Please no more than 150 words Now that you have a draft of Chapter 2, how are you feeling about it? What do you feel are the strengths and weaknesses of the draft at this point? What have you lea
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Apollos University
RES 9350 Reference List DRAFT 2
Overview of Research
Since beginning my research process in session 1, I have made significant progress in developing a research topic, questions, purpose statement, and problem statement. In session one, my focus was to provide a problem stamen and purpose statement. The process included identifying a gap in the literature. The analysis revealed that there had been limited research focused on creating a positive working environment for employees to reduce high turnover intentions. In session 2, I have focused on developing literature. This majorly focused on identifying relevant sources applicable to the study. Different databases were searched. Based on the analysis conducted, there are several common themes identified from the articles. In particular, the common themes from the articles revied include toxic leadership and work environment. Other identified themes are the work environment and employee retention, work environment and employee engagement, the concept of a positive work environment, and the benefits of a positive work environment.
Overview of Sources
While conducting the research, there have been several issues. First, I encountered challenges in locating sources related to the study. As such, I had to search different databases to locate the right sources. Such a process is time-consuming. In addition, organizing all sources and identifying common themes was also challenging, given the vast literature available from several sources.
Updates on Chapter Two Headings
The study and analysis of the literature review have improved by thinking on the topic. In particular, I have been able to understand the strategies for creating a positive environment. I Have gained an in-depth understanding of the influence of the workplace on employee job performance, satisfaction and turnover intentions. In addition, the analysis has improved my knowledge regarding the extent to which toxic leadership could be a barrier to creating a positive workplace, leading to employee dissatisfaction, lack of commitment and high turnover rates.
The following heading or themes are proposed for chapter 2. The chapter will begin with a theoretical framework to inform the study. The next subtopics will be the concept of a positive work environment, benefits of a positive work environment, leadership and work environment, effects of a positive work environment on employee motivation and job satisfaction, and effects of a positive work environment on employee turnover intention
References
Lyman, B., Biddulph, M. E., Hopper, V. G., Horton, M. K., Mendon, C. R., Thorum, K. C., &
Smith, E. L. (2021). Creating a Work Environment Conducive to Organizational Learning. The Journal of Continuing Education in Nursing, 52(6), 281-285. https://doi.org/10.3928/00220124-20210514-07
The article presents valuable insights into how to create conducive environments in organizations. The authors discuss how leaders in healthcare settings can use organizational learning to create a conducive working environment in organizations for employees. The researchers established that organizations learning equip employees with relevant skills and competencies to execute challenging tasks, which is part of a conducive environment. This research is relevant to my dissertation because the literature will be used to investigate strategies for creating a conducive working environment for employees in organizations, such as through organizational learning.
Men, L. R., & Yue, C. A. (2019). Creating a positive emotional culture: Effect of Internal
Communication and Impact on Employee Supportive Behaviors. Public Relations Review, 45(3), 101764. https://doi.org/10.1016/j.pubrev.2019.03.001
This study examined the effect of internal communication on positive emotional culture. The impact of positive emotional culture on supportive employee behaviors was also explored. Results showed symmetrical communication and responsive leadership communication cultivated positive emotional culture. Additionally, a positive emotional culture of joy, companionate love, pride, and gratitude fostered organizational citizenship behavior and employee advocacy. This research is relevant to my dissertation because the article will be used to understand how effective communication and positive culture promotes the creation of a positive environment in organizations.
Buter, J. B. (2020). The role of HRM in creating an Inclusive Work Environment to foster
Employee-driven Innovation (Master's thesis, University of Twente).
The article; discusses the role of HRm in creating an inclusive work environment. According to the study findings, HRM requirement practices such as retention, employee development and promotion, and employee safety in the workplace played an important role in creating an inclusive working environment. Inclusivity in the workplace is a key component of a conducive workplace. This research is relevant to my dissertation because the article will be used to understand the role of HRM in creating a conducive environment in the workplace.
