Predicting ill-health and turnover intentions at the workplace : the impact of personal, job, and organizational factors

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dc.contributor.advisor Day, Arla L. (Arla Lauree), 1968-
dc.coverage.spatial Canada
dc.creator Dupré, Kathryne Elizabeth 2011-05-09T12:32:11Z 2011-05-09T12:32:11Z 1999
dc.identifier.other HF5549.5 J63 D87 1999
dc.description v, 94 leaves ; 28 cm.
dc.description Includes abstract and appendices.
dc.description Includes bibliographical references (leaves 60-75).
dc.description.abstract This study examined the joint predictive ability of organizational and job-related variables that are within the control of organizations, on work satisfaction, in order to demonstrate how the work satisfaction of employees can be influenced by organizations, thereby ultimately decreasing the ill health and turnover intentions of employees. This study looked at the influence of work satisfaction on turnover intentions, and examined whether organizational commitment (affective, continuance, and normative) partially mediated this model. This study also looked at the relationship between work satisfaction and ill-health symptoms, and examined whether coping (problem-focused, emotion-focused, and maladaptive) moderated the relationship. Controlling for gender and age, supervisory support, organizational support, career impact on family and social life, work stimulation, ambiguity, work hours, and shift work, significantly predicted work satisfaction. Organizational commitment partially mediated the relationship between work satisfaction and turnover intentions. Finally, although work satisfaction and in maladaptive coping were predictive of ill-health symptoms, coping did not moderate this relationship. The results of this study contribute to the understanding and prediction of turnover intentions and health. Moreover, these results indicate that there are variables within the control of organizations, that have the potential to jointly predict work satisfaction. This finding has implications for organizations because it suggests that there are controllable factors that can be altered in order to increase the work satisfaction of employees, thereby, ultimately decreasing the ill-health and turnover mentions of employees.
dc.description.provenance Made available in DSpace on 2011-05-09T12:32:11Z (GMT). No. of bitstreams: 0 en
dc.language.iso en
dc.publisher Halifax, N.S. : Saint Mary's University
dc.subject.lcc HF5549.5.J63
dc.subject.lcsh Canada. Canadian Armed Forces. Personnel Research Team. Personnel Survey. 1997.
dc.subject.lcsh Job satisfaction -- Canada
dc.subject.lcsh Absenteeism (Labor) -- Canada
dc.subject.lcsh Labor turnover -- Canada
dc.subject.lcsh Organizational commitment -- Canada
dc.title Predicting ill-health and turnover intentions at the workplace : the impact of personal, job, and organizational factors
dc.type Text Master of Science in Applied Psychology Masters Psychology Saint Mary's University (Halifax, N.S.)
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