High-performance work practices and nurses’ intention to leave: the mediating role of organizational cynicism and the moderating role of human resource management-related educational background

Recently, an increasing stream of research has examined high-performance work practices in the health care context. In this vein, high-performance work practices have been shown to be related to various employees’ attitudes and behaviors including intention to leave. This study attempted to improve our understanding of the relationship between high-performance work practices and intention to leave by jointly examining mediating and moderating mechanisms. Results from a sample of 299 private nurses supported our moderated mediation model thus demonstrating that organizational cynicism mediated the relationship between high-performance work practices and intention to leave and further that this indirect effect is dependent on nurses’ human resource management-related educational background.     

Linking work–family conflict to job attitudes: the mediating role of social exchange relationships

This study uses social exchange theory to develop a model of the processes linking work–family conflict to job attitudes. This model was tested on a sample of 236 employees in Taiwan's high-technology industry. The regression results revealed that perceived organizational support and leader–member exchange fully mediated the influence of work–family conflict on intentions to quit and affective organizational commitment, and partially mediated work–family conflict's influence on job satisfaction. The implications are discussed in this article.     

Relationships among three facets of family-supportive work environments,work–family conflict and job satisfaction: a research in Greece

The purpose of the present study is to extend the line of current enquiry related to family-supportive work environments (FSWEs), and their relationships to work–family conflict (WFC) and job satisfaction. Three facets of a FSWE are examined: family (non-) supportive culture, family-supportive management (FSM) and the model of ideal worker. Data were collected through a questionnaire survey from 612 employees. The results indicate that among the three facets of a FSWE, FSM appears to better predict both WFC and job satisfaction. Furthermore, WFC was negatively related to job satisfaction. An intriguing result is that the ideal worker model – manifested via long hours of work, visibility, availability and the dominance of organisation's needs over the family ones – was found to be positively related to job satisfaction, whilst it has no impact on WFC. Finally, the implications for practice and future research are discussed.