Journal articles: 'Quitting work'

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Salem, Nasreen. "Quiet quitting." Dental Nursing 18, no. 10 (October 2, 2022): 480–81. http://dx.doi.org/10.12968/denn.2022.18.10.480.

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Rosaz, Julie, Robert Slonim, and Marie Claire Villeval. "Quitting and peer effects at work." Labour Economics 39 (April 2016): 55–67. http://dx.doi.org/10.1016/j.labeco.2016.02.002.

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Macarov, David. "Quitting Time: The End of Work." International Journal of Sociology and Social Policy 8, no. 2/3/4 (February 1988): 1–181. http://dx.doi.org/10.1108/eb013053.

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Grafton-Green, Patrick. "Social work exits prompt shortage concerns." Children and Young People Now 2022, no. 5 (May 2, 2022): 14–15. http://dx.doi.org/10.12968/cypn.2022.5.14.

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Shirasawa, Masakazu, Yoshihito Takemoto, Kazutaka Masuda, and Ryousuke Hata. "Factors Related to Family Caregivers Quitting Their Work." Innovation in Aging 4, Supplement_1 (December 1, 2020): 73. http://dx.doi.org/10.1093/geroni/igaa057.238.

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Abstract As the working population declines in Japan, preventing family caregivers from quitting their work has become a government priority. Approximately 100,000 people leave their jobs annually because of caregiving obligations. The present study examines the reasons behind caregivers’ resignation and the factors that prevent caregivers from quitting. In January 2018, 3,000 sites were randomly selected from care management institutions nationwide. Surveys were conducted by mail, first with one care manager from each institution, then with an elderly person requiring long-term care and who had a family caregiver overseen by that same manager. The second survey was contingent on the response to the first. A total of 1,719 valid responses were received in the first survey (response rate: 57.3%), and 594 in the second survey (response rate: 34.6%). The surveys found that 21.2% of family caregivers quit their jobs. Caregivers also quit their hobbies (23.6%), neighborhood associations (7.2%), and stopped volunteer activities (5.4% ). Eight items from the survey of people requiring long-term care and who were supported by their family caregivers, and 5 items from the survey of care managers were analyzed in binomial logistic regression analysis with continuation of work (yes/no) as the dependent variable. Caregivers are less likely to continue working if they are older and their dependents require extended care, and more likely to continue working if they and their dependents are satisfied with the care manager. Care managers could therefore play a crucial role in allowing caregivers to find a better balance between caregiving and work.

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Hidayah Ibrahim, Siti Nur, Choo Ling Suan, and Osman M. Karatepe. "The effects of supervisor support and self-efficacy on call center employees’ work engagement and quitting intentions." International Journal of Manpower 40, no. 4 (July 1, 2019): 688–703. http://dx.doi.org/10.1108/ijm-12-2017-0320.

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Purpose The purpose of this paper is to investigate work engagement as a mediator of the impacts of supervisor support and self-efficacy on quitting intentions, and examine self-efficacy as a mediator between supervisor support and work engagement. Design/methodology/approach Data were collected from 177 call center employees in Malaysia. The aforesaid linkages were tested through structural equation modeling. Findings As hypothesized, self-efficacy mediates the relationship between supervisor support and work engagement, while work engagement mediates the impacts of supervisor support and self-efficacy on quitting intentions. Originality/value Though work engagement is on the decline and employee turnover is on the rise, no attention has been given to investigating the impacts of supervisor support and self-efficacy simultaneously on call center employees’ work engagement and quitting intentions so far. Therefore, the study aims to fill in this void.

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Mahand, Thalmus, and Cam Caldwell. "Quiet Quitting – Causes and Opportunities." Business and Management Research 12, no. 1 (January 9, 2023): 9. http://dx.doi.org/10.5430/bmr.v12n1p9.

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According to a recent Wall Street Journal article, 50% of today's workforce have chosen to limit their commitment to their jobs. “Quiet Quitting” is the current term that defines ceasing to be fully committed to one's job and doing just enough to meet the requirements of one's job description. This paper outlines how the root cause of the decline of employee commitment lies with the failure of many managers and supervisors to honor their fundamental leadership responsibilities required to engage, empower, and inspire employees with whom they work. Finally, we outline practical steps that companies can use to reengage their employees and increase employee commitment.

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Elfimova, I. V., D. A. Elfimov, A. I. Shumel, J. I. Lebedeva, and E. V. Kruchinin. "Practical aspects of smoking cessation." Medical Science And Education Of Ural 21, no. 3 (2020): 95–98. http://dx.doi.org/10.36361/1814-8999-2020-21-3-95-98.

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Controlling the development of chronic non-communicable diseases is one of the main mass activities of modern preventive medicine. In this work, modern medicine focuses on the influence of modifiable risk factors. Among these risk factors for developing chronic non-communicable diseases, Smoking occupies a special place. Aim. To analyze the provision of medical care when quitting Smoking on the example of a city polyclinic. Matherials and methods. We have analyzed the provision of medical care for quitting Smoking in a city polyclinic. Results. Medical care for quitting Smoking in our country is provided in the conditions of outpatient care. This assistance consists of comprehensive patient support, including individual counseling and regular check-UPS to the doctor. Conclusions. The analysis of medical care for quitting Smoking has shown its effectiveness, which is confirmed by the clinical situation.

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Hossain, Ziarat, Elizabeth Noll, and Maribel Barboza. "Caregiving Involvement, Job Condition, and Job Satisfaction of Infant-Toddler Child-Care Teachers in the United States." Education Research International 2012 (2012): 1–9. http://dx.doi.org/10.1155/2012/676352.

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This study explored the degree to which infant-toddler child-care teachers were involved in their caregiving tasks, the nature of their job condition, and the relationships among caregiving involvement, SES variables (e.g., age, income, education, and work hours), and job condition including job satisfaction, burnout, and quitting behavior. Forty-one teachers from 10 daycare centers in small towns of the Southwest participated in the study. Results indicate that there was a high level of caregiving involvement and job satisfaction among the teachers. However, most teachers were dissatisfied with their current income levels, showed a moderate level of burnout, and yet did not express their intention to quit their present job. Correlation analyses reveal that teachers’ job satisfaction was positively related to their interaction with children and colleagues, resources, and training but negatively correlated to burnout and quitting behavior. Teachers’ burnout and quitting behavior were negatively correlated to their interaction with children and colleagues, resources, training, and income. While the desire to work with children had a significant impact on teachers’ job satisfaction and burnout, income and level of collegiality significantly predicted their quitting behavior.

