Research on diversity in the workplace is expanding to include multiple categories including, race, gender, and LGBT identities. Government agencies should have a workforce that represents a diverse public. This is a challenge because agencies and their employees are not immune to the social processes that produce inequalities. A central question in public administration is how to improve practices in the recruitment, management, and retention of a diverse workforce. I theorized that employee perceptions are affected by inequalities based on the intersections of race, gender, and sexuality. The purpose of this study was to determine if employee perceptions were influenced by intersectional identity patterns. The dominant framework in the literature proposes that the separate and additive effects of stigma, stereotypes, and bias influence employee perceptions at work. Intersectionality challenges this approach by conceptualizing social identity as the combination of identity categories. I provide a methodology for comparing the difference in fit between additive and intersectional models.The findings of this study demonstrate the greater explanatory power of intersectionality through replication and extension of Sabharwal et al.'s (2019) study of turnover intention. The replication analysis finds errors in the original models that, when corrected, provide stronger evidence for their hypotheses. Tests indicate that the intersectional model fit the data better than the additive model. The models show that patterns of turnover intention are conditional, shaped by intersectional combinations of race, gender, and sexuality. The patterns of diversity revealed in these models show that the effect of diversity is complex—it is more than the sum of its parts. The results change our understanding of diversity inclusion within the federal workforce, employee retention, and satisfaction. I discuss recommendations for managers in government agencies seeking to improve diversity inclusion practices in the federal workforce.

Thesis(M.Com.(Human Resource Management)) -- University of Limpopo, 2019 / The general aim of this study is to determine the relationship between organisational culture, job satisfaction and turnover intention at an institution of higher education in South Africa. A quantitative, cross-sectional survey design was used in which self- administered questionnaires were utilised to collect data from a convenience sample of 198 participants. The respondents comprised mainly of the academic employees of the institution. Descriptive and inferential statistics including correlation and regression analyses were conducted. The data was collected using three different structured questionnaires. The findings indicated that there is a positive relationship between the dominant organisational culture and job satisfaction. There is a significant negative relationship between job satisfaction and turnover intention. This study recommended that every institution should figure out the effective retention strategies which may have the most impact on their employees and find ways to improve employee job satisfaction. / National Research Foundation (NRF)

Indiana University-Purdue University Indianapolis (IUPUI) / The Saudi Arabian government launched Vision 2030 in 2016 that will have repercussions for all aspects of society. The Saudi nonprofit sector has undergone massive and unprecedented reform ever since. Professionalism is a major tool for this reform, prompting an increasing need for research on the topic of organizational professionalism. This dissertation examines how to define and measure organizational professionalism and its implications in the Saudi nonprofit sector. After introducing key concepts and historical context in Chapter 1, I include three articles that address these themes. Using grounded theory methodology, in Chapter 2, I focus on how nonprofit workers in Saudi Arabia define professionalism. In Chapter 3, I develop, test, and validate a professionalism scale from Saudi nonprofit workers’ perspective. In Chapter 4, I examine implications of professionalism on Saudi nonprofit employees’ work-related wellbeing: job satisfaction, turnover intention, and job burnout. In the Conclusion (Chapter 5), I discuss results along with potential implications for policies and practice, recommendations, limitations, and directions for future research.

