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Healthcare
Special Issues
Work Status, Job Insecurity and Health Disparities
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Work Status, Job Insecurity and Health Disparities

A special issue of Healthcare (ISSN 2227-9032). This special issue belongs to the section "Health Assessments".

Deadline for manuscript submissions: closed (30 November 2023) | Viewed by 3295

Special Issue Editor

Dr. Eduardo Tomé

E-Mail Website
Guest Editor
Economics Department, Universidade Lusófona de Humanidades e Tecnologias, 1749-024 Lisbon, Portugal
Interests: human resource development; knowledge management; social policy; economics; intellectual capital; globalization
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

It is well known that individuals have different levels of health, and that these levels are a result of various factors, such as socio-economic class, national health systems or capacity to invest in health. It is also well known that health has important consequences for the lives of individuals. Among the most important are job security and work status; health disparities create different levels of job security and work status. This Special Issue wants to address the following questions:

  • What are the causes of health disparities?
  • How can health disparities affect job insecurity?
  • How can health disparities affect work status?
  • What national policies on health could increasee job security and/or improve work status?
  • What private or organizational investments related to health increase job security and/or improve work status?

We welcome empirical studies or theoretical analyses.

Dr. Eduardo Tomé
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Healthcare is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2700 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • work status
  • job insecurity
  • health disparities
  • causes and consequences
  • private investments and public policies

Published Papers (1 paper)

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Research

11 pages, 265 KiB  
Article
Turnover Intention and Organizational Commitment of Primary Healthcare Nurses
by Ana Callado, Gisela Teixeira and Pedro Lucas
Healthcare 2023, 11(4), 521; https://doi.org/10.3390/healthcare11040521 - 10 Feb 2023
Cited by 5 | Viewed by 3061
Abstract
Turnover intention is a predictor of the decision to leave an organization, which, if carried out, affects the quality of care provided. There is an association between turnover intention and organizational commitment. The more committed nurses are to the unit in which they [...] Read more.
Turnover intention is a predictor of the decision to leave an organization, which, if carried out, affects the quality of care provided. There is an association between turnover intention and organizational commitment. The more committed nurses are to the unit in which they work, the more committed they become to the unit’s organizational goals; thus, they tend to continue working for the organization. Aiming to assess the turnover intention and the organizational commitment of nurses in primary healthcare, we conducted a quantitative, observational, descriptive, and cross-sectional study. The Intention of Turnover Scale and the Organizational Commitment Scale were applied in a sample of 297 nurses. Data were analyzed based on descriptive statistics. About 92.8% of the nurses intend to stay at their current workplace and only 7.3% plan to leave soon, suggesting low turnover intention; 84.5% of the nurses are willing to make an effort beyond what is normal to help their organization succeed, and 88.7% feel really interested in the destiny of the organization, which shows high organizational commitment. Pearson’s Coefficient revealed the existence of a significant negative correlation between the factors “Intention to leave” and “Committed to the organization” (r = −0.51, p < 0.01). These findings suggest that, when nurses are more committed to their work and to the organization, they display less intention to leave, keeping the teams committed and motivated towards the organizational goals Our findings may guide nurse managers and policy-makers to develop strategies that retain nurses in organizations, keeping them motivated and engaged, and focusing on higher organizational commitment due to the influence it may have on the turnover intention. Full article
(This article belongs to the Special Issue Work Status, Job Insecurity and Health Disparities)
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