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Ashraf, Fatima, and Muhammad Asif Khan. "A Study of Job Insecurity and Turnover Intentions Among Bullied Employees in Pakistan – Does Psychological Capital Ameliorate?" Journal of Research in Social Sciences 10, no. 2 (July 25, 2022): 1–17. http://dx.doi.org/10.52015/jrss.10i2.187.

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This study aimed at investigating whether job insecurity and turnover intentions are outcomes of workplace bullying, and whether psychological capital is a moderator of relationships of workplace bullying with job insecurity and with turnover intentions among telecom, banking and healthcare sectors in Pakistan. Employing snowball sampling method, we drew a sample of 300 respondents from various firms of Pakistan using a cross-section study design. Study instruments included the Negative Acts Questionnaire, (Einarsen et al., 2009) the Psychological Capital Questionnaire, (Luthans et al., 2007) the Job Insecurity Scale, (Ashford et al., 1989) and three items each from Singh et al. (1996) and Camman et al. (1979) quitting intentions scales. Data were analysed using correlation, regression, and moderation techniques. Results showed that workplace bullying prompts job insecurity and quitting intentions in bullied employees and psychological capital acts as an important resource by offering a buffering mechanism that offsets the undesirable impact of workplace bullying on job insecurity and quitting intentions. This study mainly highlights the instrumentality of psychological capital as a positive psychological resource to the negative impact of work-place bullying on job insecurity and quitting intentions. This study makes a novel contribution to literature by testing for buffering effect of psychological capital within bullying prone work contexts in Pakistan, and offers psychological capital as a preemptive individual-level coping mechanism bullying-prone work settings.

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Isanawikrama, Isanawikrama, Edwin Joyo Hutomo, and Yud Buana. "Role Of Stress To Quitting Intention Between Men And Women Employees In Hotel Industry." Ganaya : Jurnal Ilmu Sosial dan Humaniora 4, no. 2 (October 1, 2021): 867–89. http://dx.doi.org/10.37329/ganaya.v4i2.1429.

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The attitudes and behaviors of employees who provide frontline service and address the extent to which relationships vary among male and female employees. The overall model predicts effects of role stress and work or no work conflict on customer-contact employees’ job performance, job, and life satisfaction, and quitting intent. Results of structural equations modeling suggest an important role for work/no work conflict overall as well as two areas of interesting variation across gender. Specifically, multisampling structural equations analyses suggest that role stress affects female service provider’s job performance more negatively than it does males’, and that job satisfaction is related more highly to quitting intent among males. Overall, results suggest interesting similarities and differences across gender.

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Ellis, Albert, Emmett Velten, Fort Lee, and George Buelow. "When AA Doesn’t Work for You: Rational Steps to Quitting Alcohol." Journal of Cognitive Psychotherapy 9, no. 1 (January 1995): 69–70. http://dx.doi.org/10.1891/0889-8391.9.1.69.

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Osteen, M. "Around Quitting Time: Work and Middle-Class Fantasy in American Fiction." American Literature 74, no. 3 (September 1, 2002): 680–82. http://dx.doi.org/10.1215/00029831-74-3-680.

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Lidén, Ewa. "Attrition in Swedish forestry work from 1986 to 1990: extent and causes." Canadian Journal of Forest Research 25, no. 7 (July 1, 1995): 1189–96. http://dx.doi.org/10.1139/x95-131.

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The results in this paper are based on a combined quantitative and qualitative study of persons who have quit forestry jobs in Sweden. Quitting a job can be voluntary or forced. The aim of the study was to determine the rate of attrition during the period 1986–1990 and describe the reasons why some quit before the age of retirement. In total, 267 persons answered a questionnaire and 15 were interviewed personally. The respondents were categorized as former company employees, former contractor employees, and former contractors. The results showed that workers employed by forestry enterprises quit at a higher rate than the industrial average for Sweden. In contrast, the termination rate of contractors and their employees was lower than the industrial average. The most often cited reason for quitting was health complaints. Former contractor employees quit mainly because they were dissatisfied with their salary or because of work scarcity. The contractors cited financial reasons to the same high extent as health complaints. As many as 42% of all terminations were voluntary.

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Bock, Beth C., Shira I. Dunsiger, Rochelle K. Rosen, Herpreet Thind, Ernestine Jennings, Joseph L. Fava, Bruce M. Becker, James Carmody, and Bess H. Marcus. "Yoga as a Complementary Therapy for Smoking Cessation: Results From BreathEasy, a Randomized Clinical Trial." Nicotine & Tobacco Research 21, no. 11 (October 6, 2018): 1517–23. http://dx.doi.org/10.1093/ntr/nty212.

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Abstract Introduction There is evidence that Yoga may be helpful as an aid for smoking cessation. Yoga has been shown to reduce stress and negative mood and may aid weight control, all of which have proven to be barriers to quitting smoking. This study is the first rigorous, randomized clinical trial of Yoga as a complementary therapy for smokers attempting to quit. Methods Adult smokers (N = 227; 55.5% women) were randomized to an 8-week program of cognitive-behavioral smoking cessation and either twice-weekly Iyengar Yoga or general Wellness classes (control). Assessments included cotinine-verified 7-day point prevalence abstinence at week 8, 3-month, and 6-month follow-ups. Results At baseline, participants’ mean age was 46.2 (SD = 12.0) years and smoking rate was 17.3 (SD = 7.6) cigarettes/day. Longitudinally adjusted models of abstinence outcomes demonstrated significant group effects favoring Yoga. Yoga participants had 37% greater odds of achieving abstinence than Wellness participants at the end of treatment (EOT). Lower baseline smoking rates (≤10 cigarettes/day) were also associated with higher likelihood of quitting if given Yoga versus Wellness (OR = 2.43, 95% CI = 1.09% to 6.30%) classes at EOT. A significant dose effect was observed for Yoga (OR = 1.12, 95% CI = 1.09% to 1.26%), but not Wellness, such that each Yoga class attended increased quitting odds at EOT by 12%. Latent Class Modeling revealed a 4-class model of distinct quitting patterns among participants. Conclusions Yoga appears to increase the odds of successful smoking abstinence, particularly among light smokers. Additional work is needed to identify predictors of quitting patterns and inform adjustments to therapy needed to achieve cessation and prevent relapse. Implications This study adds to our knowledge of the types of physical activity that aid smoking cessation. Yoga increases the odds of successful smoking abstinence, and does so in a dose-response manner. This study also revealed four distinct patterns of smoking behavior among participants relevant to quitting smoking. Additional work is needed to determine whether variables that are predictive of these quitting patterns can be identified, which might suggest modifications to therapy for those who are unable to quit.

