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      COVID-19: The effects of perceived organizational justice, job engagement, and perceived job alternatives on turnover intention among frontline nurses

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          Abstract

          Nurses’ turnover intention has become a concern for medical institutions because nurses are more needed than ever under the prevalence of COVID-19. This research sought to investigate the effects of the four dimensions of organizational justice on COVID-19 frontline nurses’ turnover intention through the mediating role of job engagement. We also tested the extent to which perceived job alternatives could moderate the relationship between job engagement and turnover intention. This descriptive cross-sectional study used an online survey to collect data from 650 frontline nurses working in appointed hospitals in Jiangsu province, China. Hierarchical regression was used to analyze the hypothesized relationships. Findings revealed that all organizational justice components significantly influenced job engagement and turnover intention. Job engagement also significantly affected nurses’ turnover intention and mediated the relationships between organizational justice components and turnover intention. Besides, perceived job alternatives moderated the relationships between job engagement and turnover intention. The implications of this study include demonstrating that healthcare authorities should respect human rights through effective organizational justice as this approach could encourage nurses to appreciate their job and be more devoted to staying and achieving their institutional duties, especially under challenging circumstances.

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          Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives

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            Common method biases in behavioral research: A critical review of the literature and recommended remedies.

            Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
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              Prevalence of depression, anxiety, and insomnia among healthcare workers during the COVID-19 pandemic: A systematic review and meta-analysis

              Highlights • At least one in five healthcare professionals report symptoms of depression and anxiety. • Almost four in 10 healthcare workers experience sleeping difficulties and/or insomnia. • Rates of anxiety and depression were higher for female healthcare workers and nursing staff. • Milder mood symptoms are common and screening should aim to identify mild and sub-threshold syndromes.
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                Author and article information

                Contributors
                Journal
                Front Psychol
                Front Psychol
                Front. Psychol.
                Frontiers in Psychology
                Frontiers Media S.A.
                1664-1078
                06 September 2022
                2022
                06 September 2022
                : 13
                : 920274
                Affiliations
                [1] 1Centre for Medical Insurance, Hospital Management and Health Policy Research, School of Management, Jiangsu University , Zhenjiang, China
                [2] 2School of Management, Jiangsu University , Zhenjiang, China
                [3] 3Department of Computer Engineering, School of International Business, Zhejiang International Studies University , Hangzhou, China
                [4] 4School of Environment and Safety Engineering, Jiangsu University , Zhenjiang, China
                Author notes

                Edited by: Chun-Der Chen, Ming Chuan University, Taiwan

                Reviewed by: Chien-Liang Lin, Ningbo University, China; Chuan-Yu Mo, Sanming University, China

                *Correspondence: Arielle Doris Tetgoum Kachie, 1000005727@ 123456ujs.edu.cn

                These authors share first authorship

                This article was submitted to Organizational Psychology, a section of the journal Frontiers in Psychology

                Article
                10.3389/fpsyg.2022.920274
                9486381
                36148111
                f9e07f8c-b7b3-4ca7-acf5-6a541d729e40
                Copyright © 2022 Zhou, Tetgoum Kachie, Xu, Quansah, Epalle, Ampon-Wireko and Nkrumah.

                This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

                History
                : 14 April 2022
                : 01 July 2022
                Page count
                Figures: 2, Tables: 6, Equations: 0, References: 148, Pages: 18, Words: 14134
                Funding
                Funded by: National Natural Science Foundation of China , doi 10.13039/501100001809;
                Categories
                Psychology
                Original Research

                Clinical Psychology & Psychiatry
                organizational justice,job engagement,perceived job alternatives,turnover intention,covid-19,frontline nurses

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