Wan, Q., Li, Z., Zhou, W., & Shang, S. (2018). Effects of Work Environment and Job
Characteristics on the Turnover Intention of Experienced Nurses: The Mediating Role of Work Engagement. Journal of Advanced Nursing, 74(6), 1332-1341. https://doi.org/10.1111/jan.13528
The researchers sought to assess turnover intention among experienced nurses and explore the effects of work environment, job characteristics and work engagement on turnover intention. Seven hundred seventy-eight experienced nurses from seven hospitals were surveyed on their work engagement, job characteristics, work environment, and turnover intention in March-May 2017. The study findings showed that work engagement fully mediated the effect of job characteristics on turnover intention and partially mediated the effect of work environment on turnover intention, signifying the influence of work environment on turnover intentions among employees. This research is relevant to my dissertation because the article will be used to understand how work environment influences employee turnover intentions, especially job-related characteristics within the work environment.
Al Sabei, S. D., Labrague, L. J., Miner Ross, A., Karkada, S., Albashayreh, A., Al Masroori, F.,
& Al Hashmi, N. (2020). Nursing work environment, turnover intention, job burnout, and quality of care: the moderating role of job satisfaction. Journal of Nursing Scholarship, 52(1), 95-104. https://doi.org/10.1111/jnu.12528
The purpose of this study was twofold: (a) to assess predictors of the turnover intention, burnout, and perceived quality of care among nurses working in Oman, and (b) to examine the potential moderating role of job satisfaction on the relationship between work environment and nurse turnover intention. Logistic regression analysis revealed that working in a favorable environment was associated with less turnover intention, but only when job satisfaction was high. This research is relevant to my dissertation because the article will discuss the link between a positive work environment, employee job satisfaction, and turnover intentions.
Nantsupawat, A., Kunaviktikul, W., Nantsupawat, R., Wichaikhum, O. A., Thienthong, H., &
Poghosyan, L. (2017). Effects of Nurse Work Environment on Job Dissatisfaction, Burnout, Intention to Leave. International Nursing Review, 64(1), 91-98. https://doi.org/10.1111/inr.12342
The authors investigated how the work environment affects job dissatisfaction, burnout, and intention to leave among nurses in Thailand. Nurses working in university hospitals with better work environments had significantly less job dissatisfaction, intention to leave, and burnout. This research is relevant to my dissertation because the findings will understand how a positive work environment influences employee retention.
Kundu, S. C., & Lata, K. (2017). Effects of supportive work environment on employee retention:
Mediating role of organizational engagement. International Journal of Organizational Analysis, 25(4), 703-722. https://doi.org/10.1108/IJOA-12-2016-1100
The purpose of the study was to investigate the mediating effect of organizational engagement in the relationship between supportive work environment (SWE) and employee retention. The findings suggest that SWE plays a crucial role in predicting employee retention. Organizational engagement partially mediates the relationship between SWE and employee retention. This research is relevant to my dissertation because the article will investigate the role of a supportive working environment on employee retention in organizations.
Lee, H. F., Chiang, H. Y., & Kuo, H. T. (2019). Relationship between authentic leadership and
nurses intent to leave: The mediating role of work environment and burnout. Journal of nursing management, 27(1), 52-65. https://doi.org/10.1111/jonm.12648
This study aimed to explore the mediating effects of work environment and burnout on the relationship between authentic leadership and the intention of nurses to leave their job. Work environment and burnout mediated the effect of authentic leadership on intent to leave among nurses. This research is relevant to my dissertation because the results will be used in the present study to investigate the role of leadership in creating a positive working environment for employees in the workplace to improve their job satisfaction.
Ahakwa, I., Yang, J., Tackie, E. A., & Atingabili, S. (2021). The Influence of Employee
Engagement, work environment and job satisfaction on organizational commitment and performance of employees: A sampling weights in PLS path modelling. SEISENSE Journal of Management, 4(3), 34-62. https://orcid.org/0000-0002-7597-4227
This study explored the link between employee engagement, work environment, and job satisfaction on organizational commitment and employee performance in the Banking sector considering moderated-mediated interaction. The study findings showed that organizational commitment fully mediated the link between work environment and employee performance in the WPLS-SEM model compared to PLS-SEM with partial mediation. This research is relevant to my dissertation because the findings will be used in this study to understand the influence of the work environment on employee engagement and commitment to organizations.