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Dreher, Marietta, Barbara A. Schillo, Molly Hull, Valerie Esqueda, and Andrea Mowery. "A Case Study for Redesigning Tobacco Cessation Services." Social Marketing Quarterly 21, no. 4 (November 4, 2015): 200–213. http://dx.doi.org/10.1177/1524500415614415.

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While many smokers are aware of the dangers of smoking and want to quit, the use of evidence-based cessation services remains low. At the same time, interest in new technologies to support quitting is increasing. This case study presents an initiative that sought to understand the needs of current and former smokers in Minnesota, United States, as part of an effort to redesign tobacco cessation services and engage more smokers in the quitting process. Current and former smokers were recruited to participate in a two-phase formative research study. Phase 1 ( n = 37) used an online bulletin board and a mail-in work group. Phase 2 ( n = 26) used traditional focus groups. Five major themes emerged from the research: (1) smoking is a significant part of a smoker’s identity, (2) a smoker’s readiness to quit varies, (3) many smokers need help in tipping the scale toward quitting, (4) smokers have differences in quitting styles, and (5) smokers seek barrier-free services. These research findings provide key insights that can be used to redesign cessation services to better meet the needs of smokers. Cessation services and promotional messaging should acknowledge the significant role that smoking plays in the identity of smokers, recognize the importance of a smoker’s readiness to quit, and respect differences in quitting styles. Guidelines for redesigning services based on this exploratory research are offered.

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Ross, Stephen. "Around Quitting Time: Work and Middle-Class Fantasy in American Fiction (review)." MFS Modern Fiction Studies 48, no. 2 (2002): 488–90. http://dx.doi.org/10.1353/mfs.2002.0039.

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Gourevitch, Alex. "Quitting Work but Not the Job: Liberty and the Right to Strike." Perspectives on Politics 14, no. 2 (June 2016): 307–23. http://dx.doi.org/10.1017/s1537592716000049.

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The right to strike is everywhere recognized but appears unjustifiable. Strikers refuse to work but they claim a right to the job. This sounds like illiberal privilege, or at least it cannot be a coercively enforceable claim. I argue, however, that the right to strike is justified as a way of resisting intertwined forms of structural and personal domination associated with the modern labor market. Workers are structurally dominated insofar as being forced to make a contract with some employer or another leaves them vulnerable to exploitation. They are personally dominated insofar as they are required to submit to the arbitrary authority of managers in the workplace, which deepens their potential exploitation. Strikes contest this domination by reversing the relationship of power. Workers can formally quit the job but they can’t quit work, so strikers quit working but don’t quit the job.

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Carter, Brenda Choresi. "Around Quitting Time: Work and Middle-Class Fantasy in American Fiction (review)." Modernism/modernity 9, no. 2 (2002): 349–50. http://dx.doi.org/10.1353/mod.2002.0025.

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Knighton, Andrew. "Around Quitting Time: Work and Middle-Class Fantasy in American Fiction (review)." Cultural Critique 56, no. 1 (2004): 213–18. http://dx.doi.org/10.1353/cul.2003.0060.

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Babin, Barry J., and James S. Boles. "Employee Behavior in a Service Environment: A Model and Test of Potential Differences between Men and Women." Journal of Marketing 62, no. 2 (April 1998): 77–91. http://dx.doi.org/10.1177/002224299806200206.

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The authors examine the attitudes and behaviors of employees who provide frontline service and address the extent to which relationships vary among male and female employees. The overall model predicts effects of role stress and work/nonwork conflict on customer-contact employees’ job performance, job and life satisfaction, and quitting intent. Results of structural equations modeling suggest an important role for work/nonwork conflict overall as well as two areas of interesting variation across gender. Specifically, multisample structural equations analyses suggest that role stress affects female service providers’ job performance more negatively than it does males’, and that job satisfaction is related more highly to quitting intent among males. Overall, results suggest interesting similarities and differences across gender.

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DRAGOMIR, Anca D., Wenxuan YANG, and George LUTA. "SEEING A MEDICAL DOCTOR IS ASSOCIATED WITH SERIOUSLY CONSIDERING QUITTING SMOKING." Social Research Reports 11, no. 3 (November 15, 2019): 9–17. http://dx.doi.org/10.33788/srr11.3.1.

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Smoking is a very significant public health problem. Quitting smoking will greatly reduce related morbidity and mortality. The purpose of this study was to examine the association between seeing a medical doctor during the past 12 months and seriously considering quitting smoking within the next 6 months, among US smokers. The self-reported information on 3102 current smokers used for the study was from the May 2010 Longitudinal Cohort from the Tobacco Use Supplement to the Current Population Survey. We used logistic regression models with generalized estimating equations (GEE) to account for the clustering of smokers within households. In unadjusted analysis, seeing a medical doctor in the past year was statistically significantly associated with seriously considering quitting smoking (OR=1.56, 95% CI: 1.33-1.82). The results after adjustment for confounders, and also after further adjustment for additional variables, were similar (OR=1.60, 95% CI: 1.35-1.89). We found that seeing a medical doctor was statistically significantly associated with seriously considering quitting smoking among US smokers. Further research work should consider the potential role of income and marital status as effect modifiers for this association.

