Job insecurity and intent to leave the nursing profession in Europe

Staff turnover in hotels: Exploring the quadratic and linear relationships

“…A negative linear relationship between pay satisfaction, job security and intention to leave the job has been widely reported in the literature (Laine et al, 2009;Motowidlo, 1983;Vandenberghe and Tremblay, 2008;Blomme et al 2010). The H5 and H6 results in the current study suggest that as perception of job security and earnings increase, employees demonstrate an increase in intention to leave the job.…”

“…Low satisfaction with payment or job security increases turnover intent (Laine et al, 2009;Motowidlo, 1983;Vandenberghe and Tremblay, 2008;Blomme et al, 2010). As stated before low pay is an important predictor to job security in the hotel industry (Horner and Swarbrooke, 2004).…”

“…On the other hand, considering the turnover culture on the hospitality industry an investment on training and internal promotion which influences how a job is stimulating (Chand and Katou, 2007; would qualify the workforce. In this case, during economic expansion the increase competition in the industry and within sectors and consequently increased employability will result in employees changing industry and jobs (Blomme et al, 2010;Laine et al, 2009). Following the arguments that too-much-of-a-good-thing can have a reverse outcome (Pierce and Aguinis, 2013) a high level of stimulation can also impact on high turnover.…”

The role of rewards and demands in burnout among surgical nurses

“…Physical and mental efforts used at work by employees are the response to these demands [21,22]. Job resources refer to physical, social, psychological and organizational aspects of the job that are conducive to achieving work goals, reducing job demands and their IJOMEH 2013;26(4) 595 employment security and, compared to the nurses from other European countries, were less willing to leave the profession [19,43]. The problem of demands and rewards in the context of burnout is important among surgical nurses.…”

Zapošljivost kao suvremena alternativa sigurnosti posla: teorije, nalazi i preporuke u području psihologije rada

“…Kako je riječ o jednom od najvažnijih stresora u radnom kontekstu, mnogi istraživa-či usmjerili su se na ispitivanje posljedica nesigurnosti posla na organizacijskoj i individualnoj razini. Rezultati ovih istraži-vanja govore u prilog negativnom utjecaju koji ovaj fenomen ima na organizacije -primjerice, na odgovorno organizacijsko ponašanje zaposlenika, povjerenje prema rukovoditeljima, odanost organizaciji, zadovoljstvo poslom i radnu uspješnost (Chirumbolo i Hellgren, 2003.;De Witte, 2005.;De Cuyper i De Witte, 2006.;Laine, Van der Heijden, Wickstrom, Hasselhorn i Tackenberg, 2009.;Rosenblatt i Ruvio, 1996.;Sverke, Hellgren i Näswall, 2002. ) te na individualnu dobrobit zaposlenikaprimjerice, povećane psihosomatske smetnje, te povišenu razinu anksioznosti, depresivnosti i iritabilnosti (Büssing, 1999.;Bohle, Quinlan i Mayhew, 2001.;Daniels, 2000.;Miana, González-Morales, Caballer i Peiró, 2011.;Silla, Gracia i Peiró, 2005.;Sverke i sur., 2002.…”