Configurational paths to turnover intention among primary public health workers in Liaoning Province, China: a fuzzy-set qualitative comparative analysis
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SUBMITTER: Li X
PROVIDER: S-EPMC10840158 | biostudies-literature | 2024 Jan
REPOSITORIES: biostudies-literature
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Project description:BACKGROUND:Organizational justice is the first virtue in social institutions (J Manage 16:399-432, 1990). It is one of the most determinant factors for an effective utilization of human resources and an essential predictor of organizational success (J Manag Dev 28:457-477, 2009). Employees who perceive fairness are more likely happy with their job and less likely leave their organization (Int J Bus Manage 4:145-154, 2009). Perceived injustice, on the other hand, diminishes motivation of workers to accomplish their duties (Int J Bus Manage 4:145-154, 2009; J Educ Sci Univ Tabriz 2:27-34, 2009). Ethiopia has given emphasis to the expansion of health institutions and increasing the number of health professionals. Despite this, little emphasis has been given the human resource aspect of the health sector. Therefore, this study aims to investigate organizational justice perceptions and turnover intentions among healthcare workers in Amhara region. METHODS:One hundred ninety seven healthcare workers participated in the study. Data were collected through self- report questionnaire and semi-structured interview. The quantitative data were analyzed through MANOVA, multiple regression, and independent samples t-test. The qualitative data were analyzed through thematic analysis. RESULTS:The results of this study revealed that healthcare workers in the public hospitals held low perceived distributive, procedural, interpersonal and informational justice. Similarly, private hospitals healthcare workers had low perceptions on distributive and procedural justice. On the contrary, healthcare workers in private hospitals reported high perception of fairness on interpersonal and informational justice aspects. Both public and private hospital healthcare workers had high turnover intention. The result revealed significant difference in organizational justice perceptions between private and public hospital healthcare workers (F (4, 182) = 9.17; p < .05; partial η2 =. 168). Organizational justice dimensions (distributive, procedural, interpersonal and informational justice) significantly contributed an additional 9.9% variation in turnover intention (R 2 change = .099, F (4,170) = 4.86, p < .05). Distributive justice was the most important predictor of turnover intention (β = -.23, p < .05). CONCLUSION:Organizational justice perceptions of healthcare workers significantly predicted turnover intention. Hence, organizational justice should be given due emphasis in designing and implementing policies and strategies of human resource management.
| S-EPMC7036232 | biostudies-literature
Project description: Not available
| S-EPMC11686122 | biostudies-literature
Project description:With the development of Internet technology, e-commerce platforms have emerged one after another, and the competition of the fruit e-commerce market is increasingly intensified. How to boost customer demand by improving their purchase intention has become a key issue. The study identified the critical conditions leading to high purchase intention of fruits through fuzzy-set qualitative comparative analysis. The empirical analysis was conducted based on an online questionnaire of 344 Internet users. The results reveal that high purchase intention comes from high fruit quality, high fruit price concessions and supply service, and low perceived risk (peripheral conditions). In addition, high purchase intention can also be realized from high fruit quality, high fruit price concessions, high supply service, and high website information quality (peripheral conditions). This study provides more nuanced thinking of how to improve online purchase intention of fruits.
| S-EPMC8675030 | biostudies-literature
Project description:Although several new international brands in the information technology services industry have emerged in China, most previous research on the paths of internationalization taken by Chinese brands has focused on the manufacturing industry. Further exploration of the diversity and novel characteristics of these paths remains necessary. Taking into account the different industries and the interactions among multiple factors that are relevant in this context, supplementary research on the paths of internationalization taken by Chinese brands is also needed. Simultaneously, more research on the mechanisms underlying brand empowerment during the internationalization process is necessary. Based on a theoretical framework for brand empowerment, this article analyzes 61 representative Chinese brands using fuzzy set qualitative comparative analysis (fsQCA). This article reveals the following main findings: (1) brand penetration and brand acculturation are two key capabilities with regard to brand internationalization; (2) two modes of brand internationalization are evident in China, i.e., progressive internationalization and leapfrog internationalization; (3) four paths of internationalization can be observed with regard to Chinese brands, including two new paths, i.e., L-S-Cu and P-S-M; and (4) six additional paths are worthy of further exploration.