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Willis, Ceane S. "Review of When AA doesn't work for you: Rational steps to quitting alcohol." Psychotherapy: Theory, Research, Practice, Training 30, no. 2 (1993): 373–74. http://dx.doi.org/10.1037/h0092288.

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Algosini, J. Bilachi, and Bilaqui Aldemir. "Tobacco Addiction: Quitting Smoking Through Systemic Approach." Journal of Global Oncology 4, Supplement 2 (October 1, 2018): 29s. http://dx.doi.org/10.1200/jgo.18.42800.

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Background: The main reason for carrying out this study was the wish to understand the reasons leading to smoking, the influence of such behavior in people's ways of thinking, as well as methods of quitting. It was necessary to understand that the dependents are more than their beliefs, family, social life, religion, profession, and paradigms. Aim: Smokers who want to quit smoking through their cognitive system transformation. Objectives: The objective of this project was to help patients quit smoking through systemic approach and, consequently, to help them face quitting methods more comfortably and safely and also to avoid relapse. Methods: This project started from a systemic model that is based on the conscience of the essential interrelation and interdependence state of all physical, biologic, psychological, social, and cultural phenomena. Support brief therapy and support group were the resources used during this research. As well as these methods, some patients, assisted by a medical team, underwent drug therapy. Therapeutic techniques (such as verbal techniques; action; creation of contexts; opening to the emerging narratives; paradoxical; structural; strategic; and the problem externalizations) were developed both in support brief therapy and support group. Results: The quantitative results will be presented here to show the effectiveness of the project developed. The most important information is the number of people who interrupted tobacco dependence: 322 (70%) out of 460 quit smoking, of which 186 (58%) were men and 136 (42%) were women. Among the men who quit smoking, 41 were in the support group, 76 were in the support brief therapy, and 69 were in both. Among the women, 43 participated of the group therapy, 48 of the support brief therapy and 45 were in both; 48 men and 25 women took antismoking medication, while 11 men and 2 women used patches. Relapse occurred in 26 out of 322 patients who had quit smoking, 9 out of the 26 restarted therapy, and 6 of them quit smoking. The patients who relapsed, 9 attended the support group (4 men and 5 women), 10 attended the support brief therapy (6 men and 4 women), and 7 attended both (4 men and 3 women). Those who restarted the treatment, 6 were in the support group (2 men and 4 women), 3 were in the support brief therapy (1 man and 2 women), and no one was in both. Among the patients who quit smoking, 2 were in the group work (1 man and 1 woman), 4 were in the individual therapy (1 man and 3 women), and no one was in both. Conclusion: It was possible to verify that quitting smoking through systemic approach is effective, because it gives the individual, immersed in his/her family system, the opportunity to discern all his/her integrated and interdependent aspects (biologic, psychological and social phenomena) and, thus, restructure his/her paradigms and patterns of behavior.

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Altan, Hacer. "A study on Faculty Job Satisfaction and Intention to leave- Case of Turkey." Ekonomik Yaklasim 33, no. 124 (2022): 355. http://dx.doi.org/10.5455/ey.23003.

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The aim of this study is to discuss the work satisfaction in higher education faculties in Turkey. With this purpose in mind, a survey entitled "A Study of Academic Mobility" was applied. The survey consists of several independent variables such as organizational commitment, demographic information, role ambiguity, income satisfaction, work stress measures, motivation and other variables. Among these variables, the effects of gender and type of university on the intention to leave jobs were especially focused on. The results were compared using the Chi square test and graphical analysis. This study focused on work satisfaction and intention to leave within the context of gender and type of university being worked at. On this study, what we found out is that, for academicians, the factors that has a key importance on their intentions to quit their jobs are also the very same factors that are related to satisfaction or dissatisfaction in regard to the organization. There is a significant relationship between work satisfaction and intention of quitting. We have seen that no matter what gender they are, academicians who work for government tend to leave their jobs more than private sector workers. On the other hand regardless of the type of institutions, there are dıfferent factors become prominent for different genders as far as quitting their jobs.

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Popova, Zhana. "Self-reflections of Journalists on Censorship and Pressure in the Media they Leave." Balkanistic Forum 31, no. 2 (May 30, 2022): 81–99. http://dx.doi.org/10.37708/bf.swu.v31i2.5.

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The text presents results of research on how journalists tell about censorship and pres-sure on their work in the media. A number of studies point to major problems such as corporate pressure on journalists in private media; tabooization of certain topics by public and state-owned media, but also distortion of the information picture due to commercial interests. One very specific biographical moment, i.e. the quitting, dismis-sal or discharge of journalists from the media, has been chosen as a focus of the study of journalistic perceptions of limitations on the professional field. The study answers the questions: When do journalists think they were free in the media? How do they describe their perceptions of freedom of expression? How do they construct their personal narratives in media interviews in the period after quitting or being banished from the media?

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Saha, Indranil, Bobby Paul, and Tushar Kanti Dey. "An Epidemiological Study of Smoking Among Adult Males in a Rural Area of Hooghly District, West Bengal, India." Journal of Smoking Cessation 3, no. 1 (April 1, 2008): 47–49. http://dx.doi.org/10.1375/jsc.3.1.47.

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AbstractA community-based cross-sectional study was undertaken in a rural community of West Bengal, India among 329 adult males, during April to June, 2004 to find out the prevalence, characteristics of smoking and attitude of smokers towards quitting. 29.8% (98), 61.7% (203) and 8.5% (28) were found to be current, never and former smokers respectively. Among current smokers, 79.4% had started smoking before the age of 24 years. 23% of smokers cited the reason for smoking was to concentrate at work and to relieve anger and frustration. 53.8% wanted to quit smoking but lack of willpower (28.2%) became the major hindrance to quitting. 58.9% were uncertain about continuing smoking. Smoking is commonly practised in rural area of West Bengal, starting at quite an early age; hence awareness and health education needs to be stressed, so that prevention can be initiated.

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EL GHOUL, EMAN A. "VARIABLES RELATED TO RURAL WOMEN QUITTING WORK IN ONE OF THE VILLAGES OF MENIA GOVERNORATE." Egyptian Journal of Agricultural Research 83, no. 3 (September 1, 2005): 1515–32. http://dx.doi.org/10.21608/ejar.2005.248317.

