Study on corporate welfare, job satisfaction and intent to leave --- A case study of a news agency --- Abstract An corporate that provides excellent salary and welfare should be able to pool talents and gain advantage in the labor market. As salary and welfare are part of the operating costs of the corporate, how to satisfy employees¡¦ demands and needs at the lowest costs would an important task for the management. In addition, how does the welfare provided by the management retain talents, boost working morale, and create harmonious labor relationships? By surveying employees¡¦ individual traits, their actual demand and satisfaction with the current welfare incentives, the management can efficiently satisfy their needs. Additionally, the theory of characteristics in labor economics is adopted to interpret the difference in welfare requirements demanded by homogenous and heterogeneous employees. This study has been conducted with the objectives as follows: (1) Study and analysis of the difference between the welfare demand and employee¡¦s individual traits (monetary and non-monetary demands). (2) Study and analysis of the relationship and effects among the welfare provided by the corporate, employees¡¦ job satisfaction and the intent to leave. This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis. For sampling data in descriptive statistics, use frequency distribution, and examine the levels of confidence of all frequency tables and their consistency and correlated coefficient Cronbach¡¥s £\ of all variables. Factor analysis of main ingredients, single factor variant analysis, one way ANOVA and subsequent inspection are conducted to review the difference of different variables. PEARSON analysis and REGRESSION analysis are used to examine variables of individual background, and the predictability of corporate welfare in relation to job satisfaction and intent to leave. Major findings include the following: 1. Influences of individual traits on welfare satisfaction, corporate welfare demand, job satisfaction and intent to leave: 1) Based on the analysis on satisfaction, only educational background, division of department, and current salary have significant impact on the satisfaction of corporate welfare. 2) Based on the analysis on different types of welfare demand: Gender, educational background and division of department have significant influence on the demand for monetary welfare; and educational background, division of department and current salary have significant influence on the demand for non-monetary welfare. 3) Based on the analysis of job satisfaction. In the area of group interaction satisfaction; gender, age, marital status, educational background and division of department have significant influence; however, in the area of actual income satisfaction, only educational background and division of department have significant influence. 4) Based on the analysis of relationship between individual traits and intent to leave. There is no significant influence in gender, age, educational level, current salary, nor division of department. Significant influence of marital status is found higher in females than that of males on average. In significant influence of division of department, the average of executive employees is higher than other departments. 2. Influence of corporate welfare measures to job satisfaction In the analysis of influence of job satisfaction to ¡§welfare satisfaction¡¨ and ¡§welfare demand¡¨; the higher the ¡§welfare satisfaction¡¨, the higher the ¡§group interaction satisfaction, and the higher the ¡§satisfaction with actual income¡¨. However, ¡§demand on monetary welfare¡¨ is inversely correlated to ¡§group interaction satisfaction¡¨, that is the higher the ¡§demand on monetary welfare¡¨, the lower the ¡§group interaction satisfaction¡¨. Additionally, ¡§demand on monetary welfare¡¨ is positively correlated to the ¡§satisfaction with actual income¡¨ which indicates that those with higher ¡§demand on monetary welfare¡¨ also has higher ¡§satisfaction with actual income¡¨. The results found in ¡§demand on non-monetary welfare¡¨ analysis is the same as that of the ¡§demand for monetary welfare¡¨. 3. Influence of job satisfaction on intent to leave: ¡§Group interaction satisfaction¡¨ and ¡§satisfaction with actual income¡¨ are inversely correlated to the intent to leave. In other words, those who are more satisfied with the group interaction and actual income are less likely to quit. 4. Corporate welfare measures have influence on job satisfaction and results in intent to leave: The influence of ¡§welfare satisfaction¡¨ on group interaction satisfaction, satisfaction of actual working income, overall job satisfaction and intent to leave is highly predicted. Positive influence is predicted when the supply meets the demand of ¡§monetary welfare¡¨ and ¡§non-monetary welfare¡¨ on high group interaction satisfaction, satisfaction with actual working income, and overall job satisfaction. Which indicates that when the corporate welfare is promoted, employees¡¦ satisfaction and job satisfaction will also improve and employees would be less likely to quit. Key words: corporate welfare, job satisfaction, intent to leave.

