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Item type:Publication, Succumbing to the COVID-19 Pandemic – Healthcare Workers not Satisfied and Intend to Leave Their Jobs (Preprint)(JMIR Publications, 2020-06-27)BACKGROUND Healthcare workers are under such a tremendous amount of pressure during the COVID-19 pandemic that many have become concerned about their jobs and even intend to leave them. It is paramount for healthcare workers to feel satisfied with their jobs and lives during a pandemic. OBJECTIVE This study aims to examine the predictors of job satisfaction, life satisfaction, and turnover intention of healthcare workers during the COVID-19 pandemic. METHODS Between 10 to 30 April, 2020, 240 healthcare workers in Bolivia completed a cross-sectional online survey, which assessed their job satisfaction, life satisfaction, and turnover intention in the ongoing COVID-19 pandemic. RESULTS The results revealed that their number of office days predicted job satisfaction, life satisfaction, and turnover intention, but the relationships varied by their age. For example, healthcare workers’ office days negatively predicted job satisfaction for the young (e.g. at 25 years old: b=-0.21; 95% CI: -0.36 to -0.60) but positively predicted job satisfaction for the old (e.g. at 65 years old: b=0.25; 95% CI: 0.06 to 0.44). CONCLUSIONS These findings provide evidence to enable healthcare organizations to identify staff concerned about job satisfaction, life satisfaction, and turnover intention to enable early actions so that these staff can remain motivated to fight the prolonged COVID-19 pandemic. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Succumbing to the COVID-19 Pandemic – Healthcare Workers not Satisfied and Intend to Leave Their Jobs(Cold Spring Harbor Laboratory, 2020-05-24)Abstract Background Healthcare workers are under such a tremendous amount of pressure during the COVID-19 pandemic that many have become concerned about their jobs and even intend to leave them. It is paramount for healthcare workers to feel satisfied with their jobs and lives during a pandemic. Methods Between 10 to 30 April, 2020, 240 healthcare workers in Bolivia completed a cross-sectional online survey, which assessed their job satisfaction, life satisfaction, and turnover intention in the ongoing COVID-19 pandemic. Results The results revealed that their number of office days predicted job satisfaction, life satisfaction, and turnover intention, but the relationships varied by their age. For example, healthcare workers’ office days negatively predicted job satisfaction for the young (e.g. at 25 years old: b=-0.21; 95% CI: −0.36 to −0.60) but positively predicted job satisfaction for the old (e.g. at 65 years old: b=0.25; 95% CI: 0.06 to 0.44). Conclusions These findings provide evidence to enable healthcare organizations to identify staff concerned about job satisfaction, life satisfaction, and turnover intention to enable early actions so that these staff can remain motivated to fight the prolonged COVID-19 pandemic. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, When the storm is the strongest: Healthcare staff’s health conditions and job satisfaction and their associated predictors during the epidemic peak of COVID-19(Cold Spring Harbor Laboratory, 2020-05-02)Abstract This study reports the physical health, mental health, anxiety, depression, distress, and job satisfaction of healthcare staff in Iran when the country faced its highest number of total active COVID-19 cases. In a sample of 304 healthcare staff (doctors, nurses, radiologists, technicians, etc.), we found a sizable portion reached the cutoff levels of disorders in anxiety (28.0%), depression (30.6%), and distress (20.1%). Age, gender, education, access to PPE (personal protective equipment), healthcare institutions (public vs. private), and individual status of COVID-19 infection each predicted some but not all the outcome variables of SF-12, PHQ-4, K6, and job satisfaction. The healthcare workers varied greatly in their access to PPE and in their status of COVID-19 infection: negative (69.7%), unsure (28.0%), and positive (2.3%). The predictors were also different from those identified in previous studies of healthcare staff during the COVID-19 crisis in China. This study helps to identify the healthcare staff in need to enable more targeted help as healthcare staff in many countries are facing peaks in their COVID-19 cases.1 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Servant leadership and job satisfaction in master of business administration students(Centro de Información Tecnológica, 2020-12-01)La presente investigacin tuvo como propsito validar el efecto positivo del liderazgo servidor en la satisfaccin laboral, utilizando como base la teora del aprendizaje social. Este estilo de liderazgo surgi como un enfoque altruista que prioriza aspiraciones y necesidades de los seguidores. Se administr un cuestionario a una muestra de 225 estudiantes que cursaban la maestra en administracin de empresas (MBA, por sus siglas en ingls) en CENTRUM Catlica del Per. El estudio presenta un alcance explicativo, corte transversal y enfoque cuantitativo. El anlisis de datos incluy la aplicacin de tcnicas como anlisis factorial y modelos de ecuaciones estructurales. Los resultados corroboraron la influencia positiva del liderazgo servidor en la satisfaccin laboral de los subordinados y demostraron que las dimensiones del liderazgo servidor fueron fielmente replicadas en el contexto peruano. Los hallazgos resaltan la importancia de adoptar enfoques de liderazgo ms altruistas en la promocin de la satisfaccin laboral, del que deriven mejores actitudes laborales. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Does brand-relationships matter? The role of brand attachment in salesperson performance in retailing(Emerald, 2021-03-19)Salesperson performance is accepted as a relevant factor of retailing success. However, scarce studies reveal the relationship between sales performance and brand relationship. The of this study is both, from one side, to empirically demonstrate the impact of salesperson brand attachment (SBA) on sales performance and, on the other side, to identify the mediators of this relationship in small retailing. Design/methodology/approach A survey was conducted with a sample of 206 small retailers from different sectors of an emerging country. The proposed model was tested using partial least squares–structural equation modeling (PLS-SEM) in SmartPLS3. Findings The results demonstrated that SBA is relevant to driving sales performance through two relevant paths – one following SBA–satisfaction–performance and one path following the SBA–commitment–performance. The model was able to explain 63% of the outcome performance. Practical implications Regarding small retailers, where the owners, employees and managers have higher levels of interaction than the large national retail chains, the marketing executives must invest in improving the attachment to the brand and create emotional bonds and cognition between marketers and the brand. They must develop strategies to promote job satisfaction and organizational commitment because they determine performance. Originality/value Despite the relevance of small businesses for economies worldwide and the importance of salesperson brand relationships, no study has been developed to demonstrate the impacts of such relationships on salesperson performance in retailing. Furthermore, in addition to the central role of organizational commitment in the sales research, to the best of the authors’ knowledge, this is the first study to explore how to mediate the relationship between brand attachment and sales performance.1 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, The inclusion of gig employees and their career satisfaction: Do individual and collaborative job crafting play a role?(Springer Science+Business Media, 2022-01-05)Through focusing on digital employees registered in three crowdsourcing platforms, we investigate how individual and collaborative job crafting may be positively related to the sense of organizational inclusion and feeling of career satisfaction those digital employees might develop. The authors employed a quantitative research method in which they focused on surveys collected from 279 digital employees and used SmartPLS 3 (Ringle et al., 2015). The results showed that the proactive behaviour embedded within both individual and collaborative job crafting leads to digital employees’ sense of organizational inclusion and subsequently, a feeling of career satisfaction.2 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Examining school boards’ chaotic leadership style in relation to teachers' job satisfaction and emotional exhaustion(Elsevier Ltd, 2022-10-01)School leaders adopt a chaotic style when they abdicate their responsibilities by being unavailable, passive, unpredictable and permissive. Surprisingly, this dark side of leaders’ style has been largely ignored in contemporary research. In a sample of 205 teachers, this cross-sectional study revealed that, an autonomy-supportive style positively related to job satisfaction via need satisfaction, while a chaotic style positively related to emotional exhaustion via need frustration. Latent profile analyses revealed four profiles: highly autonomy-supportive (35%), moderate on both styles (41%), moderately chaotic (18%), and highly chaotic (6%). A group that was low on both styles was not found.2 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Navigating job satisfaction in family firms during crisis(Frontiers Media SA, 2024-01-01)Occupational health is one of the aspects significantly affected during crisis periods. It is essential to learn about the factors that improve organizational capacity in coping with such shocks. This study investigates how the working environment of a family business influences job satisfaction during crises. Conducting a survey with 516 employees at the peak of the pandemic, the research utilizes structural equation analysis, revealing that family business environments can mitigate burnout, enhance affective commitment, and consequently, boost job satisfaction. The study highlights the need to manage burnout and utilize resources, such as employee commitment, for family firms to sustain job satisfaction amidst disruptions. It deepens the comprehension of family businesses’ crisis response, emphasizing the significance of human resource commitment and management. The investigation illuminates the dynamic interplay between the work environment, employee well-being, and organizational resilience, providing valuable insights for both theoretical understanding and practical application. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Faculty turnover segmentation for the retention of academic talent(Centro de Información Tecnológica, 2024-01-01)This study aims at defining typologies of higher education professors by identifying the most important factors that determine job satisfaction to improve their retention. The methodology is quantitative, non-experimental, and descriptive. For this purpose, a sample of 163 professors from an educational institution located in Lima (Peru) is surveyed to assess their perceptions, preferences, and job expectations. Applying a K-means cluster analysis results in three teacher profiles: promoters, indifferent, and critical. In these three groups, there are differentiated assessments on the importance each assigns to organizational factors (salary, benefits, career development, networking, and institutional prestige) when choosing a new employer or when assessing their current employer. In conclusion, it is important to design and implement differentiated professor retention policies for each group in order to respond more effectively to their career expectations. - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Leadership, Communication, and Job Satisfaction for Employee Engagement and Sustainability of Family Businesses in Latin America(MDPI, 2023-06-01)This research focuses on the determinants of employee engagement in family businesses in Peru. The study is based on previous research that showed the importance of organisational culture, leadership, and human resource management practices to achieve effective business performance. The methodological strategy was to conduct a qualitative, quantitative, and documentary analysis research. The study found that participatory and authentic leadership styles, effective communication, and job satisfaction were key factors to retain talent in two family businesses and small to medium-sized enterprises in Peru. These factors can enhance employee engagement, which is critical for the success of family businesses. The results suggest that Peruvian family businesses can improve their sustainability and contribute positively to the economic growth of the country by utilising different measures. They can prioritise leadership, communication, and job satisfaction; offer opportunities for employee development and growth; provide competitive compensation packages; and create a positive work environment. The findings have implications for family businesses in emerging markets as well as for businesses operating in consolidated markets.3