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Agarwal, Tushar, Keith Burghardt, and Kristina Lerman. "On Quitting: Performance and Practice in Online Game Play." Proceedings of the International AAAI Conference on Web and Social Media 11, no. 1 (May 3, 2017): 452–55. http://dx.doi.org/10.1609/icwsm.v11i1.14939.

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We study the relationship between performance and practice by analyzing the activity of many players of a casual online game. We find significant heterogeneity in the improvement of player performance, given by score, and address this by dividing players into similar skill levels and segmenting each player's activity into sessions, that is, sequence of game rounds without an extended break. After disaggregating data, we find that performance improves with practice across all skill levels. More interestingly, players are more likely to end their session after an especially large improvement, leading to a peak score in their very last game of a session. In addition, success is strongly correlated with a lower quitting rate when the score drops, and only weakly correlated with skill, in line with psychological findings about the value of persistence and “grit:” successful players are those who persist in their practice despite lower scores. Finally, we train an ε-machine, a type of hidden Markov model, and find a plausible mechanism of game play that can predict player performance and quitting the game. Our work raises the possibility of real-time assessment and behavior prediction that can be used to optimize human performance.

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Yu, Ji-Yeong, and Eunyoung Choi. "Characteristics of Career Interruptions of Chungbuk Region Women Workers in Service Sector and Policy Directions." Research Institute of Human Ecology 26, no. 3 (December 31, 2022): 71–82. http://dx.doi.org/10.36357/johe.2022.26.3.71.

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Background/Objectives: Career interruptions of women workers have been roughly interpreted as a result of child care burden which is ironically in return, strengthening typical gender role perspective. Only recently, the factors related to job quality and work environments including measures for work-family balancing are considered as causes of career interruptions. This study, in this context, attempted to find out the series of reasons why women workers really quit their jobs. Methods: Most of related research used quantitative methods using nation-wide data focusing chances of reemployment, which did not show the broader context of quitting jobs. This study, in contrast, interviewed 22 cases of Chungbuk region women workers who had experienced career interruptions at least once. Results: Analysis of cases showed that reasons falling in the category of “work environment and job quality” and “explicit discrimination” quite matters as much as “care burden of children”. Direct impact of Covid-19 did not seem to be big which means career interruptions occur regardless of economic cycles. Conclusion/Implications: Close observations of women’s career interruptions are keenly needed for understanding the whole context of quitting jobs including job characteristics and organizational cultures so that the customized policies can be implemented for most vulnerable women workers.

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Fagan, Pebbles, Marla Eisenberg, Anne M. Stoddard, Lindsay Frazier, and Glorian Sorensen. "Social Influences, Social Norms, Social Support, and Smoking Behavior among Adolescent Workers." American Journal of Health Promotion 15, no. 6 (July 2001): 414–21. http://dx.doi.org/10.4278/0890-1171-15.6.414.

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Purpose. To examine the relationships between worksite interpersonal influences and smoking and quitting behavior among adolescent workers. Design. The cross-sectional survey assessed factors influencing tobacco use behavior. Setting. During the fall of 1998, data were collected from 10 grocery stores in Massachusetts that were owned and managed by the same company. Subjects. Eligible participants included 474 working adolescents ages 15 to 18. Eighty-three percent of workers (n = 379) completed the survey. Measures. The self-report questionnaire assessed social influences, social norms, social support, friendship networks, stage of smoking and quitting behavior, employment patterns, and demographic factors. Results. Thirty-five percent of respondents were never smokers, 21% experimental, 5% occasional, 18% regular, and 23% former smokers. Using analysis of variance (ANOVA), results indicate that regular smokers were 30% more likely than experimental or occasional smokers to report coworker encouragement to quit (p = .0002). Compared with regular smokers, never smokers were 15% more likely to report greater nonacceptability of smoking (p = .01). χ2 tests of association revealed no differences in friendship networks by stage of smoking. Conclusions. These data provide evidence for the need to further explore social factors inside and outside the work environment that influence smoking and quitting behavior among working teens. Interpretations of the data are limited because of cross-sectional and self-report data collection methods used in one segment of the retail sector.

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Nelson, H. Wayne, Bo Kyum Yang, Cyrus Y. Engineer, and Mary W. Carter. "NURSING HOME ADMINISTRATOR STRESS, SATISFACTION, AND INTENTIONS TO LEAVE." Innovation in Aging 3, Supplement_1 (November 2019): S504. http://dx.doi.org/10.1093/geroni/igz038.1864.

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Abstract Previous studies reported that high Nursing Home Administrator (NHA) turnover correlates with low staff morale and poorer care outcomes. The purpose of this study was to assess how NHA job satisfaction (JS) (in five subscales: job content, coworkers, work demands, work load, work skills, and rewards) interacts with role conflict and ambiguity, autonomy, work conflict, and influence and to estimate the odds of having NHA’s intent to quit by degree of job satisfaction. A total 208 responses were collected from the online survey in 2017 among NHAs currently working in nursing homes in 5 states. We analyzed the data using descriptive statistics and ordinal logistic regression models. The findings suggested that NHAs were generally satisfied in all JS subscales and expressed moderately high levels of autonomy, neutral levels of work conflict, role conflict and role ambiguity. NHAs with good coworker relations (adjusted odds ratio [AOR]=0.67), fair job demands (AOR=0.68) and rewards (A0R=0.8), were less likely to harbor quitting intents. Interestingly, NHAs reporting higher job skills were more likely to consider leaving nursing homes (AOR=1.46). Overall, study findings are consistent with previous JS research with the exception that higher perceived skill efficacy was found to be associated with greater likelihood of quitting in the near future. This suggests perhaps that more highly skilled NHAs may now have less tolerance for work discomfort. These findings are presented in the context of earlier studies on NHA turnover as well as likely implications of changing market conditions.

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Parsons, Helen M., Linda C. Harlan, Charles F. Lynch, Ann S. Hamilton, Xiao-Cheng Wu, Ikuko Kato, Stephen M. Schwartz, Ashley W. Smith, Gretchen Keel, and Theresa H. M. Keegan. "Impact of Cancer on Work and Education Among Adolescent and Young Adult Cancer Survivors." Journal of Clinical Oncology 30, no. 19 (July 1, 2012): 2393–400. http://dx.doi.org/10.1200/jco.2011.39.6333.