Jaskyte, K., Butkeviciene, R., Danuseviciene, L., & Jurkuviene, R. (2020). Employees Attitudes
and Values Toward Creativity, Work Environment, and Job Satisfaction in Human Service Employees. Creativity Research Journal, 32(4), 394-402. https://doi.org/10.1080/10400419.2020.1821160
The authors assessed the relationships between employees’ attitudes and values toward creativity, work environment, and job satisfaction in human service employees in the United States and Lithuania. The work environment was a significant predictor of job satisfaction in both countries. This research is relevant to my dissertation because the article will investigate the influence of a positive work environment on employee job satisfaction, which influences their turnover intention, including how supporting creativity and free flow of information among employees improves their sense of commitment to an organization.
Nasir, M. (2020). Leadership style along with work environment can have considerable influence
on employee performance. Point Of View Research Management, 1(3), 48-53. https://journal.accountingpointofview.id/index.php/POVREMA/article/view/115
This study aimed to analyze the influence on employee performance of leadership style and work environment. The findings showed that employee performance was affected positively and significantly by the leadership style and work environment. This research is relevant to my dissertation because the article will be used to understand the influence of leadership on relating a conducive work environment in organizations.
Kılıç, M., & Günsel, A. (2019). The dark side of the leadership: The effects of toxic leaders on
employees. European Journal of Social Sciences, 2(2), 51-56. https://revistia.org/index.php/ejss#page=51
This research is relevant to my dissertation because the article presents an in-depth analysis of the effects of toxic leaders on employees. The article will investigate the effects of toxic leaders on employees in the workplace as far as creating a positive work environment for employees is contextualized.
Uysal, H. T. (2019). The mediation role of toxic leadership in the effect of job stress on job
Satisfaction. International Journal of Business, 24(1), 55-73. https://www.researchgate.net/profile/Htezcan-Uysal/publication/331249551_The_Mediation_Role_of_Toxic_Leadership_in_the_Effect_of_Job_Stress_on_Job_Satisfaction/links/5ce475b5a6fdccc9ddc4a97f/The-Mediation-Role-of-Toxic-Leadership-in-the-Effect-of-Job-Stress-on-Job-Satisfaction.pdf
This research is relevant to my dissertation because the authors purposed to test the effect of job stress on job satisfaction, to define whether the employees’ perceptions of a toxic leader affect the significant relationship between these two variables. The study findings will investigate the influence of leadership on the workplace environment, including employee job satisfaction and intention to leave organizations.
Bakkal, E., Serener, B., & Myrvang, N. A. (2019). Toxic leadership and turnover intention:
Mediating role of job satisfaction. Revista de cercetare si interventie sociala, 66, 88. https://www.ceeol.com/search/article-detail?id=816090
This research is relevant to my dissertation because the authors investigate the effect of toxic leadership on job satisfaction and turnover intention as well as understand if job satisfaction of nurses and hospital employees has a mediating effect between toxic leadership perceptions (self-seeking, negative state of mind, selfishness, in appreciativeness) and turnover intention. Leaders need to fight toxic leadership in their organizations to create a positive work environment.
Singh, N., Sengupta, S., & Dev, S. (2018). Toxic leadership: The most menacing form of
leadership. Dark sides of organizational behavior and leadership, 147-164. https://doi.org/10.5772/intechopen.75462
This research is relevant to my dissertation because the authors address the paucities and clarifies the nature, process, reasons and consequences of "toxic" leadership. The authors review, summarize and integrate the existing literature on toxic leadership to draw nomological distinctions amongst different dark leadership constructs and eventually present stimulators and behavioral symptoms of toxic leadership.
Ho, B. C., Mustamil, N. M., & Jayasingam, S. (2021). Building a conducive, engaged, and
learning working environment through sustainable and impactful organisational culture. International Journal of Innovation and Sustainable Development, 15(3), 280-304. https://www.inderscienceonline.com/doi/abs/10.1504/IJISD.2021.115959
This research is relevant to my dissertation because the authors provide an in-depth analysis of using organizational culture as a sustainable tool to bring about lasting organizational ecosystems that contribute to employee engagement and lifelong learning. The findings show that a conducive working environment can be created with proactive nurturing of organizational knowledge as the inherent culture of the organization.