Syfte: Syftet med denna studie är att undersöka vad självmedkänsla har för inverkan på utbrändhet, arbetstillfredsställelse och uppsägningsintention i organisatorisk kontext. Där självmedkänsla i korthet innebär att möta sitt eget lidande med kärlek, vördnad och respekt. Tidigare forskning om självmedkänsla har primärt fokuserat på psykiskt välbefinnande och välmående i generella termer. Emellertid råder brist på studier genomförda i organisationssammanhang, trots att självmedkännande förhållningssätt antyds ha gynnsam effekt avseende psykiskt välbefinnande och välmående även inom denna kontext. Särskilt vad gäller sambanden mellan självmedkänsla och en lägre grad av utbrändhet, medan ytterligare studier för att bland annat utforska relationen mellan självmedkänsla, arbetstillfredsställelse och uppsägningsintention erfordras. Metod: Med en kvantitativ ansats har digitaliserade enkätundersökningar genomförts inom flertalet organisationer, resulterande i 153 användbara enkätsvar. Vilket möjliggjort studerandet av självmedkänsla i förhållande till utbrändhet, arbetstillfredsställelse och uppsägningsintention i organisatorisk kontext. Varpå insamlade data analyserats i statistikprogrammet JASP med hjälp av deskriptiv statistik, korrelations- och nätverksanalyser. Resultat och slutsats: Studiens resultat indikerar en signifikant negativ korrelation mellan självmedkänsla och utbrändhet, förenlig med tidigare forskning. Vilket tyder på att självmedkännande förhållningssätt ger upphov till minskad utbrändhet inom organisatorisk kontext. Vidare påvisas en positiv korrelation mellan självmedkänsla och arbetstillfredsställelse, där individer med hög självmedkänsla tenderar att trivas bättre på sitt arbete. Slutligen visar studien en svag negativ korrelation mellan självmedkänsla och uppsägningsintention, vilket anvisar att självmedkännande förhållningssätt kan minska risken för uppsägningar. Sammantaget har självmedkänsla därmed en inverkan på utbrändhet, arbetstillfredsställelse och uppsägningsintention, genom att minska utbrändhet, öka arbetstillfredsställelse och minska uppsägningsintention. Examensarbetets bidrag: Studien ger således upphov till teoretiska likväl praktiska bidrag avseende inverkan av ett självmedkännande förhållningssätt i syfte att minska utbrändheten, öka arbetstillfredsställelsen och minska risken för uppsägningar i organisatorisk kontext. Förslag till fortsatt forskning: Genomförandet av longitudinella studier för att studera inverkan av självmedkännande förhållningssätt vad gäller utbrändhet, arbetstillfredsställelse och uppsägningsintention över tid. Tillika implementeringen av interventionsstudier i syfte att mäta effekten av självmedkänsla i organisationssammanhang. Därtill att genomföra en replikering av studien med ett slumpmässigt urval, och att utvidga studien med fler variabler för att mäta ytterligare samband och kausalitet. / Aim: The purpose of this study is to investigate the impact of self-compassion in relation to burnout, job satisfaction, and turnover intentions within an organizational context. In short, self-compassion involves meeting one's own suffering with love, reverence, and respect. Previous research on self-compassion has been mainly focused on mental health and well-being in general, while there is a lack of studies conducted in organizational contexts, where a self-compassionate approach is suggested to have a similar positive effect concerning mental health and well-being in this setting. Especially regarding the relationships between self-compassion and a lower degree of burnout, while further studies to explore the relationship between self-compassion, job satisfaction and termination intention are required.   Method: Using a quantitative approach, digitized surveys has been conducted within several organizations, resulting in 153 usable responses. Which enabled the study of self-compassion in relation to burnout, job satisfaction and turnover intention in organizational settings. Where collected data were analyzed in the statical program JASP using descriptive, correlation and network analyses.   Results and conclusions: The main results of the study indicate a significant negative relationship between self-compassion and burnout, consistent with previous research. Which suggests that self-compassionate attitudes give rise to reduced burnout within the organizational context. Furthermore, a positive relationship between self-compassion and job satisfaction is demonstrated, where individuals with high self-compassion tend to enjoy their work better. Finally, the study found a mildly negative relationship between self-compassion and turnover intentions, suggesting that a self-compassionate approach can reduce the likelihood of turnover intentions and the risk of resignations. Overall, self-compassion thus has an impact on burnout, job satisfaction and the intention to quit, by reducing burnout, increasing job satisfaction and reducing turnover intentions.   Contribution of the thesis: The study gives rise to theoretical and practical contributions regarding the impact of a self-compassionate approach to reduce burnout, increase job satisfaction and reduce the risk of turnover intentions in an organizational context.   Suggestions for further research: The implementation of longitudinal studies to examine the impact of self-compassion attitudes on burnout, job satisfaction, and turnover intention over time. Additionally, the implementation of intervention studies to measure the effect of self-compassion in an organizational setting. Furthermore, conducting a replication study with a random sample, and to extend the study with additional variables to measure further correlations and causality.