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Purpose To examine the impact of cancer on work and education in a sample of adolescent and young adult (AYA) patients with cancer. Patients and Methods By using the Adolescent and Young Adult Health Outcomes and Patient Experience Study (AYA HOPE)—a cohort of 463 recently diagnosed patients age 15 to 39 years with germ cell cancer, Hodgkin's lymphoma, non-Hodgkin's lymphoma, sarcoma, and acute lymphocytic leukemia from participating Surveillance, Epidemiology, and End Results (SEER) cancer registries—we evaluated factors associated with return to work/school after cancer diagnosis, a belief that cancer had a negative impact on plans for work/school, and reported problems with work/school after diagnosis by using descriptive statistics, χ2 tests, and multivariate logistic regression. Results More than 72% (282 of 388) of patients working or in school full-time before diagnosis had returned to full-time work or school 15 to 35 months postdiagnosis compared with 34% (14 of 41) of previously part-time workers/students, 7% (one of 14) of homemakers, and 25% (five of 20) of unemployed/disabled patients (P < .001). Among full-time workers/students before diagnosis, patients who were uninsured (odds ratio [OR], 0.21; 95% CI, 0.07 to 0.67; no insurance v employer-/school-sponsored insurance) or quit working directly after diagnosis (OR, 0.15; 95% CI, 0.06 to 0.37; quit v no change) were least likely to return. Very intensive cancer treatment and quitting work/school were associated with a belief that cancer negatively influenced plans for work/school. Finally, more than 50% of full-time workers/students reported problems with work/studies after diagnosis. Conclusion Although most AYA patients with cancer return to work after cancer, treatment intensity, not having insurance, and quitting work/school directly after diagnosis can influence work/educational outcomes. Future research should investigate underlying causes for these differences and best practices for effective transition of these cancer survivors to the workplace/school after treatment.

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Nelson, H. Wayne, Bo Kyum Yang, Mary W. Carter, Erin Monahan, and Cyrus Engineer. "Nursing Home Administrator’s Job Satisfaction, Work Stressors, and Intent to Leave." Journal of Applied Gerontology 40, no. 1 (January 6, 2020): 67–76. http://dx.doi.org/10.1177/0733464819896572.

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This study examines how job satisfaction in six subscales and select stressors and demographic covariates influence nursing home administrator’s (NHA) intentions to quit. Quantitative and qualitative data were collected from 311 NHAs in five states. Adjusted odds ratios and 95% confidence intervals for the ordered logistic regression models indicated that NHAs with satisfying work demands, rewards, and coworkers, and who experienced less role conflict and had fewer prior nursing home jobs had lower turnover intentions. Although generally satisfied, roughly 24% reported intending to quit. Surprisingly, NHAs reporting higher job skills were more likely to consider leaving, suggesting that talented NHAs may choose career advancement eased by stigma-free job-hopping in an industry with high mobility norms. Qualitative data suggested that job satisfaction/dissatisfaction was influenced by a more nuanced interpretation of satisfying and more taxing job facets and quitting triggers, including themes such as helping residents and struggling with regulations.

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Meriläinen, Matti, Pirkko Nissinen, and Kristi Kõiv. "Intention to leave among bullied university personnel." International Journal of Educational Management 33, no. 7 (November 4, 2019): 1686–704. http://dx.doi.org/10.1108/ijem-01-2018-0038.

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Purpose The purpose of this paper is to reveal the degree of intention to leave and the relation between bullying and intention to leave, as well as the relation between features of the working environment and intention to leave among Estonian university personnel. Design/methodology/approach A total of 864 faculty members from nine Estonian universities answered the e-mail questionnaire in the Spring of 2014. The nature of bullying was measured with the help of the Negative Acts Questionnaire. The Copenhagen Psychosocial Questionnaire was applied in a survey of characteristics of the work environment. The relations were analysed with the help of structural equation modelling. Findings More than one third of the respondents had considered quitting sometimes, quite often, or very often. The results show that perceived bullying is a predictor of intention to leave, whereas a favourable working environment prevents quitting. Research limitations/implications The present results can be utilised from at least three perspectives: cultural and institutional studies, leadership practices and personal work control. Practical implications Knowing the characteristics of bullying helps in recognising and preventing bullying and aids in improving the working atmosphere at universities. Originality/value This study revealed that besides directly, bullying is related to explained intention to leave indirectly, mediated by (negative) work environment perceptions. This indicates that bullying gives rise to an unfavourable working atmosphere and further to intention to leave.

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Prihadi, Kususanto Ditto, Calvin K. W. Chang, and Lyann Goo. "Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation." International Journal of Public Health Science (IJPHS) 10, no. 2 (June 1, 2021): 445. http://dx.doi.org/10.11591/ijphs.v10i2.20839.

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Studies in pre-pandemic era had established that millennial workers tend to leave their job due to low organizational commitment or strong entrepreneurial orientation; however, the pandemic had brought down economy due to lockdowns, work stress and mental health instability, limitation of business hours, working from home policy, downsizing of companies, and many other changes. This situation might contribute to a novel situation among millennial employees and their turnover intention might be developed differently. Because mattering has protective feature against work stress and depression, we hypothesized that their it will negatively contribute to their turnover intention, and this contribution is mediated by the organizational commitment. Furthermore, we also hypothesized that this phenomenon would only occur in the condition of lower levels of entrepreneurial orientation. Data was collected from 354 purposively recruited millennial employees who responded to the scales of mattering, organizational commitment, entrepreneurial orientation and turnover intention through online surveys Analyses were conducted with Bootstrap Method in PROCESS Macro Model 10. The findings indicated that the moderated mediation occurred; organizational commitment fully mediated the link between mattering and turnover intention among participants with moderate and high levels of entrepreneurial orientation.

