Linking Positive Emotions to Work Well-Being and Turnover Intention Among Hong Kong Police Officers: The Role of Psychological Capital

Siu, Oi Ling; Cheung, Francis; Lui, Steve

doi:10.1007/s10902-014-9513-8

Cited by 172 publications

(120 citation statements)

References 33 publications

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“…This is in contrast with study which claimed that psychological well-being significantly affected on turnover intention as in the results of study by Amin and Akbar, 5 Wright and Bonett, 13 Brunetto et al, 14 and Siu et al, 15 . Wright and Bonett, 13 found that psychological well-being is a predictor of turnover intention on managerial employees in a big company in West Coast, USA.…”

Section: Effect Of Psychological Well-being On Turnover Intentioncontrasting

confidence: 56%

“…Therefore, nurses' psychological well-being cannot mediate the effect of quality of work life on nurses' turnover intention. Previous study suggested that quality of work life affected on psychological well-being, as Rathi, 8 and Zulkarnain, 3 did; quality of work life influenced turnover intention based on study by Mosadeghrad, 7 Mosadeghrad et al, 9 Lee et al, 10 Surienty et al, 11 and Chen et al, 12 ; and psychological well-being affected the turnover intention as in study by Amin and Akbar, 5 Bonett Wright, 13 Brunetto et al, 14 and Siu et al, 15 . However, this study found that psychological well-being did not significantly affect turnover intention, so it could be said that psychological well-being did not mediate the effect of quality of work life on turnover intention.…”

Section: Psychological Well-being As Mediating the Effect Of Qualitymentioning

confidence: 91%

“…7 Several studies link turnover intention to quality of work life and psychological well-being as done at previous study. 3,5,[7][8][9][10][11][12][13][14][15] Hospital management needs to retain qualified health care professionals to provide an environment with good quality of work life. 7 The existence of a good quality of work life will raise employees desire to stay and remain in the organization.…”

Section: Introductionmentioning

confidence: 99%

“…7,9 In addition, high psychological well-being will also reduce employee turnover. 5,14,15 X Hospital Malang had employed 202 people consisting of 88 nurses and midwives by the end of 2015. X Hospital Malang had as high as 39% turnover of nurses and midwives in 2015.…”

Section: Introductionmentioning

confidence: 99%

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Influence of Quality of Work Life towards Psychological Well-Being and Turnover Intention of Nurses and Midwives in Hospital

Hardjanti

Dewanto

Noermijati

2017

Kesmas: National Public Health Journal

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Nurses have been trained to provide patient care and improve patients' quality of life, but their own quality of work life and psychological well-being are often disregarded. Nurses' low quality of work life in hospital leads to nurses' high turnover. The high rate of nurses' and midwives' turnover in hospital X Malang is an issue that requires hospital management attention to prevent low quality of health services in the hospital. The purpose of this study was to determine relation between quality of work life, psychological well-being and turnover intention of nurses and midwives in the hospital. This study used quantitative correlation design with cross-sectional approach, and the data were analyzed using Partial Least Square. The results showed that the quality of work life positively and significantly affected the psychological well-being of nurses, quality of work life significantly and negatively affected turnover intention, while psychological well-being did not affect the turnover intention, so the psychological well-being did not mediate the effect of quality of work life on turnover intention. Quality of work life influences both psychological well-being and turnover intention, so the improvement quality of work life will reduce turnover intention and inhance the psychological well-being. Keywords: Psychological well-being, quality of work life, turnover intention Abstrak Selama ini perawat telah dilatih untuk memberikan perawatan pasien dan meningkatkan kualitas hidup pasien, namun kualitas kehidupan kerja dan psychological well-being mereka sendiri terabaikan. Rendahnya kualitas kehidupan kerja perawat di rumah sakit menyebabkan tingginya keinginan pindah kerja perawat. Tingginya angka keinginan pindah kerja perawat dan bidan di Rumah Sakit X Malang merupakan masalah yang memerlukan perhatian dari manajemen rumah sakit agar tidak menjadi menyebabkan rendahnya mutu pelayanan kesehatan di rumah sakit. Penelitian ini bertujuan untuk mengetahui hubungan antara kualitas kehidupan kerja, psychological well-being, dan keinginan pindah kerja perawat dan bidan di rumah sakit. Penelitian ini menggunakan desain penelitian kuantitatif korelasional dengan pendekatan potong lintang. Analisis data menggunakan Partial Least Square. Hasil penelitian menunjukkan kualitas kehidupan kerja berpengaruh positif dan signifikan terhadap psychological well-being perawat, kualitas kehidupan kerja berpengaruh negatif dan signifikan terhadap keinginan pindah kerja, psychological well-being tidak berpengaruh terhadap keinginan pindah kerja, sehingga psychological well-being tidak memediasi pengaruh kualitas kehidupan kerja terhadap keinginan pindah kerja. Kualitas kehidupan kerja berpengaruh pada psychological well-being dan keinginan pindah kerja, sehingga peningkatan kualitas kehidupan kerja akan mengurangi keinginan pindah kerja dan meningkatkan psychological well-being.

