the organization has a significant positive impact on the transactional psychological capital and interpersonal psychological capital of nursing staff in the aged care industry and their willingness to stay; (2) transactional psychological capital and social panic have a significant positive impact on the willingness to stay of nursing staff, while interpersonal psychological capital has no significant impact on the willingness to stay; (3) the mediating role of transactional psychological capital and interpersonal psychological capital between the safety climate and the willingness to stay is established, and the moderating role of social panic between psychological capital and willingness to stay is also established. Finally, based on the research conclusions, corresponding countermeasures and suggestions are put forward to deal with the problems that occur in special periods.

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

“…On the other hand, studies have reported that psychological capital has a positive impact on organizational commitment [36,50]. Employees with better psychological capital tend to keep a strong sense of belonging to their jobs, remain in close contact with colleagues, and are more willing to stay in the organization and play their roles [18,40,41]. NAs need to maintain good communication with their leaders and colleagues, and actively participate in organizational activities to promote an enjoyable team climate and a sense of belonging to their jobs.…”

“…Earlier studies have found that career adaptability has a positive impact on hope, resilience, and self-efficacy [37][38][39], all of which are major components of psychological capital. In addition, it has been found that psychological capital can contribute to reducing burnout and enhancing career identity [40], and it has a positive effect on reducing turnover intention [18,41]. In addition, Yim [42] found that psychological capital could mediate the association between occupational stress and turnover intention.…”

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

“…On the other hand, studies have reported that psychological capital has a positive impact on organizational commitment [37,50]. Employees with better psychological capital tend to keep a strong sense of belonging to their jobs, remain in close contact with colleagues, and are more willing to stay in the organization and play their roles [18,41,42]. NAs need to maintain good communication with their leaders and colleagues, and actively participate in organizational activities to promote an enjoyable team climate and a sense of belonging to their jobs.…”

“…Earlier studies have found that career adaptability has a positive impact on hope, resilience, and self-e cacy [38][39][40], all of which are major components of psychological capital. In addition, it has been found that psychological capital can contribute to reducing burnout and enhancing career identity [41], and it has a positive effect on reducing turnover intention [18,42]. In addition, Yim [43] found that psychological capital could mediate the association between occupational stress and turnover intention.…”

International Symposium on Occupational Safety and Hygiene: Proceedings Book of the SHO2021

“…As profissões relacionadas com os cuidados de saúde apresentam características únicas que a distinguem das outras, uma vez que a sua ação se centra não só nas pessoas que trabalham na organização, mas também nos utentes. Com o surgimento da pandemia de COVID-19, as questões associadas à perceção de risco e aos comportamentos de segurança ganharam novo ímpeto (e.g., Qianlan et al, 2020) perceção de risco, podem interferir diretamente no desempenho da organização assim como na prestação de melhores cuidados de saúde (e.g., Wang et al, 2021).…”