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Landi, Leonardo, Emilia S. Nicolás, Melina Lima, Camila C. Battú, Florencia Nuñez, and Héctor Francia. "Conflictos del cirujano: ¿La vocación quirúrgica está en crisis?" Revista Argentina de Cirugía 112, no. 3 (September 1, 2020): 303–10. http://dx.doi.org/10.25132/raac.v112.n3.1466.es.

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Background: In recent years we have witnessed more publications about personal and psychological issues affecting surgeons, residents quitting surgery residencies, and lack of specialization of young individuals. This growth can be observed especially in high-impact journals such as The Lancet or JAMA. But what is the situation in Argentina? Do we think that we are receiving adequate payment for our practice? Do we consider quitting our specialty? How many conflicts do we have with patients each month? We think that a regional work is necessary to reflect this situation. Objective: The aim of this study is to determine the current socioeconomic situation of surgeons. Material and methods: We conducted a cross-sectional study. Results: A total of 73 surgeons from the province of Santa Fe were contacted and 42 answers were received (response rate 57.5%): 87.8% were men and 56.1% corresponded to middle/older adulthood. Almost all surgeons (97.6%) agreed that their income did not reflect the time spent in practice. Up to 26.2% of survey respondents considered quitting their daily practice in the last year due to economic reasons, which is the main problem for 72.7% of them. Discussion: Surgeons’ discomfort with their salaries (97.6%), the discrepancy in percentages between male and female surgeons (87.8% vs. 12.2%), the lack of young surgeons (43.9%) and the alarming number of surgeons graduated per year (35 per year) are 4 key issues which we believe should be urgently addressed by political bodies and, especially, by surgery associations.

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Jones, Linda, Hauora Pacific, Adrienne Donnelly, Cynthia Harneiss, Dot Warbrick, Kerry Swinn, Lillian Malosi, Ngaruna Kapinga, and Talau Tonga-Tuiloma. "A Qualitative Investigation of the Application of Behaviour Modification to Group-Quitting for Māori and Pacific Smokers." South Pacific Journal of Psychology 15 (2004): 43–53. http://dx.doi.org/10.1017/s0257543400000158.

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AbstractHauora Pacific (HP), a research group for Māori and Pacific nursing students, explored the adaptation of a behaviour modification programme as a health promotion strategy and smoking cessation resource for Māori and Pacific people. Each of seven HP members, supported by a mentor from their family or church, conducted a focus group with about six participants of their own ethnicity. The focus groups met twice. Data were collected on smoking beliefs, and what might aid smoking cessation. In the second meeting, themes common to the seven focus groups from the first meetings were validated, and a draft behaviour modification workbook for “quitting in groups” was discussed and edited. The initial surprise for HP members was that their participants did not share the dominant discourse on health risks from smoking; nor did they want to be told they should quit. Participants framed smoking as a positive activity. Discussion highlighted the common belief that “quitting in groups” would not be a preferred way to stop smoking, linked to personal shame from an inability to stop smoking; and the potential for a group to be too judgmental or pressuring. Although some work on the adaptation of a behaviour modification resource for “quitting in groups” did occur, participants felt that much more Māori or Pacific input would be required to shift an essentially western approach to behaviour change, into something another culture could feel ownership of. Addiction was seen as the issue that had been least well addressed in the past, and participants believed that having more trained-and-available people would be their preferred health resource.

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Ngo, Quy-Chau, Lan Phuong Thi Doan, Giap Van Vu, Thu-Phuong Phan, Hanh Thi Chu, Anh Tu Duong, Quan-Hoang Vuong, et al. "Telephone-Based Smoking Cessation Counseling Service: Satisfaction and Outcomes in Vietnamese Smokers." Healthcare 11, no. 1 (December 31, 2022): 135. http://dx.doi.org/10.3390/healthcare11010135.

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Background: As a method to acknowledge the devastating health and economic impacts of tobacco usage worldwide, telephone-based tobacco cessation counseling services have emerged as a potential tool to aid people in their quitting process. This study explores the satisfaction of smokers who use the QUITLINE service and factors associated with their quit attempts and cessation. Methods: A cross-sectional survey of 110 participants was conducted from June to July 2016 at the Respiratory Center at Bach Mai Hospital, Hanoi, Vietnam. Multivariate logistic regression was used, and it was found that the percentage of people quitting smoking increased after using the service. Results: In total, 65.5% of participants were completely satisfied with the counseling service. The mean score of staff/s capacity/responsiveness, motivation, and service convenience were 4.37 ± 0.78, 4.30 ± 0.81, and 4.27 ± 0.66, respectively. The smoking relapse rate was relatively high at 58.3%, which mainly resulted from cravings and busy work (26.2% and 14.3%, respectively). A higher satisfaction score in “Staffs’ capacity and responsiveness” was negatively associated with “ever tried to quit smoking in consecutive 24 h” and actually quit smoking after receiving counseling. Meanwhile, a higher score in the “Motivation” domain was positively associated with both quit attempt indicators as well as actually quitting smoking after receiving counseling (OR = 9.48; 95%CI = 2.27; 39.57). Conclusions: These results suggest that it is crucial for decision makers to place more focus on countermeasures for smoking relapse and to strengthen the capacity of staff, especially in motivating clients. Interventions should also be maintained throughout a long period of time to prevent relapse.

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Winter, Mary, and Margaret Fitzgerald. "Continuing the Family-Owned Home-Based Business: Evidence from a Panel Study." Family Business Review 6, no. 4 (December 1993): 417–26. http://dx.doi.org/10.1111/j.1741-6248.1993.00417.x.

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A panel study of households in which someone is engaged in a home-based family business is analyzed to assess factors associated with the probability that the business will be operating three years later and reasons for quitting the business. Factors associated with the continuation of the business include age and education of the business owner, the number of years in business, positive feelings about the work, and expectations about changing attitudes toward the business. Neither income nor attitudes about income from the home-based work were significant predictors of the owner having the same business three years later.

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Alexander, Linda A., Tim Crawford, and Marta S. Mendiondo. "Occupational status, work-site cessation programs and policies and menthol smoking on quitting behaviors of US smokers." Addiction 105 (November 8, 2010): 95–104. http://dx.doi.org/10.1111/j.1360-0443.2010.03227.x.