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Despite pre-COVID-19 pandemic evidence to suggest that respiratory therapists (RTs) may experience elevated symptoms of anxiety and distress due to the nature of their occupation, the extant literature on healthcare providers (HCPs’) experiences during the pandemic is largely limited to other HCP groups, such as nurses and physicians. Global reports demonstrate widespread adverse psychological impacts to HCPs during the pandemic, including symptoms of depression, anxiety, burnout, moral distress and post- traumatic stress disorder (PTSD). Furthermore, occupational impacts, namely turnover intention, are increasingly reported as the pandemic persists. This Master’s thesis investigated the psychological and occupational impacts associated with COVID-19 pandemic service among Canadian RTs during the Spring of 2021. A review of the relevant literature on HCPs' experiences during the pandemic is presented in Chapter 1, along with a synthesis of knowledge on RTs. An exploration of psychological and functional outcomes among RTs during the COVID-19 pandemic is presented in Chapter 2. Here, almost half of the sample reported clinically relevant symptoms of depression, anxiety and stress, and one in three RTs screened positively for likely PTSD. In Chapter 3, we investigated consideration of position departure, finding that one in four RTs were considering leaving. Despite over half of those considering leaving screening positive for likely PTSD, adverse psychological experiences contributed little to the predictive model of departure consideration compared to past consideration to leave. We posit that longstanding organizational issues may play an important role in RTs’ consideration to leave. Overall, these studies expand the literature investigating the impact of COVID-19 pandemic service among HCPs and advance knowledge on the impacts of pandemic service among RTs who have, up until recently, been neglected. Altogether, the evidence presented in this thesis suggests that RTs require adequate mental health supports and resources alongside their HCP colleagues during and beyond the COVID-19 pandemic. / Thesis / Master of Science (MSc) / Healthcare providers (HCPs) have reported psychological distress and thinking about leaving their jobs during the COVID-19 pandemic, but little is known about respiratory therapists’ (RTs’) experiences. This thesis explored how Canadian RTs have been affected during the COVID-19 pandemic. In Study 1, we asked RTs about mental health and functioning and found that RTs had symptoms of depression, anxiety, stress and moral distress, with one third of the RTs likely meeting criteria for Post-Traumatic Stress Disorder. In Study 2, we asked RTs if they were thinking about leaving their jobs and found that one in four were considering leaving. RTs who were considering leaving had greater negative psychological symptoms, but analyses suggested that ongoing issues in healthcare may play a greater role in RTs leaving their jobs. Together, these studies show that RTs had negative psychological impacts and were considering leaving their jobs, just like other HCPs during the pandemic.

Sammanfattning Titel: Hurtbulle – Lönsamt eller inte? - En kvantitativ studie om regelbunden fysisk aktivitet, utbrändhet, jobbtillfredsställelse och intention att sluta. Nivå: Examensarbete för kandidatexamen i företagsekonomi. Författare: Oliver Brunnberg, Andreas Englund. Handledare: Martin Ahlenius. Datum: Maj – 2024 Syfte: Studiens syfte är att undersöka om regelbunden fysisk aktivitet kan påverka jobbtillfredsställelse, utbrändhet och intentionen att sluta. Metod: Denna studie använder ett deduktivt synsätt med en kvantitativ forskningsmetod i form av en enkätstudie. Enkäten skickades ut per e-post till totalt 2619 fastighetsmäklare på sammanlagt 11 fastighetsmäklarkedjor. Av det totala valet av respondenter besvarades enkäten av 404 personer, dock uppkom ett bortfall på 11. Därefter omkodades datan i dataverktyget Excel och sedan analyserades i statistikprogrammet JASP. I statistikprogrammet genomfördes deskriptiv, korrelations- och faktoranalys.  Resultat & Slutsats: Studiens resultat är uppdelat i en deskriptiv, korrelations- och faktoranalys. Den deskriptiva analysen visade att jobbtillfredsställelse hade högst medelvärde och att fysisk aktivitet hade lägst. Korrelationsanalysen visade att högintensiv träning korrelerade med högre utbrändhet och en ökad intention att sluta, medan måttlig träning inte visade samma samband. Faktoranalysen identifierade sex distinkta faktorer och visade att olika träningsformer påverkar utbrändhet och jobbtillfredsställelse olika, där högintensiv träning ökar utbrändhet och intention att sluta, medan måttlig träning främjar jobbtillfredsställelse och minskar stress. Slutsatsen visar att högintensiv träning kan öka utbrändhet och intentionen att sluta. För att främja ett bättre välmående så betonar studien vikten av att anpassa träningsprogram efter individens behov. Förslag till vidare forskning: Framtida forskning bör inkludera familjeförhållanden som en variabel och utföra longitudinella studier för att förstå hur olika träningsformer påverkar fastighetsmäklares välbefinnande över tid och interagerar med arbetsmiljön. Studiens bidrag: Denna studie bidrar teoretiskt genom att belysa sambandet mellan regelbunden fysisk aktivitet och faktorer som utbrändhet, jobbtillfredsställelse och intentionen att sluta inom fastighetsmäklarbranschen. På praktisk nivå betonar studien behovet av att individualisera träningsprogram för att minska risken för utbrändhet och låg jobbtillfredsställelse, samt ökar medvetenheten om hur olika träningsformer påverkar arbetsprestationen och välbefinnandet inom branschen. Nyckelord: Burnout, job satisfaction, turnover intention, results, health, productivity, fitness och physical activity. / Abstract Title: Exercise enthusiast – Profitable or Not? - A quantitative study on regular physical activity, burnout, job satisfaction, and intention to quit. Level: Final assignment for bachelor’s degree in business administration.  