Thesis advisor: Karen S. Lyons / Background: Intention to leave (ITL) is a prognostic factor of nurse turnover. High nursing turnover is associated with poor patient outcomes. Declining nursing home nurse retention is at a crisis level and requires immediate solutions especially with the predicted increase in nursing home residents. Registered nurses (RNs) working in the hospital setting are most often studied in ITL research; however, nursing home nurses have received little scholarly attention. Nursing homes differ in population served, nursing licensure type and ratio, and chronic disease management. Thus, it is possible that ITL factors may be different in nursing home nurses. Design: A retrospective cross-sectional design utilized the United States 2020 and 2022 National Nursing Workforce Surveys. Purpose: To examine nurse factors associated with intent to leave among a population-based sample of United States nursing home nurses. Method: Nurse respondent inclusion criteria included: (1) currently employed, staff nurse primary nursing practice, and the majority of time providing direct care, (2) age 18-56, and (3) primary setting self-identified as nursing home or extended care. A binary logistic regression model was used to assess the impact of several factors (age, gender, race, ethnicity, highest level of nursing education, tenure, work status (part-time or full- time), opportunity elsewhere, and COVID-19 impact. To examine if nursing home nurse ITL factors are different between licensed practical nurses/licensed vocational nurses (LPN/LVNs) and RNs, the binary logistic regression model was repeated with selected LPN/LVNs and RNs cases. Qualitative content analysis was utilized to examine stress experience in the nursing home workplace during the COVID-19 pandemic. Results: Nurse factors that were statistical significantly associated with increased likelihood of reporting ITL were age, ethnicity, race, tenure, and salary. Factors with statistically significant associations of less likely to report ITL included gender, race, salary, work status, increased workload, and changed work setting. This study found certain nursing home nurse ITL factors are opposite from previously researched hospital nurse ITL factors. These factors included age, ethnicity, race, tenure, workload, and highest nursing education. There were also unique ITL factors depending on nurse license type. Preliminary evaluation of qualitative comments on workplace stress response in nursing homes indicates that further evaluation is needed in both respondent number and longitudinally. Conclusions: Gaining knowledge of ITL factors in U. S. nursing homes informs practice, policy, nursing education, and theory. This study addressed a knowledge gap in nursing home nurse ITL. It is currently the sole study of nursing home nurse ITL utilizing a large nurse population-based sample. Knowledge of factors associated with ITL in nursing home nurses would assist with targeted recruitment and retention strategies. / Thesis (PhD) — Boston College, 2024. / Submitted to: Boston College. Connell School of Nursing. / Discipline: Nursing.

Intensive care unit nursing shortages are an ongoing issue within the Canadian healthcare system. The goal of this thesis research was to better understand Manitoban intensive care unit (ICU) nurses’ intent to leave or stay. An adapted version of the Conceptual Framework for Predicting Nurse Retention provided the framework to examine ICU nurses’ perceived empowerment, caring, job satisfaction and intent to leave or stay. An online survey was distributed by the College of Registered Nurses of Manitoba to 630 ICU nurses in Manitoba. Ethical approval was obtained from the Education Nursing Research Ethics Board at the University of Manitoba. Findings indicate the majority of ICU nurses who participated in this research were satisfied with their job. Multivariate analyses indicated that job satisfaction was statistically significantly associated with intent to stay. / October 2016

This study tested a model that uses job stressors, equity sensitivity, perceived organizational justice, and job satisfaction to explain turnover intention and organizational citizenship behavior (OCB). An online survey was distributed to emergency communication specialists from 14 emergency communication centers in Florida. The supervisors in these emergency communication centers were asked to rate their employees on OCB. Responses to the survey and the OCB ratings were analyzed using structural equation modeling to evaluate the fit of a theoretical model to those data. Results showed that the model fit the data reasonably well and nearly all the hypotheses were supported. Specifically, job satisfaction completely mediated the relationships between job stressors, equity sensitivity, perceived organizational justice, and turnover intention. Job satisfaction partially mediated the relationships between job stressors, equity sensitivity, perceived organizational justice, and OCB, and equity sensitivity also had a unique, direct impact on OCB. Turnover intention alone did not reduce OCB. The implications of these finding are discussed.

Abstract With the international age coming, a number of studies have been done regarding the management of expatriates, but little research has focused on the expatriates' decisions to quite their assignment. A comprehensive model is developed to test the cause of the expatriates' turnover tendencies. The model is applied both of the theories from socialization and work-family conflict. Date were obtained with a sample of 171 expatriates in Mainland China from Taiwan's international businesses. Results were indicated that work-family conflict and socialization have the direct effect on intent to leave organization and intent to transfer back prior to the completion of their foreign assignments. Work-family conflict, job similarity, organization support have the direct effect on intent-to-leave the job. Family support has both of the direct and indirect effects on the intent to transfer back prior to the completion of their foreign assignments. Parents' health and the youngest child's age have the indirect effect on the expatriates' intent-to-leave through work-family conflict. Expatriate's position has the indirect effect on the expatriates' intent-to-leave through expatriate's socialization. Implication for international HRM researchers and practitioners are discussed.

This study examined the influence of personal and workplace factors on direct care workers¡¯ retention in Assisted Living Facilities (ALFs). The sample includes 11 ALFs in urban areas in Atlanta, Georgia and 13 participants from the sample facilities. The findings show that personal and workplace factors interact with each other to influence retention in the long-term care field and retention in a particular facility. The findings of this study may have implications for facility policy and practice to retain workers.