| S-EPMC10540969 | biostudies-literature
Project description:ObjectiveTo determine the pooled prevalence of turnover intention among healthcare workers in Ethiopia.DesignA systematic review and meta-analysis was conducted in accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guideline.Data sourcesElectronic databases of Science Direct, Medline, African Journals Online, Excerpta Medica Database, Scopus and Google Scholar were searched to identify studies published in the English language before 31 December, 2021.Eligibility criteriaStudies were included with following criteria: (1) studies conducted or published until 31 December 2021; (2) observational studies; (3) Studies conducted on healthcare workers; (4) reporting turnover intention; (v) studies conducted in Ethiopia and (vi) tudies published in the English language were included.Data extraction and synthesisThree independent reviewers screened all the papers for eligibility criteria. Data were extracted by two independent investigators using a standardised data extraction format. Random effects model meta-analysis using STATA V.14.0 statistical software was conducted to estimate the pooled prevalence of turnover intention with 95% CI. Funnel plot and Forest plot were used to check publication bias and heterogeneity between studies, respectively. Leave-one-out sensitivity analysis was done.Primary outcomePrevalence of turnover intention.ResultA total of 29 cross-sectional studies with 9422 participants met the inclusion criteria. The estimated pooled prevalence of turnover intention among healthcare workers in Ethiopia was 58.09% (95% CI 54.24 to 61.93; p value <0.001, I2=93.5%).ConclusionThe finding of this systematic review and meta-analysis showed high prevalence of turnover intention among healthcare workers in Ethiopia. The Government and policy makers should come up with different mechanisms including a wide variety of healthcare workers retention strategies in order to reduce turnover intention of healthcare workers and retain them.
| S-EPMC10230902 | biostudies-literature
Project description:Research on the role of public service motivation (PSM) relating to work performance has been a significant topic in recent years; however, the relationship between PSM and job performance remains mixed. To investigate whether job attitudes mediate the effect of PSM on public employees' turnover intention, this study integrated job satisfaction and organizational commitment into a single model. Based on a sample of 587 full-time Chinese public employees, our findings revealed that job satisfaction and organizational commitment, respectively, mediated the negative association between PSM and employees' turnover intention. Multiple mediation analysis indicated that job satisfaction and organizational commitment sequentially mediated the effects of PSM on turnover intention. As a result, our findings suggested that public employees with high PSM levels preferred to stay in the public organizations. The theoretical and practical implications of our findings are discussed.
| S-EPMC7325603 | biostudies-literature
Project description:BackgroundNurses' turnover has been a major concern globally, which is strongly influenced by nurses' intent to leave. However, only a few large sample studies on the predictive factors associated with nurses' turnover intention were conducted in Jiangsu Province. This study mainly aims to examine the level and factors that influence nurses to leave their work in Jiangsu Province of Eastern China.MethodsA cross-sectional survey of 1978 nurses was conducted at 48 hospitals in 14 key cities throughout Jiangsu Province. The turnover intention in nurses was measured by the scale of intent to leave the profession. The work environment of nurses was measured by the Chinese version of the Practice Environment Scale. A multiple linear regression model was applied to analyse the factors associated with turnover intention.ResultsThe resignation rate of nurses in the hospitals of Jiangsu Province ranged from 0.64% to 12.71% in 2016.The mean scores were 15.50 ± 3.44 for turnover intention, and 3.06 ± 0.51 for work environment. Involvement in hospital affairs, resource adequacy, age, professional title, year(s) working, employment type and education level were the predictors of nurse intent to leave(P < 0.05).ConclusionThe work environment of nurses in hospitals must be improved in staffing and resource and nurses' involvement in hospital affairs. The current study corroborates that nurses have high turnover intention. Thus, effective measures are needed to improve nurse accomplishment, professional status, participation in hospital affairs and career planning to reduce their turnover intention.
