Do I have enough money? An examination of the roles of income and income perceptions on nursing turnover intentions

Economic stress is an understudied, but potentially critical, concern that deserves more attention in the literature because it has important implications for employees and organizations. The present study sought to bring researchers and practitioners\u27 attention to this area of research by examining the impact of income and income perceptions on turnover intentions. Very few published studies have investigated the mechanisms underlying the relationship between income and turnover intentions. As a novel contribution, the present study examined how perceived adequacy of current and future income each and simultaneously mediated the relationship between income and turnover intentions. Further, the study tested whether individuals\u27 economic dependency moderated the relationship between perceived income adequacy and turnover intentions. Using survey data collected from nurses, results indicated that perceived income adequacy for current needs, current wants, future needs and future wants each fully explained the relationship between household income and turnover intentions. Three-path mediations were also found significant when current perceptions and future expectations of income were tested simultaneously as mediators of the household income-turnover intentions relationship. Initial evidence was also found that subjective economic dependency moderated the relationship between perceived income adequacy for future needs and turnover intentions, where the effects were the strongest for nurses with low economic dependency. Results from this study are intended to provide meaningful information for organizations and practitioners in helping nurses reach financial readiness and financial well-being, and ultimately minimizing direct and indirect costs incurred from nurses\u27 turnover

Employee Well-Being Profiles: A Person-Centered Approach to Understanding Multiple Dimensions of Psychosocial Well-Being

Employee well-being research is receiving growing attention as organizations are increasingly turning to well-being improvement to promote employee health and reduce health-related expenditures. Traditional organizational and occupational health studies often examine relationships between employee well-being and its antecedents and outcomes from a variable-centered perspective. The current study adopted a holistic and person-centered approach to well-being assessment, and (1) identified clusters of employees who shared common configurations with regard to multiple dimensions of psychosocial well-being (i.e., purpose, social, financial, and community). A profile-based perspective is a more intuitive way for employers/managers to understand employee well-being. The current study also (2) examined physical, work-related, and demographic predictors of profile membership, (3) investigated how profile membership distinguished employees on physical well-being and work-related productivity outcomes, and (4) determined the stability and transition patterns of well-being profiles over time. Study hypotheses and research questions were tested using latent mixture modeling, specifically Latent Profile Analysis (LPA) and Latent Transition Analysis (LTA). A large U.S. population-based dataset containing a representative employee sample was first used to conduct exploratory LPAs and determine the best-fitting profile solution. Two additional two-wave longitudinal employee samples were used to cross-validate the final profile solution, and test the hypotheses regarding profile antecedents, outcomes, and stability. Six distinct psychosocial well-being profiles emerged – discontented, contented, highly contented, financial-dominant, financially insecure, and lack of community well-being. Physical, work-related, and demographic factors were significant predictors of profile membership. Well-being profiles also distinguished employees on physical well-being and job performance. LTAs revealed that well-being profiles were largely stable over time, and some of the profile predictors and outcomes explained the transition probabilities. Results of the current study provide meaningful information and feedback for employer-sponsored well-being improvement programs. A profile-based understanding of employee well-being allows employers/managers to tailor intervention programs based on the needs of specific employee groups, as well as encourage (prevent) movement toward profiles associated with positive (negative) outcomes. Additional implications and directions for future research are discussed

Longitudinal Predictors of Self-Reliance for Coping with Mental Health Problems in the Military

Military personnel encounter occupational hazards that make them vulnerable to developing mental health symptoms; however, many soldiers who experience a problem do not seek treatment. A major barrier to treatment is self-reliance, a preference to manage problems oneself rather than seek help from a professional. In the present study, we sought a more comprehensive understanding of factors that contribute to self-reliance. Active-duty soldiers (N = 485) were surveyed at two time points. The sample was 93% male, 67% Caucasian, and most were aged 20-24 (49%). The survey included: factors that affect treatment-seeking, deployment experiences, and mental health symptoms. Results indicated that stigmatizing beliefs about those who seek treatment and negative beliefs about treatment at Time 1 were related to higher preferences for self-reliance at Time 2, while positive beliefs about treatment at Time 1 were related to lower self-reliance. Combat exposure, mental health symptoms, social support for treatment-seeking, and stigma from others were not significant predictors. These results demonstrate that self-reliance may not be unique to combat soldiers and may not diminish as symptoms become severe. Instead one’s views of treatment and others who seek treatment may be more impactful, and should be the target of interventions to encourage treatment-seeking

What happens when employees are furloughed? A resource loss perspective

Furloughs refer to placing employees on a temporary leave with no pay for the period of the leave. The current study draws from conservation of resources (COR) theory to examine how furloughs affect employees’ experiences of burnout, work–family conflict, and life satisfaction. Results gathered from 212 individuals show that being furloughed during the 2013 U.S. federal government shutdown was associated with perceived personal resource loss, which was related to decreased life satisfaction and increased work–family conflict and physical, cognitive, and emotional burnout 5 weeks after the shutdown ended. The relationships between furlough status and all outcomes were fully mediated by perceived resource loss. Our findings show that furloughs can and do negatively affect employees and that these effects last long after the furlough has ended

Demographic differences in sport performers’ experiences of organizational stressors