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Section: Effect Of Psychological Well-being On Turnover Intentioncontrasting

confidence: 56%

Section: Psychological Well-being As Mediating the Effect Of Qualitymentioning

confidence: 91%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Influence of Quality of Work Life towards Psychological Well-Being and Turnover Intention of Nurses and Midwives in Hospital

Hardjanti

Dewanto

Noermijati

2017

Kesmas: National Public Health Journal

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“…According to broaden-and-build theory, positive emotions share the capacity to broaden people's momentary thought-action repositories, widen the array of thoughts and actions that come to their minds, and provide a positive outlook of the external environment (Bakker & Demerouti, 2008;Fredrickson, 2001), thereby helping individuals avoid experiencing high stress (Siu, Cheung & Lui, 2014). Studies suggest that the broadened inventory of positive psychological resources, such as hope, efficacy, optimism, and resilience, may be helpful in promoting low stress (Ong, Bergeman, Bisconti, & Wallace, 2006;Tugade & Fredrickson, 2004).…”

Section: Psychological Capital and Job Stressmentioning

confidence: 99%

Impact of psychological capital on innovative performance and job stress

2015

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We investigated the impact of psychological capital (PsyCap) on supervisory‐rated innovative performance and job stress. Data collected from a diverse sample (N = 237 paired responses) of employees from various organizations in Pakistan provided good support for the hypotheses. The results indicate that PsyCap is positively related to innovative job performance and negatively related to job stress. High PsyCap individuals were rated as exhibiting more innovative behaviours by their supervisors than low PsyCap individuals. Particularly, we found that high PsyCap individuals were more likely to generate, acquire support for, and implement novel ideas in their workplace. Similarly, individuals with high PsyCap reported lower levels of job stress as compared to their low PsyCap counterparts. Copyright © 2015 ASAC. Published by John Wiley & Sons, Ltd.

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Mental health and intentions to quit among nurses in Iran during COVID‐19 Pandemic: A social identity approach

Çakal

Keshavarzi

Ruhani

et al. 2022

Community & Applied Soc Psy

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The positive effects of social identification on mental health are well documented in the literature. However, most of this research has been conducted among small groups in WEIRD (Western Educated Industrialized Rich and Democratic Henrich, Heine, & Norenzayan, 2010, Behavioral and Brain Sciences , 33 , 61) settings. Understanding how social identity as a psychological source can improve resilience and welfare among frontline healthcare workers in non‐WEIRD contexts can help to alleviate the negative impact of large‐scale epidemics overall, especially in resource‐poor settings and contribute towards improved welfare of key healthcare workers. The present research investigates whether identifying as a nurse could influence mental health and intentions to quit directly and indirectly via positive and negative emotions among a unique sample of Iranian nurses ( N = 462) during a risky period, the COVID‐19 pandemic. Multiple regression results showed that identifying as a nurse was negatively associated with negative emotions which in turn were positively related to depressive symptoms. In a similar vein, identifying as a nurse was positively associated with positive emotions which, in turn, were negatively related to intentions to quit. Results also confirmed that risk perceptions related to COVID‐19 positively moderated the effect of social identification on negative emotions only. That is, identification as a nurse was associated with reduced negative emotions only when perceived risk was low. We discuss the theoretical and practical implications of the findings.

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Linking Positive Emotions to Work Well-Being and Turnover Intention Among Hong Kong Police Officers: The Role of Psychological Capital

Cited by 172 publications

References 33 publications

Influence of Quality of Work Life towards Psychological Well-Being and Turnover Intention of Nurses and Midwives in Hospital

Influence of Quality of Work Life towards Psychological Well-Being and Turnover Intention of Nurses and Midwives in Hospital

Impact of psychological capital on innovative performance and job stress

Mental health and intentions to quit among nurses in Iran during COVID‐19 Pandemic: A social identity approach

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