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Available. Open Access. Open Access
Article
Publication date: 17 February 2025

Tiet-Hanh Dao-Tran, Keith Townsend, Rebecca Loundoun, Adrian Wilkinson and Charrlotte Seib

This study aims to explore the intention to quit and its associations among ambulance personnel and to compare the intention to quit and its associations between paramedic and…

85

Abstract

Purpose

This study aims to explore the intention to quit and its associations among ambulance personnel and to compare the intention to quit and its associations between paramedic and non-paramedic staff.

Design/methodology/approach

A cross-sectional study was conducted on 492 Australian ambulance personnel. Participants were selected by stratified random sampling. Data were collected using phone interview-administered questionnaires. Descriptive analyses, bivariate associations and structural equation modelling were performed for data analysis.

Findings

The study found that 70% of ambulance personnel intended to quit their jobs. Intention to quit was similar between paramedics and non-paramedic staff. In both staff groups, supervisors' and colleagues' support was associated with mental health symptoms; job satisfaction was associated with the intention to quit. Supervisors' and colleagues' support was indirectly associated with the intention to quit via increasing job satisfaction and reducing the experience of mental health symptoms among paramedics only. Mental health symptoms were directly associated with the intention to quit and indirectly associated with the intention to quit via reducing job satisfaction among paramedics only.

Practical implications

The study findings provide evidence for resource allocation in human resource management. The findings suggest that interventions to increase job satisfaction may reduce the intention to quit for all ambulance personnel. Interventions to improve supervisors' and colleagues' support and to manage depression, anxiety and stress symptoms may help to reduce the intention to quit for paramedics only.

Originality/value

This is the first study to model and compare the direct and indirect associations of intention to quit between paramedics and non-paramedic staff in ambulance personnel.

Details

International Journal of Emergency Services, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2047-0894

Keywords

Available. Open Access. Open Access
Article
Publication date: 20 February 2025

Luke Booker, Paula K Mowbray, Keith Townsend and Xi Wen Chan

The well-being of employees in distributed work has never been of more importance. This study aims to investigate the factors that empower or undermine the connectivity agency of…

124

Abstract

Purpose

The well-being of employees in distributed work has never been of more importance. This study aims to investigate the factors that empower or undermine the connectivity agency of teleworkers. Connectivity agency is an important form of autonomy for managing work–home boundaries, recuperation from work and psychological detachment. With this in mind it becomes vital to understand how connectivity agency is shaped by various contextual factors.

Design/methodology/approach

This qualitative study draws upon data collected from 27 teleworkers representing a variety of industries and roles. We employed a semi-structured interview protocol and analysed the data using Tracy’s (2013) iterative coding technique.

Findings

Factors that influence one’s likelihood or capacity to exercise connectivity agency exist at the individual, group or organisational level. Our data elucidate factors such as the provision of home and technological resources, the state of team norms and shared expectations and the level of organisational (dis)trust as having significant influence on whether a teleworker exercises connectivity agency, or whether attempts to do so fail altogether.

Originality/value

Whilst we have a comprehensive understanding of types of connectivity agency behaviours, it is unclear how one’s agency may be influenced by contextual factors. The originality and key contribution of our study is in enriching our understanding of connectivity agency to appreciate it as a dynamic phenomenon that is shaped by various contextual factors. This presents a variety of important insights for professionals leading, implementing or partaking in distributed work.

Details

Employee Relations: The International Journal, vol. 47 no. 9
Type: Research Article
ISSN: 0142-5455

Keywords

Available. Open Access. Open Access
Article
Publication date: 16 October 2017

David Peetz, Olav Muurlink, Keith Townsend, Adrian Wilkinson and Madeleine Brabant

The purpose of this paper is to explore differences in the degree of innovation in employment relations (ER) between emerging and established firms,

2500

Abstract

Purpose

The purpose of this paper is to explore differences in the degree of innovation in employment relations (ER) between emerging and established firms,

Design/methodology/approach

A large national telephone survey (N=1,416) of both emerging (<5 years) and established firms was conducted.

