Hussien, R., Ali, H. (2023). The Mediating Role of Proactive Personality in Job Crafting and it's Impact on Nurses' Anticipated Turnover. Assiut Scientific Nursing Journal, 11(37), 22-32. doi: 10.21608/asnj.2023.204471.1561
Reda Hassan Hussien; Heba Mostafa Ali. "The Mediating Role of Proactive Personality in Job Crafting and it's Impact on Nurses' Anticipated Turnover". Assiut Scientific Nursing Journal, 11, 37, 2023, 22-32. doi: 10.21608/asnj.2023.204471.1561
Hussien, R., Ali, H. (2023). 'The Mediating Role of Proactive Personality in Job Crafting and it's Impact on Nurses' Anticipated Turnover', Assiut Scientific Nursing Journal, 11(37), pp. 22-32. doi: 10.21608/asnj.2023.204471.1561
Hussien, R., Ali, H. The Mediating Role of Proactive Personality in Job Crafting and it's Impact on Nurses' Anticipated Turnover. Assiut Scientific Nursing Journal, 2023; 11(37): 22-32. doi: 10.21608/asnj.2023.204471.1561
The Mediating Role of Proactive Personality in Job Crafting and it's Impact on Nurses' Anticipated Turnover
Lecturer of Nursing Administration, Faculty of Nursing, Assiut University, Egypt.
Abstract
Background: Today, it has been increasingly recognized that job crafting is an important employee proactive organizational behavior which leads to various valuable outcomes for both organizations and employees. Aim:To assess the mediating role of proactive personality in job crafting and it's impact on nurses' anticipated turnover .Design: A descriptive correlational design. Setting: The Main Assiut University Hospital's ICUs served as the study's location. Subjects: All nurses working in ICUs at Main Assiut University Hospital with total number (no= 273). Study tool: Included tool (1): Personal characteristicstool (2): Job crafting scale, tool (3): Anticipated turnover scale (ATS) and tool (4): Proactive personality scale. Result: There are nearly half of the studied nurses have moderate level of job crafting and the highest mean scores as regarding tototal job crafting. While the lowest mean scores was related to total proactive personality. Conclusion: There are negative correlations between nurses' age and years of experience with anticipated turnover, proactive personality, and job crafting with highly statistical significance differences between nurses' age with proactive personality and between years of experience with proactive personality and job crafting. Recommendation: Design recruitment process that emphasis on evaluating nurses' proactive personalities and willingness to adjust to new situations
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