Author: Oliver Brunnberg, Andreas Englund. Supervisors: Martin Ahlenius.  Date: May – 2024  Aim: The aim of the study is to examine if regular physical activity can affect job satisfaction, burnout, and intention to leave. Method: This study applied a deductive approach using a quantitative research method in the form of a survey. The survey was distributed via email to a total of 2619 real estate agents across 11 real estate agency chains. Out of the total pool of respondents, the survey was completed by 404 individuals, with an attrition of 11. Subsequently, the data was recoded in Excel and analyzed using the statistical software JASP. Descriptive, correlation, and factor analyses were conducted in the statistical software.  Results & conclusions: The study's results are divided into descriptive, correlation, and factor analyses. The descriptive analysis showed that job satisfaction had the highest mean value, while physical activity had the lowest. The correlation analysis indicated that high-intensity training was associated with higher burnout and an increased intention to quit, whereas moderate training did not show the same relationship. The factor analysis identified six distinct factors and demonstrated that different forms of exercise affect burnout and job satisfaction differently. High-intensity training increases burnout and the intention to quit, while moderate training promotes job satisfaction and reduces stress. The conclusion indicates that high-intensity training can increase burnout and the intention to quit. To promote better well-being, the study emphasizes the importance of tailoring training programs to individual needs. Suggestions for future research: Future research should incorporate family dynamics as a variable and conduct longitudinal studies to comprehend how various forms of exercise influence the well-being of real estate agents over time and interact with the work environment. Contribution for the thesis: This study contributes theoretically by illuminating the relationship between regular physical activity and factors such as burnout, job satisfaction, and turnover intention within the real estate industry. On a practical level, the study emphasizes the need to personalize training programs to reduce the risk of burnout and low job satisfaction, while also increasing awareness of how different forms of exercise impact job performance and well-being within the industry. Key words: Burnout, job satisfaction, turnover intention, results, health, productivity, fitness och physical activity.

Globally competitive businesses have gone through a lot of change over the last few years, even decades. Organisations need to keep abreast with what is happening around them in order for them to reach their strategic targets. Over the past few years, many organisations realised that their most valuable assets are their employees and the knowledge that they possess. The main key to retaining employees is nested in a positive employment relationship. Current organisations, and more specifically mining organisations, are encountering great difficulty in maintaining a positive relationship with their employees; the numerous strikes bearing testimony to this. Some of these strikes lasted for long periods and one even ended in lives being lost. These days, many mining companies find themselves in escalating financial turmoil, due to human capital problems resulting in labour unrest and subsequent inoperativeness. Therefore, establishing and maintaining a positive employment relationship is of cardinal importance in recruiting and retaining quality employees who will give the organisation a competitive edge. One factor that contributes greatly to a positive employment relationship which is conducive towards promoting positive individual and organisational outcomes is the psychological contract. Fulfilment of the psychological contract where employers offer employees opportunities for personal growth, career advancement, and a supportive work environment will lead to employees experiencing job satisfaction, organisational citizenship behaviour and propensity to remain with the organisation. Violation of the psychological contract, however, will lead to discontent, resulting in increased turnover propensity. The way in which employees perceive their own employability might also have an effect on their decision whether or not to stay with the organisation that has violated their psychological contracts. The aim of the study was to investigate the role of the psychological contract and employability in a mining organisation and to determine the outcomes thereof. A quantitative approach was used to gather data. The questionnaires were distributed to employees (N = 205) across all levels within a mining organisation. The measuring instruments used were the Psychological Contract Inventory, Violations of Psychological Contract Questionnaire, Employability Scale, Job Satisfaction Scale, Organisational Citizenship Behaviour Scale and Turnover Intention Scale. Results in Article 1 (Chapter 2) showed that job satisfaction displayed a strong, positive relationship with psychological contract fulfilment and with organisational citizenship behaviour. Job dissatisfaction impacted turnover intention negatively. Furthermore, psychological contract fulfilment had an indirect positive impact on low turnover intention and organisational citizenship behaviour via job satisfaction. Article 2 (Chapter 3) showed that external employability displayed a strong, positive relationship with internal employability; whereas psychological contract violation had a significant positive relationship with turnover intention. It was further found that external employability moderated the relationship between psychological contract violation and turnover intention. / MCom (Labour Relations Management), North-West University, Vaal Triangle Campus, 2014