Predictors of intentions to leave the ward, the hospital, and the nursing profession: A longitudinal study

Krausz, Moshe; Koslowsky, Meni; Shalom, Nirra; Elyakim, Nirra

doi:10.1002/job.4030160308

Cited by 123 publications

(110 citation statements)

References 39 publications

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“…More definitive results were obtained for the relationship between job enrichment and turnover, with three studies favouring a positive impact 252,460,466 and one study failing to come to any such conclusion. 461 Of the three studies on absenteeism and job enrichment, two found a positive impact of enriched jobs on absenteeism 460,466 but one study failed to find any definitive relationship.…”

Section: Resultsmentioning

confidence: 97%

“…235,450,[459][460][461][462][463][464][465] • Employee turnover or intention to leave was investigated by four studies. 252,460,464,466 • Individual performance, productivity, motivation, absenteeism and commitment were studied by five studies each. 34,235,455,[460][461][462][463][464][466][467][468][469] One study 34 examined the impact of job enrichment on organisational performance (company productivity and profitability).…”

Section: Discussionmentioning

confidence: 99%

“…Only one study met the inclusion criteria ( Table 25), 252 published in English and conducted in Israel. It used a prospective longitudinal design over 12 months.…”

Section: Details Of Studiesmentioning

confidence: 99%

See 2 more Smart Citations

Systematic review of the links between human resource management practices and performance

Patterson

Rick²,

Wood³

et al. 2010

Health Technol Assess

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How to obtain copies of this and other HTA programme reports An electronic version of this title, in Adobe Acrobat format, is available for downloading free of charge for personal use from the HTA website (www.hta.ac.uk). A fully searchable DVD is also available (see below).Printed copies of HTA journal series issues cost £20 each (post and packing free in the UK) to both public and private sector purchasers from our despatch agents.Non-UK purchasers will have to pay a small fee for post and packing. For European countries the cost is £2 per issue and for the rest of the world £3 per issue. How to order:-fax (with credit card details) -post (with credit card details or cheque) -phone during office hours (credit card only).Additionally the HTA website allows you to either print out your order or download a blank order form. Contact details are as follows:Synergie UK (HTA Department) Digital House, The Loddon Centre Wade Road Basingstoke Hants RG24 8QW Email: orders@hta.ac.uk Tel: 0845 812 4000 -ask for 'HTA Payment Services' (out-of-hours answer-phone service) Fax: 0845 812 4001 -put 'HTA Order' on the fax header Payment methods Paying by chequeIf you pay by cheque, the cheque must be in pounds sterling, made payable to University of Southampton and drawn on a bank with a UK address. Paying by credit cardYou can order using your credit card by phone, fax or post. SubscriptionsNHS libraries can subscribe free of charge. Public libraries can subscribe at a reduced cost of £100 for each volume (normally comprising 40-50 titles). The commercial subscription rate is £400 per volume (addresses within the UK) and £600 per volume (addresses outside the UK). Please see our website for details. Subscriptions can be purchased only for the current or forthcoming volume. How do I get a copy of HTA on DVD?Please use the form on the HTA website (www.hta.ac.uk/htacd/index.shtml). HTA on DVD is currently free of charge worldwide.The website also provides information about the HTA programme and lists the membership of the various committees. HTA NIHR Health Technology Assessment programmeT he Health Technology Assessment (HTA) programme, part of the National Institute for Health Research (NIHR), was set up in 1993. It produces high-quality research information on the effectiveness, costs and broader impact of health technologies for those who use, manage and provide care in the NHS. 'Health technologies' are broadly defined as all interventions used to promote health, prevent and treat disease, and improve rehabilitation and long-term care. The research findings from the HTA programme directly influence decision-making bodies such as the National Institute for Health and Clinical Excellence (NICE) and the National Screening Committee (NSC). HTA findings also help to improve the quality of clinical practice in the NHS indirectly in that they form a key component of the 'National Knowledge Service'. The HTA programme is needs led in that it fills gaps in the evidence needed by the NHS. There are three routes to the start of project...

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Section: Resultsmentioning

confidence: 97%

Section: Discussionmentioning

confidence: 99%

See 1 more Smart Citation

Systematic review of the links between human resource management practices and performance

Patterson

Rick²,

Wood³

et al. 2010

Health Technol Assess

View full text Add to dashboard Cite

show abstract

“…Organizational culture too, plays an important role in generating commitment and enhancing performance [7,21,33]. In particular, studies in various industries and countries showed that innovative and supportive cultures had strong positive effects on commitment and job satisfaction, while bureaucratic cultures had a negative impact [3,4,5,19,20,21,22,34,41,45,46,47]. Yousef also investigated the role of organizational commitment as a mediator of the relationships between leadership behaviour with job satisfaction and performance, specifically in a multicultural, non-western country.…”

Section: Review Of Literaturementioning

confidence: 99%

A Critical Review of Organizational Culture on Employee Performance

Narayana¹

2017

AJETM

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Abstract:The study attempts to examine the effect of organizational culture on employee performance and its evaluation has been identified by certain researcher's research. The main aim of research article is to identify and determine strong relationship between organizational culture and employee performance. Literature review is adopted as methodology to review the culture of an organization upon employee performance. The owners and top management of an organization generally tends to have a large impact on establishing a culture. The Organization's culture results from the interaction between the top management's assumptions and shared visions of cultural values and human behavior and what the employees of the organization learn from their own experiences. Managers relate organizational culture and employee performance to each other as they help in providing competitive advantage to the organizations. Hence Organizational culture plays a vital role in enhancing employee performance. Organizational culture must be binding on all members and employees of the organization as this will encourage uniformity among members of the organization and this enhance commitment, group efficiency and overall performance of employees.

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“…However, the turnover rates may also be related to length of service. As for education, some studies suggest that nurses who are more educated would tend to consider other employment more than those who are less educated (Krausz et al 49 ; Kirshenbaum et al 50 ). This relationship could be explained by the fact that it is easier for better-educated people to consider other employment possibilities.…”

Section: Policies Targeting Personal Characteristics Of Nursesmentioning

confidence: 99%

Strategies for Recruiting and Retaining an Effective Nursing Workforce in Nigeria

Aliyu¹,

Mathew²,

Paul³

et al. 2014

IOSRJNHS

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Predictors of intentions to leave the ward, the hospital, and the nursing profession: A longitudinal study

Cited by 123 publications

References 39 publications

Systematic review of the links between human resource management practices and performance

Systematic review of the links between human resource management practices and performance

A Critical Review of Organizational Culture on Employee Performance

Strategies for Recruiting and Retaining an Effective Nursing Workforce in Nigeria

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