| S-EPMC6626264 | biostudies-literature
Project description:ObjectivesTo analyse the prevalence and determinants of turnover intention (TI) among primary health workers (PHWs) in China to provide evidence for improving retention measures.DesignSystemic review and meta-analysis.Data sourcesFour English-language databases (PubMed, EMBASE, Cochrane Library, PsycINFO) and three Chinese databases (CNKI, CSPD, CBM) were searched up to October 2019.Eligibility criteriaEligible studies were observational or descriptive studies conducted in mainland China. The prevalence of TI among health workers and related factors had to be explicitly reported in each included study.Data extraction and synthesisData were extracted by one author and reviewed independently by two other authors. For each factor analysed by a meta-analysis, the factor was required to be the same across different studies, and at least three studies had to include it. The quality of studies was assessed using the Newcastle-Ottawa Scale and heterogeneity was evaluated using the I2 statistic.ResultsWe identified 16 cross-sectional studies investigating a total of 37 672 PHWs. The prevalence of TI was 30.4%. Subgroup analysis revealed that the highest prevalence was observed in the community primary healthcare institutions and the eastern provinces of China. Meta-analyses indicated that 21 factors were significantly associated with TI, including demographic factors (gender, age, education, marital status), job characteristic factors (title, work seniority, remuneration, social status, organisational affiliation, work stress) and job satisfaction factors (learning and training opportunity, interpersonal relationship, work condition and environment, and so on).ConclusionThis study highlights the problem of TI among PHWs in China. Efforts should be made to improve conditions in both work-related areas and areas outside of work. Policymakers should continue to improve reward systems, the construction of infrastructure and promotion systems, and pay more attention to PHWs' lives outside of work and meet their living needs.
| S-EPMC7569945 | biostudies-literature
Project description:IntroductionOvarian cancer is one of the three most common gynecological cancers, with the highest mortality rate among gynecological malignancies. Previous studies on the environmental and socioeconomic (ESE) factors that affect ovarian cancer incidence (OCI) have generally only considered the net effects of single variables, while the synergistic effects among multiple factors have yet to be explored.MethodsBased on a sample of 30 provinces in Mainland China, an ESE configuration model was constructed in this study, using a fuzzy-set qualitative comparative analysis approach to empirically explore the configuration effects of multiple ESE factors on OCI.Results(1) Education, marriage, income, insurance, urbanization, and environment alone do not constitute the necessary conditions for high or low OCI, indicating a need to comprehensively consider the configuration effects of these six conditions. (2) There are two configurations for high OCI: "configuration of environmental pollution under low socioeconomic development" and "configuration of insurance deficiency under high socioeconomic development." (3) There are two configurations for low OCI: "configuration of insurance adequacy under low socioeconomic development" and "configuration of insurance adequacy under low urbanization."ConclusionThe main contribution of this study is its focus on the configuration mechanism of ESE factors, enhancing understanding of the synergistic effects among the multiple factors that affect OCI. The study also provides valuable policy implications for decision-makers to formulate comprehensive health policies for the prevention and treatment of ovarian cancer.
| S-EPMC11617518 | biostudies-literature
Project description:IntroductionCreating a proper career program is the best way to enhance employees' organizational commitment; it motivates and retains them. This research aims to measure career growth's influence on turnover intention, mediated by employees' commitment through self-reported employees' perceptions. This study identifies the key dimensions of organizational commitment (affective, continuance and normative commitment) that mediate the relationship between career growth and employee turnover intention exploring the indirect effects between career growth and turnover intention. The relationship is examined among the public sector employees in the Sultanate of Oman, a sector currently facing high turnover rates and losing key skilled talent pool.MethodologyData collection was executed through an adopted questionnaire distributed among 500 employees of 38 government units within the Sultanate of Oman. A total of 351 questionnaires were returned, and after the initial screening process, 329 were found to be valid for further analysis. CFA analysis was conducted to identify the factors falling under the three primary constructs of the study. Assessment of the models was explained through Goodness-of-fit Indices. Structural equation modeling, which is most recommended to study the effect of latent variables, was performed using AMOS to evaluate the mediating role of organizational commitment between career growth and employee turnover intention.FindingsThe results indicated that the potential for career growth is an essential motivating element for public sector employees in the Sultanate of Oman to encourage retention and reduce intention to leave. The findings also confirm that effective and continuous commitment significantly mediates the relationship between career growth and employees' turnover intention.Contribution and originality valueThe results generated could help both researchers and those involved in public sector policy-making to understand how employee turnover intention is influenced by career growth and organizational commitment in the public sector in the Sultanate of Oman.
| S-EPMC9098061 | biostudies-literature