Findings

Emerging firms were more casualised, less unionised, and experiencing higher levels of market expansion and unpredictability. Despite these differences, younger firms showed otherwise remarkable similarity to older firms across a range of ER practices, and both categories showed a reliance on business networks, rather formal training, for ER knowledge. While introducing ER changes more rapidly than older (and larger) firms, they were converging towards a suite of ER practices similar to that adopted by older firms. The results suggest that, if anything, established firms may have been engaged in greater innovation in more unusual ER practices.

Research limitations/implications

Only managers were surveyed. The data are cross-sectional rather than longitudinal. As the study was undertaken in only one country, replication in other settings would be desirable.

Originality/value

The results raise major doubts about the notion that new firms represent the cutting edge of innovation, and highlights the degree to which newer firms match or mimic older firms’ ER architecture.

Details

Personnel Review, vol. 46 no. 7
Type: Research Article
ISSN: 0048-3486

Keywords

Available. Content available
Article
Publication date: 8 June 2021

Kenneth Cafferkey, Brian Harney, Keith Townsend and Jonathan Winterton

949

Abstract

Details

Employee Relations: The International Journal, vol. 43 no. 4
Type: Research Article
ISSN: 0142-5455

Available. Content available
Article
Publication date: 1 June 2015

Keith Townsend and Tony Dundon

1331

Abstract

Details

Employee Relations, vol. 37 no. 4
Type: Research Article
ISSN: 0142-5455

Available. Content available
Book part
Publication date: 16 July 2018

Abstract

Details

Organisational Roadmap Towards Teal Organisations
Type: Book
ISBN: 978-1-78756-311-7

Available. Content available
Article
Publication date: 14 September 2010

Derek H.T. Walker

331

Abstract

Details

International Journal of Managing Projects in Business, vol. 3 no. 4
Type: Research Article
ISSN: 1753-8378

Available. Content available
Article
Publication date: 6 February 2017

319

Abstract

Details

Personnel Review, vol. 46 no. 1
Type: Research Article
ISSN: 0048-3486

Available. Content available
Book part
Publication date: 22 August 2022

Free Access. Free Access

Abstract

Details

The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM
Type: Book
ISBN: 978-1-80071-780-0

Available. Open Access. Open Access
Article
Publication date: 21 November 2023

Nomusa Dube and Takawira Munyaradzi Ndofirepi

Keeping happy and committed workers is an imperative goal for organisations in any field, including higher education. Institutions must, however, have a thorough understanding of…

2528

Abstract

Purpose

Keeping happy and committed workers is an imperative goal for organisations in any field, including higher education. Institutions must, however, have a thorough understanding of the elements that influence various organisational commitment levels before they can develop human resource management guidelines and procedures that work. Hence, by using social exchange theory, this study aimed to investigate the connection between work–life balance (WLB), job satisfaction and organisational commitment among a sample of Zimbabwean higher education institutions. These factors have received relatively minimal attention in academic institutions, particularly in developing nations.

Design/methodology/approach

A cross-sectional survey was conducted, using convenience sampling, to examine 224 members of the teaching staff from two universities in western Zimbabwe. The collected data were analysed using partial least squares structural equation modelling.

Findings

The results revealed that WLB significantly predicted job satisfaction. Furthermore, the relationship between WLB and affective and normative commitment was found to be indirect and mediated by job satisfaction.

Research limitations/implications

The results of this study suggest that WLB and job satisfaction are crucial factors for higher education institutions that aim to secure their talented faculty's affective and normative commitment. Therefore, universities should implement firm policies and practices that encourage academic staff to maintain a healthy WLB and enhance job satisfaction.

Originality/value

The study's main contribution is the development of a conceptual model that contributes to the ongoing scholarly discourse on how to enhance organisational commitment among academic staff in under-resourced higher education institutions, as well as the concomitant implications for human resource policies within these institutions.

Details

European Journal of Management Studies, vol. 29 no. 1
Type: Research Article
ISSN: 2183-4172

Keywords

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