Live Lecture The purpose of watching the video twice was to enable the viewers to see it from a different perspective compared to the first time. My view did not change since I have encountered disabled people. For this reason, I empathized with the professor on people with disabilities. According to the video, the medical model concentrates on individual limitations and how they can be […]

2. Literature Review 2.1 Concept of Motivation Research has indicated that motivation is an essential aspect of human behavior and cognition, catalyzed by internal goals, which can be influenced to increase people’s adaptability to novel tasks and situations (O’Reilley 2020). Also, Shah and Asad (2018) defined motivation as the process of influencing human behavior to obtain certain objectives effectively. Therefore, motivation can be operationalized in […]

2. Literature Review 2.1 Concept of Motivation Research has indicated that motivation is an essential aspect of human behavior and cognition, catalyzed by internal goals, which can be influenced to increase people’s adaptability to novel tasks and situations (O’Reilley 2020). Also, Shah and Asad (2018) defined motivation as the process of influencing human behavior to obtain certain objectives effectively. Therefore, motivation can be operationalized in […]

Retaining of nurses in the NHS is growing concern in the United Kingdom’s health sector following the increasing turnover rates attributable to a wide range of factors (Department of Health 2015). Some of the prominent pull or positive factors influencing nurse turnover include nurses’ desire to increase their skills and knowledge of other specialties, seeking opportunities for training and progressing in their career, potential for […]

  Research on the consequences of various forms of motivation on nurses’ commitment to offering quality healthcare services have revealed that prosocial factors of motivation, especially willingness to help reduce suffering, including in formal settings, are arguably the best reasons for being a nurse and result in better outcome for both patients and nurses (Dill, Erickson, & Diefendorff, 2016). Therefore, extrinsic forms of motivation for […]

Ongori (2017) observed that voluntary turnover can be explained through the “folding model” that is based on the theory of decision-making, image theory, which asserts that voluntary turnover is influenced by an employee’s decision to quit. Image theory attests that people often leave their posts and organizations after analyzing their motivation to quit. On the other hand, the theory of organizational equilibrium (TOE) explains employee […]

Turnover is categorized as either voluntary or involuntary (Alla & Rajaa 2019; Ngo-Henha 2017; Ongori 2007), as well as internal and external turnover (Hayes et al. 2006). Voluntary turnover is defined as permanently releasing an employee from his or her role while involuntary turnover is defined as an employer exercising the right to terminate relationship with an employee (Ngo-Henha 2017). Also, turnover can be classified […]

Turnover has costly implication for organizations. From an organizational point of view, high employee turnover is expensive, especially voluntary turnover, because it drains investment in human capital and the following process of replacing leaving employees takes more manifold resources (Shah & Asad 2018; Ongori 2007). Besides the cost of hiring and training replacements, turnover affects organizational output, which could be sustained at the expense of […]

Although Ngo-Henha (2017) argued that turnover intentions are ambiguous, later literature associated intrinsic motivation is important in influencing employees’ intention to stay (Shah & Asad 2018). Turnover intention reflects one’s attitude towards his or her job or organization, which significantly affect decision to continue or leave their jobs or organization. According to Ngo-Henha (2017) turnover intention, also referred to as intention to quit or leave, […]