Job attitudes and absenteeism: A study in the English speaking Caribbean

Punnett, Betty Jane; Greenidge, Dion; Ramsey, Jase R.

doi:10.1016/j.jwb.2007.02.006

Cited by 41 publications

(33 citation statements)

References 54 publications

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“…This may suggest limited experience and poor nursing training among the nurses or limited opportunity to enhance specialty nursing skills but these findings disagree with a Caribbean study which found that the causes of assault by relatives of patients was related to anger at enforcement of hospital policies or were related to the patient's condition (57%), and anger related to the health care system in general (46.5%) [16].…”

Section: Discussionmentioning

confidence: 71%

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198 Nurses’ attitudes and reactions to workplace violence in obstetrics and gynaecology departments in Cairo hospitals

Samir¹,

Mohamed²,

Moustafa³

et al. 2012

East Mediterr Health J

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This study aimed to identify forms of workplace violence against obstetrics and gynaecology nurses and assess their reaction and attitude to it. A descriptive cross-sectional study was conducted in 2009 among 416 randomly selected nurses in obstetrics and gynaecology departments in 8 hospitals in Cairo, Egypt. Data were collected using a self-completed questionnaire and Likert scale to record sociodemographic characteristics, exposure to workplace violence and its types, and nurses' reaction and attitude to it. The majority of nurses (86.1%) had been exposed to workplace violence. Patients' relatives were the greatest source of violence (38.5%) and psychological violence was the most common form (78.1%). Carelessness (40.5%) and malpractice of nurses (35.8%) were reported as the usual causes of violence. For psychological and physical violence < 50% of the nurses used the formal system to report abuse. Most nurses (87.2%) considered workplace violence had a negative effect of on them. Guidelines for protection of nursing staff are needed. Les données ont été recueillies à l'aide d'un auto-questionnaire et de l'échelle de Likert. Les caractéristiques sociodémographiques des répondants, leur exposition à la violence au travail et ses différentes formes, leur attitude ainsi que leur réaction ont été enregistrées. La majorité de ce personnel (86,1 %) avait été exposée à la violence au travail. La famille des patients représentait la principale source de violence (38,5 %) alors que la violence psychologique était la forme la plus fréquente (78,1 %). La négligence (40,5 %) et les fautes professionnelles (35,8 %) étaient signalées comme des motifs classiques d'actes de violence. Dans les cas de violences psychologiques et physiques, les membres du personnel infirmier étaient moins de 50 % à avoir recours au système formel de notification des abus, même s'ils étaient 87,2 % à penser que cette violence au travail avait un effet négatif sur eux. Des recommandations sont nécessaires pour protéger le personnel infirmier. ‫املتوسط‬ ‫لرشق‬ ‫الصحية‬ ‫املجلة‬ ‫عرش‬ ‫الثامن‬ ‫املجلد‬ ‫الثالث‬ ‫العدد‬199

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Section: Discussionmentioning

confidence: 71%

“…The Likert scale was adapted from Punnett et al (2007) [16] and was modified by the researchers to assess the nurses' attitude toward the work place violence. It consisted of 8 statements, each statement had 3 responses (agree, uncertain, disagree, scored 3, 2, and 1 respectively).…”

Section: Data Collection Toolsmentioning

confidence: 99%

198 Nurses’ attitudes and reactions to workplace violence in obstetrics and gynaecology departments in Cairo hospitals

Samir¹,

Mohamed²,

Moustafa³

et al. 2012

East Mediterr Health J

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“…Job satisfaction has been linked to reduced quits (Akerlof et al, 1988), reduced absenteeism (Punnett et al, 2007) and even increased productivity (Mangione and Quinn, 1975). In fact, measures of job satisfaction may even be used to test the presence of compensating wage differentials (Böckerman et al, 2011).…”

Section: Introduction and Literature Reviewmentioning

confidence: 99%

The impact of job security on job satisfaction in economic contractions versus expansions

Artz

Kaya

2014

Applied Economics

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Job security, often measured using the perceived risk of job loss in the near future, is a significant determinant of job satisfaction. We posit that the impact job security has on job satisfaction is not only a function of how likely it is that a worker loses a job but also how likely it is that a worker could find another. The effect this has on worker job satisfaction then is different depending on whether perceived job loss occurs (or not) when job openings are scarce or when job openings are plentiful. We use difference-in-differences analysis of the 1997 and 2008 waves from the National Study of the Changing Workforce to show that three measures of job security increase private sector worker job satisfaction, and reduce worker incentives to quit, more when job openings are relatively scarce (during contractions) than when job openings are relatively plentiful (during expansions). We find that our results are strongest among less-educated workers.

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“…For example, Cohen and Golan (2007) found that job satisfaction is negatively correlated with absenteeism; Cheloha and Farr (1980) found that the relationship between absenteeism and job satisfaction is mediated by job involvement. Punnett, Greenidge and Ramsey (2007) also suggested that work-related attitudes would have an impact on absenteeism of staff. In the earthquake, lots of survival employees lost their relatives, friends or other belongings, which make them be afraid of losing what they possess currently.…”

Section: Absenteeismmentioning

confidence: 99%

The impact of natural disaster on absenteeism, job satisfaction, and job performance of survival employees: An empirical study of the survivors in Wenchuan Earthquake

Qin

Jiang²

2011

Front. Bus. Res. China

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Natural disasters cause serious damage to businesses in the stricken areas and greatly affect survivors' psychology and behaviors. Based on data from 206 survival employees in 33 affected firms in Wenchuan Earthquake, this study analyzes the impact of natural disaster on absenteeism, job satisfaction, and job performance of survival employees. Results indicate that after the earthquake, survival employees' absenteeism and job satisfaction (including intrinsic, extrinsic, and general job satisfaction) decrease significantly, but their task performance, contextual performance, and overall job performance improve significantly. Employees' learning and innovative performance have no significant change in comparison with that before the earthquake. The authors thus suggest that the affected businesses need to communicate with the survival employees actively, focus more on job security, compensation and working conditions, in order to maintain these employees' job satisfaction. In addition, enterprises outside the affected areas should give priority to the recruitment of the survival employees given the same conditions, because it is beneficial to both the employing enterprises and the reconstruction of affected areas. 220 Xin Qin, Yuexin Jiang

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Job attitudes and absenteeism: A study in the English speaking Caribbean

Cited by 41 publications

References 54 publications

198 Nurses’ attitudes and reactions to workplace violence in obstetrics and gynaecology departments in Cairo hospitals

198 Nurses’ attitudes and reactions to workplace violence in obstetrics and gynaecology departments in Cairo hospitals

The impact of job security on job satisfaction in economic contractions versus expansions

The impact of natural disaster on absenteeism, job satisfaction, and job performance of survival employees: An empirical study of the survivors in Wenchuan Earthquake

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