The purpose of this research was to determine the effect work environment has on occupational commitment and intent to leave the profession for bedside registered nurses. Subscales of autonomy, control over the practice setting, nurse-physician relationship, and organizational support were incorporated into the analysis to determine which aspect of work environment most directly effects occupational commitment and intent to leave the profession. The research was undertaken in order to help administrators determine the ways in which work environment can be improved upon in order to retain bedside registered nurses in the profession. An explanatory cross sectional survey was distributed to 259 direct care bedside registered nurses employed at a rural, system affiliated hospital in Central Florida. Human subject protection was assured through the University of Central Florida Institutional Review Board. A 77 item questionnaire containing 9 demographic questions, 57 questions from the Nursing Work Index- Revised (NWI-R), 8 questions from Blau's occupational commitment scale, and 3 questions from Blau's intent to leave scale was distributed to all direct care nurses. Subjects were also given the opportunity to complete 3 short answer questions. A 32.8 percent response rate was achieved for a total of 85 complete and usable surveys. Data analysis showed that the work environment is positively related to occupational commitment and negatively related to intent to leave. In addition each of the four subscales (autonomy, control over the practice setting, relationship with physicians, and organizational support) were also positively related to occupational commitment and negatively related to intent to leave the profession. Implications for organizations, public policy and future research are discussed.

The aim of this study was to examine the correlation between home care assistants’ job satisfaction and the intent to switch jobs or career path. We also aimed to examine the correlation between home care assistants’ form of employment and their intent to switch jobs or career path. Given the fast approaching difficulties recruiting an adequate amount of care staff in elderly care to cover the demand of care staff in the light of the population at large getting older, which means there are progressively more older people for the younger population to care for. A quantitative study was performed on 74 home care assistants. To analyze our results we used Herzberg’s two-factor theory, the social psychology theory of attitudes and job satisfaction. Our result showed that our respondents were particularly satisfied with the relationship with the care recipients, but it also showed that they were not more inclined to switch jobs or career path when they were dissatisfied with the relationship with the care recipients. The result also showed that the full time employees compared to part time employees had a higher intention to leave their employer. In conclusion, we gathered that there are several components that affect the home care assistants’ inclinations to switch jobs or career path.

Canadian statistics on patient safety in acute care hospitals are alarming. Hospital safety concerns are not isolated to patient safety. Occupational safety is also important. With increasing shortages of nurses, stress in the work place is growing. Nurses report high levels of absenteeism of 14.5 days per year. The importance of a just and fair culture and the role of nurse leaders have been emphasized in safety literature. Although deemed important, studies of nurse leaders and patient outcomes are limited. The influence of interactional justice in the workplace on nurse and patient safety has not been studied. The purpose of this study was to test and refine a model developed from the literature which explains the impact of perceived interactional justice, relational leadership, and quality of nurse manager – clinical nurse relationships on the nursing work environment and ultimately patient and nurse safety outcomes. The model was tested on a random sample of 266 Ontario acute care registered nurses. Findings indicated the model reasonably fit the observed data, however could benefit from further refinement. The addition of 2 pathways (span of control to nurses’ intent to leave and number of medication errors to nurse emotional exhaustion) and trimming of the insignificant paths improved the overall model fit. The resulting model indicates that resonant leadership style and interactional justice improves the quality of nurse leader-nurse relationships which in turn improves quality of the nurses’ work environment and safety climate. A positive safety climate led to a decrease in the number medication errors and nurses’ intentions to leave their unit. A higher quality work environment predicted lower nurse emotional exhaustion. Additionally, higher numbers of medication errors led to an increase in nurse emotional exhaustion. This suggests that distress may be associated with making a medication error or fear of consequences. As well, larger manager spans were associated with less nurse intent to leave. As the span increased, the number of support personnel also increased. Contrary to other research findings, this result suggests that supportive personnel may mitigate the effect of large manager spans of control on nurses’ intent to leave their units.

Canadian statistics on patient safety in acute care hospitals are alarming. Hospital safety concerns are not isolated to patient safety. Occupational safety is also important. With increasing shortages of nurses, stress in the work place is growing. Nurses report high levels of absenteeism of 14.5 days per year. The importance of a just and fair culture and the role of nurse leaders have been emphasized in safety literature. Although deemed important, studies of nurse leaders and patient outcomes are limited. The influence of interactional justice in the workplace on nurse and patient safety has not been studied. The purpose of this study was to test and refine a model developed from the literature which explains the impact of perceived interactional justice, relational leadership, and quality of nurse manager – clinical nurse relationships on the nursing work environment and ultimately patient and nurse safety outcomes. The model was tested on a random sample of 266 Ontario acute care registered nurses. Findings indicated the model reasonably fit the observed data, however could benefit from further refinement. The addition of 2 pathways (span of control to nurses’ intent to leave and number of medication errors to nurse emotional exhaustion) and trimming of the insignificant paths improved the overall model fit. The resulting model indicates that resonant leadership style and interactional justice improves the quality of nurse leader-nurse relationships which in turn improves quality of the nurses’ work environment and safety climate. A positive safety climate led to a decrease in the number medication errors and nurses’ intentions to leave their unit. A higher quality work environment predicted lower nurse emotional exhaustion. Additionally, higher numbers of medication errors led to an increase in nurse emotional exhaustion. This suggests that distress may be associated with making a medication error or fear of consequences. As well, larger manager spans were associated with less nurse intent to leave. As the span increased, the number of support personnel also increased. Contrary to other research findings, this result suggests that supportive personnel may mitigate the effect of large manager spans of control on nurses’ intent to leave their units.