SHIFT WORK RELATED TO JOB ATTITUDES, SOCIAL PARTICIPATION AND WITHDRAWAL BEHAVIOR: A STUDY OF NURSES AND INDUSTRIAL WORKERS1

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Sleep and Work-Related Fatigue Job Satisfaction and Organizational Behavior Workplace Health and Well-being

Abstract

The present study investigates the relationship between shift schedules and mental health, job satisfaction, social participation, organizational commitment, anticipated turnover, absenteeism and tardiness among nurses (N=440) in two hospitals and among rank‐and‐file workers (N=383) in a manufacturing organization. Results are generally supportive of the model which projected that workers on fixed work schedules (high routine‐oriented) would be better off than workers on rotating work schedules (low routine‐oriented) in terms of mental health, job satisfaction, organizational commitment and social participation. In addition, workers on fixed shift schedules are found to be lower on anticipated turnover, absenteeism and tardiness than workers on rotating shift schedules. Six potential moderators: age, marital status, place of socialization, cultural background, seniority and respondent's sex, were measured and their association with these relationships analyzed. Results are discussed in the light of the previous empirical evidence.

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References

1974Organizational commitment, job satisfaction, and turnover among psychiatric technicians.1960Notes on the Concept of Commitment 1951An index of job satisfaction.2012Index of Job Satisfaction 1975Predicting turnover of employees from measured job attitudes 1956Social Participation and Status Crystallization 1972Mortality of shift and day workers 1956-68 1953Night Work and Shift Changes

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2004The impact of shiftwork on work – home conflict, job attitudes and health 1997Shiftwork, burnout, and well-being: A study of canadian nurses 1984Job Satisfaction and Absenteeism 2011Is Relational Demography Relative? How Employment Status Influences Effects of Supervisor–Subordinate Demographic Similarity 1986Moonlighting: Personal, Social, and Organizational Consequences 2010Predicting Turnover Intent: Examining the Effec ts of Employee Engagement, Compensation Fairness, Job Satisfaction, and Age.

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