Organizational stressors are particularly prevalent across sport performers’ experiences and can influence their performance, health, and well-being. Research has been conducted to identify which organizational stressors are encountered by sport performers but little is known about how these experiences vary from athlete to athlete. The purpose of this study was to examine if the frequency, intensity, and duration of the organizational stressors that sport performers encounter vary as a function of gender, sport type, and performance level. Participants (n = 1277) completed the Organizational Stressor Indicator for Sport Performers (OSI-SP; Arnold et al., 2013) and the resultant data was analyzed using multivariate analyses of covariance (MANCOVAs). The findings show that demographic differences are apparent in the dimensions of the goals and development, logistics and operations, team and culture, coaching, and selection organizational stressors that sport performers encounter. More specifically, significant differences were found between males and females, between team and individual based performers, and between performers competing at national or international, regional or university, and county or club levels. These findings have important implications for theory and research on organizational stress, and for the development of stress management interventions with sport performers

Impact of opioid-free analgesia on pain severity and patient satisfaction after discharge from surgery: multispecialty, prospective cohort study in 25 countries

Background: Balancing opioid stewardship and the need for adequate analgesia following discharge after surgery is challenging. This study aimed to compare the outcomes for patients discharged with opioid versus opioid-free analgesia after common surgical procedures.Methods: This international, multicentre, prospective cohort study collected data from patients undergoing common acute and elective general surgical, urological, gynaecological, and orthopaedic procedures. The primary outcomes were patient-reported time in severe pain measured on a numerical analogue scale from 0 to 100% and patient-reported satisfaction with pain relief during the first week following discharge. Data were collected by in-hospital chart review and patient telephone interview 1 week after discharge.Results: The study recruited 4273 patients from 144 centres in 25 countries; 1311 patients (30.7%) were prescribed opioid analgesia at discharge. Patients reported being in severe pain for 10 (i.q.r. 1-30)% of the first week after discharge and rated satisfaction with analgesia as 90 (i.q.r. 80-100) of 100. After adjustment for confounders, opioid analgesia on discharge was independently associated with increased pain severity (risk ratio 1.52, 95% c.i. 1.31 to 1.76; P < 0.001) and re-presentation to healthcare providers owing to side-effects of medication (OR 2.38, 95% c.i. 1.36 to 4.17; P = 0.004), but not with satisfaction with analgesia (beta coefficient 0.92, 95% c.i. -1.52 to 3.36; P = 0.468) compared with opioid-free analgesia. Although opioid prescribing varied greatly between high-income and low- and middle-income countries, patient-reported outcomes did not.Conclusion: Opioid analgesia prescription on surgical discharge is associated with a higher risk of re-presentation owing to side-effects of medication and increased patient-reported pain, but not with changes in patient-reported satisfaction. Opioid-free discharge analgesia should be adopted routinely

The Effects of Income Adequacy on Job Search Behaviors: A Test of Moderated Mediation

The purpose of the current study was to examine the consequences of perceived income adequacy within the nursing population. In order to allow for more effective development of practical interventions, the present study also assessed the underlying mechanisms through which income adequacy affected job search behaviors. Using a sample of 208 nurses in the Northwestern United States, we found that individuals who perceived their income as inadequate for their current wants and current needs were more likely to engage in job search behaviors. The results showed that physical and mental health symptoms explained the pathways between income adequacy and job search behaviors. Specifically, perceptions of income inadequacy led to unhealthy symptoms (e.g., trouble sleeping, depression), which in turn led to more job search behaviors. However, full mediation occurred only when participants had one or more financial dependents. The significant moderated mediation suggested that individuals with financial dependents were more likely to be affected by income inadequacy and subsequent health problems. These results shed light on how nurses appraise stress relevant to their financial situations and provide valuable information for health care organizations to prevent employees’ job search process or actual departure

Influences of Smartphone and Computer Use on Health-Related Quality of Life of Early Adolescents

This study explored the daily amount of time that early adolescents spent using smartphones and computers, and their influences on health-related quality of life of early adolescents. A total of 650 early adolescents were recruited. The 36-Item Short Form Health Survey was used to measure their health-related quality of life. The early adolescents reported their average daily time spent using smartphones and computers over the course of the previous week; the majority of early adolescents (71%) spent approximately 1 h a day or less using computers on average or reported no computer use, and 98.8% indicated that they used smartphones for less than 1 h to more than 4 h per day on average. The results showed that the average daily time spent using smartphones was significantly negatively associated with two scales in the physical domain and four scales in the mental domain of health-related quality of life of early adolescents, whereas the average daily time spent using computers was significantly negatively associated with two scales in the mental domain (p < 0.05). Therefore, early adolescents who spent more time using smartphones and computers have significantly poorer outcomes in the physical and mental domains of their health-related quality of life

Inching Toward Inclusiveness: Diversity Climate, Interpersonal Conflict and Well-Being in Women Nurses

Interpersonal conflict is a type of mistreatment acknowledged to be a serious problem in the United States workplace, particularly for women. This interpersonal conflict is related to negative outcomes in women, as well as the exclusion of women in the workplace, which highlights the importance of investigating ways to reduce this conflict. There is reason to believe that features of the social work environment may impact the prevalence of interpersonal conflict targeted at women. In particular, the extent to which a workplace includes social norms prohibiting mistreatment based on differences—a diversity climate—should be associated with lower levels of interpersonal conflict for women. As such, the goal of the current study was to examine the impact of diversity climate on the experience of interpersonal conflict in women. Additionally, well-being outcomes—burnout and engagement—were assessed as part of a model of diversity climate, interpersonal conflict, and outcomes. In a sample of 172 White women nurses from the northwestern U.S., three sources of conflict (physicians, manager and coworker) were found to relate negatively with diversity climate perceptions. Diversity climate perceptions were also associated with higher work engagement, and indirectly related to both engagement and burnout through conflict. The findings indicate that cultivating a diversity climate might be an important strategy to reduce interpersonal conflict experienced by women in the workplace