Using Job Embeddedness Factors to Explain Voluntary Turnover in Five European Countries

This paper investigates actual voluntary turnover from the employee's perspective using a large European dataset integrating the available job factors related to job embeddedness and other variables that have been related to turnover in previous turnover models. The study shows that the traditional turnover model, where ease of movement and desire of movement are regarded as important predictors of turnover, receives support. However, the study also shows the job embeddedness factors play a key role in predicting turnover as well, even after the role of demographic and ease and desire of movement variables are taken into consideration. Thus, this shows that the turnover decision is not only about the individual's attitudes towards work or about the actual opportunities in the labor market, but these decisions are the result of an analysis of complex web of factors that are labeled job embeddedness.

Participation in decision-making and work outcomes: evidence from a developing economy

Purpose – Although there is general agreement that employee participation in decision-making (PDM) has individual and organizational benefits, an important question remains about the possibility that it may also have certain individual and organizational costs as well. This article presents an “episodic process model” that accounts for both the bright and possible dark sides of participation. The model explains howPDMmight boost employee hope and self-efficacy, which in turn may lead to two distinct work outcomes–job satisfaction and behavior. Design/methodology/approach – In order to test the model, data (n 5 269) were collected from bank employees in two waves. A variance-based structural equation modeling (PLS-SEM) was utilized to analyze the data. Findings – Results from variance-based structural equation modeling (PLS-SEM) show that employee PDM indeed exerts a positive impact on positive psychological resource capacities: hope, self-efficacy and job satisfaction. Hope, in turn, has a positive influence on job satisfaction and a negative influence on job-search behavior. Bias-corrected bootstrapping analysis demonstrated that the relationship between employee PDM and job satisfaction is mediated by hope. Originality/value – Insights for practitioners in a developing economy and possible areas of future research are highlighted. Keywords Employee participation, Decision making, Job satisfaction, Job search behavior, Hope, Self-efficacy.No sponso

International Faculty Member Sociocultural Adjustment And Intention To Stay: Evidence From North Cyprus

This study examines how sociocultural adjustment of international faculty members working in universities in North Cyprus may relate to their intention to stay. The antecedents of sociocultural adjustment are also investigated. The study used a questionnaire administered to a sample of 85 international faculty members working at five universities in North Cyprus in order to investigate the factors that influence their cultural adjustment in terms of work, interaction and general adjustment. The study also investigates how the facets of socio cultural adjustment may influence a faculty member's intention to stay in their current institution. Data analysis and hypothesis testing was carried out using a path analysis in SPSS AMOS 20. Previous international work experiences were found to influence and facilitate all facets of cultural adjustment. Perceived cultural similarity was linked to work and interaction adjustment. The strongest predictor of intention to remain in the current country and institution was interaction adjustment. General and work adjustment's influence on intention to stay is mediated by interaction adjustment. The results indicate that academic institutions that rely on international academics need to develop effective selection systems. The selection and recruitment systems should not only focus on technical skills but also on the characteristics and experiences that will facilitate adjustment to a new culture. Academic institutions should also ensure that orientation and mentoring programs are provided that facilitate adjustment not only to the organisation but also to the culture

KURUMSAL STRATEJİ İLE İNSAN KAYNAKLARI POLİTİKALARI ARASINDAKİ İLİŞKİNİN ANALİZİ

Bu çalışmada, Türkiye'de faaliyet gösteren işletmelerin tepe yöneticileriyle insan kaynakları yöneticilerinden toplanan veriler kullanılarak, kurumsal strateji ile insan kaynakları yönetimi politikaları arasındaki ilişkiler araştırılmaktadır. Çalışmada, işletmelerin insan kaynakları stratejileri içe yönelik veya dışa yönelik olmak üzere hem tek boyut üzerinde genel bir felsefe olarak hem de temel insan kaynakları fonksiyonları temelinde ele alınarak çok boyutlu olarak incelenmiştir. Kurumsal strateji ise, Zajac ve Shortell'den (1989) uyarlanan bir ölçek ile Miles ve Snow'un (1978; 1987) sınıflandırması kullanılarak ölçülmüştür. Çalışmanın sonucunda fırsatçı şirketlerin dışa dönük insan kaynakları yönetimi yaklaşımına sahip oldukları görülmüştür. Dışa dönük insan kaynakları yaklaşımı şirketlerde uygulanan personel bulma, personel sürekliliği ve performans yönetimi fonksiyonlarına da yansımaktadır.ABSTRACT The paper explores the relationship between organizational strategies and human resource management strategies. Data was collected from top managers and human resource managers of 100 companies operating in Turkey. Human resource strategies were analyzed on a unipolar dimension ranging from internal orientation to external orientation. An instrument was developed to measure Human resource practices based on human resource functions. Organizational strategy was measured using an instrument developed by Zajac and Shortell (1989) based on Miles and Snow's (1978; 1987) typology. The study revealed that prospector organizations were more likely to have an externally oriented human resource approach. A general external orientation in human resources is reflected in the recruitment, retention and performance management functions of the organizations

Neuromonitoring during anesthesia in spinal neurosurgery: significance and application—a review

Neuromonitoring, or intraoperative neurophysiological monitoring (IONM), is a key component of modern neurosurgery, particularly in spine surgery. This technique enables continuous monitoring of nerve and spinal cord function during surgical interventions. The primary goal of neuromonitoring is to prevent damage to the nervous system and improve postoperative outcomes (1, 2). Anesthesia during such operations plays a critical role, as the appropriate choice of anesthetic agents and techniques can impact both neuromonitoring effectiveness and patient safety (3)

Target-controlled infusion (TCI) in neuroanesthesia compared with total intravenous anesthesia (TIVA): a review

Anesthesia plays a key role in modern surgery, ensuring patient safety and comfort. Total intravenous anesthesia (TIVA) and target-controlled infusion (TCI) are two main techniques used to manage anesthesia. This article reviews the principles, advantages, and disadvantages of TCI in the context of neuroanesthesia, compared to traditional TIVA (1-2)

High-Performance Work Systems and Organizational Performance in Emerging Economies: Evidence from MNEs in Turkey

This study examines the association between the usage of high-performance work systems (HPWS) by subsidiaries of multinational enterprises (MNEs) in Turkey and employee and subsidiary level outcomes. The study is based on a survey of 148 MNE subsidiaries operating in Turkey. The results show that the usage of HPWS has a significant positive impact on employee effectiveness. However, their impact on employee skills and development, and organizational financial performance are far less clear. Our findings highlight the extent to which HWPS need to be adapted to take account of context-specific institutional realities. © 2014 Springer-Verlag Berlin Heidelberg

Decent work conditions and Nigerian nurse emigration: The role of burnout and commitment

Background: While migration is a historical and universal phenomenon and has benefits for both receiving and sending countries, emigration of healthcare professionals poses significant challenges for the sending nations. Many sending nations, such as Nigeria, are characterised by insufficient vital expertise and depleted healthcare systems. This creates a vicious spiral of worsening conditions for nurses, increasing the effort to leave. To address these trends, relying on the Conservation of Resources theory, we investigated the decent work-emigration intention relationship coupled with the underlying mechanisms. Methods: Using convenience sampling, we used a self-administered questionnaire to collect responses from 280 registered nurses working in government hospitals in three States in Southwest Nigeria. Data collected was analysed using Structural Equation Modeling-Partial Least Squares to examine the convergent validity and reliability of the studied variables and the Hayes Process Macro to identify the direct effects and the indirect effects of each mediator. Results: The majority of the nurses reported inadequate decent work conditions (75 %), low affective commitment (89.5 %), a high prevalence of job burnout (70.6 %), and a strong intention to emigrate (89.3 %). Our findings suggest that decent work negatively relates with emigration intention, while job burnout and affective commitment independently and serially mediated this relationship. Conclusion: The results indicated that nurses with access to decent work conditions are inclined to experience low job burnout and high affective commitment, contributing to reduced emigration intention. Results suggest the need to focus more on interventions essential for resource retention devoted to transforming workplaces into environments of professional fulfilment

A case report: axillary nerve block in a patient with Myasthenia Gravis

To date, there is a lack of abundant information about the usage of brachial plexus nerve blocks in patients with Myasthenia Gravis.The choice of the regional anesthesia technique depends on the region and the surgical technique, the necessity for tourniquet placement to produce a “bloodless” field, the skills of the anesthesia team, and the individual anatomical characteristics and comorbidities of the patient.Myasthenia Gravis is a chronic, progressive autoimmune disorder characterized by the autoimmune destruction or inactivation of postsynaptic acetylcholine receptors at the neuromuscular junction, leading to a reduced number of receptors, muscle weakness, and easy fatigability of skeletal muscles

Цифровой вектор исследовательской подготовки специалиста по маркетингу

In this paper, the authors analyze the labor market requirements for marketing specialists in order to understand what skills they need to develop for successful functioning in the era of economic space digitalization. Research methods of sociology, such as questionnaires and content analysis, were chosen as methods to achieve this goal. The authors obtained data that indicate that the skills relevant to jobseekers in the labor market include tough professional skills associated with the digitalization of marketing activities, including understanding how to work with Big data or what are Python and R programming languages, as well as a range of soft skills, from teamwork to communication with clients. The conclusions reflect the results of the study and emphasize the need for timely adaptation of universities’ educational programs to new market requirements. Also, the research results form the basis for the design of programs of additional professional education. The novelty of the materials presented in this work is confirmed by the identified structure of research competencies of a marketing specialist, taking into account the received primary empirical data on the changing requirements of employers to job seekers in this area. The results obtained make it possible to determine promising directions for further research. Constant monitoring of the actual requirements of employers allows us to identify trends in the modification of professional tasks and outstrip the demands of the labor market by changing the content and methods of trainingВ данной работе авторы анализируют требования рынка труда к специалистам по маркетингу, чтобы понять, какие навыки им нужно развивать для успешного функционирования в эпоху цифровизации экономического пространства. В качестве методов для достижения данной цели были выбраны исследовательские методы социологии, такие как анкетирование и контент-анализ. Авторами были получены данные, которые указывают на то, что в число навыков, актуальных для соискателей на рынке труда, входят как жесткие профессиональные навыки, связанные с цифровизацией маркетинговой деятельности, включая понимание того, как работать с Big data или что такое языки программирования Python и R, так и целый ряд мягких навыков, начиная с умения работать в команде и заканчивая навыком налаживать коммуникацию с клиентами. Выводы отражают результаты исследования и делают упор на необходимость своевременной адаптации образовательных программ вузов к новым требованиям рынка. Также результаты исследований формируют базу для проектирования программ дополнительного профессионального образования. Новизна материалов, представленных в данной работе, подтверждается выявленной структурой исследовательских компетенций специалиста по маркетингу с учетом полученных первичных эмпирических данных о меняющихся требованиях работодателей к соискателям вакансий в данной сфере. Полученные результаты дают возможность определить перспективные направления дальнейших исследований. Постоянный мониторинг актуальных требований работодателей позволяет выявить тенденции видоизменения профессиональных задач и опережать запросы рынка труда посредством изменения содержания и методов обучени