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Hawkes, N. "E-cigarettes may work as well as nicotine patches in reducing and quitting smoking, but evidence is limited." BMJ 349, dec17 3 (December 17, 2014): g7722. http://dx.doi.org/10.1136/bmj.g7722.

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Shoenfelt, Elizabeth L., and Lynne Battista. "A Laboratory Study of Satisfaction Effects on Mood State, Withdrawal Intentions, and Organizational Citizenship Behavior." Psychological Reports 95, no. 3 (December 2004): 803–20. http://dx.doi.org/10.2466/pr0.95.3.803-820.

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154 undergraduates role-played a restaurant server experiencing positive, neutral, or negative Job or Life Satisfaction. Positive Satisfaction resulted in ratings of more positive reported mood state, lower expected absenteeism and turnover intentions, and greater expected Organizational Citizenship Behavior than did Neutral Satisfaction and Negative Satisfaction. Life Satisfaction was associated with reported mood states and intentions similarly to Job Satisfaction, except Negative Job Satisfaction was more negatively influential on expectations of quitting than Negative Life Satisfaction. Both Job and Life Satisfaction may be antecedents to affect and its consequences in work settings.

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Zhou, Ying. "An Ironist’s “Final Vocabulary”: Derek Mahon’s Re-Visions." Journal of Foreign Languages and Cultures 6, no. 2 (December 28, 2022): 109–20. http://dx.doi.org/10.53397/hunnu.jflc.202202010.

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Critics tend to cast a suspicious eye on Derek Mahon’s seemingly obsessive revisions of his works. Though it needs to be acknowledged that Mahon’s habitual practice of revision does not always lead to a definite improvement of the poems’ quality, this article argues that the poet revises to destabilize a formation of what Richard Rorty calls “final vocabulary” as a never quitting ironist. Mahon’s constant undercutting of his stable textual ground stems from a deeper Mahonian poetics which has at its core the urge to work against fixed perspective and settled interpretation in unsettling political and cultural circumstances that produce intolerance and claustrophobia. Mahon also presents a Beckettian resistance of the limitedness of poetic language by pluralizing poetic ambivalence and indeterminacy.

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Bibi, Gul, Saima Naz, Rashid Aftaab, and M. Arif Nadeem Saqib. "Effects of Pictorial Health Warnings (PHWs) on Smoking Behavior of Educated Adult Urban Population of Islamabad." Pakistan Journal of Public Health 11, no. 4 (April 25, 2022): 242–48. http://dx.doi.org/10.32413/pjph.v11i4.826.

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Background: This study was conducted to determine the impact of pictorial health warnings (PHWs) on smoking behavior among the adult urban population of Islamabad. Methods: A total of 384 participants were enrolled including students and general public who were interviewed using a pre designed questionnaire. The respondents were approached at their study/work places and enrolled using non-probability convenient sampling technique. The collected data were entered, cleaned and analyzed by using statistical software IBM SPSS Statistics 23.0. Results: Of the total 384, n=241(62.8%) were male while n=143(37.2%) were female and majority of them were aged between 18 to 33 years. The ratio of smokers and non-smokers were n=310 (80.7%) and n= 74 (19.3%) respectively. Of the 310 smokers, 42% had made an attempt to quit smoking after seeing the pictorial health warning on cigarettes’ packs and among them 23% were successful in quitting smoking. Of the total 384, n=293 (76.3%) responded that family environment influence children towards smoking. Similarly, n=126 (32.98%) reported the role of peer pressure in smoking while n=330 (85.98%) participants believed that media have significant role in modifying cultural norms. Conclusion: Over all positive response of pictorial health warnings on cigarettes ’packs was seen for quitting smoking.

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Alalwan, Mahmood A., Jill M. Singer, and Megan E. Roberts. "Factors Associated with Quit Interest and Quit Attempts among Young Adult JUUL Users." International Journal of Environmental Research and Public Health 19, no. 3 (January 27, 2022): 1403. http://dx.doi.org/10.3390/ijerph19031403.

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Despite reports suggesting young people are interested in quitting e-cigarettes, little work has examined predictors of quit outcomes. This study aimed to identify factors associated with quit outcomes among JUUL e-cigarette users in a longitudinal sample of young adults. We assessed undergraduate past-30-day JUUL users during autumn 2018 (N = 225); Our outcomes included short-term quit attempts and interest (spring 2019), and long-term quit attempts (spring 2020). We used logistic regression to examine the associations between our outcomes and JUUL use characteristics, other tobacco use, and sociodemographic factors. Findings indicated 76% of users were interested in quitting JUUL, and more than 40% reported a quit attempt. Quit outcomes were not related to sociodemographics. Short-term quit outcomes were more likely among freshmen and less likely among recent cigarillo users. Heavy JUUL users were more likely to report short- and long-term quit attempts, but JUUL device owners were less likely to report short- and long-term quit attempts. Higher nicotine dependence reduced the likelihood of a long-term quit attempt. There is a need for policy level actions that address tobacco control among this population. Findings suggest a range of unique factors that can inform such policies and programs to curb young adult e-cigarette use.

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Liyanage, Dilusha Madushanka, and Arosha Adikaram. "Accepting or rejecting the label: how gay employees cope with harassment at work." Gender in Management: An International Journal 34, no. 8 (October 25, 2019): 644–64. http://dx.doi.org/10.1108/gm-01-2019-0013.

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Purpose The purpose of this paper is to understand how gay employees, as labeled deviants, cope with heterosexist harassment at work in an Asian culture of hegemonic heterosexual masculinity, using the modified labeling theory. Design/methodology/approach Using qualitative research approach, in-depth interviews were carried out with 16 self-identified gay employees. Findings Results revealed how the coping strategies of gay employees, in the face of harassment, are entwined with the labeling and stigma leading to diverse and complex coping strategies. Several broader coping strategies were thus identified based on whether the participants accepted the label of deviance and stigma and whether they were open about their sexuality. These broader coping strategies are support seeking, confrontation, inaction, quitting and, stigma and labeling avoidance strategies. Under these broader strategies, there were also sub strategies such as seeking social support, organizational support, legal support the support of the wise, as well as secrecy and social withdrawal. Originality/value These findings will advance the knowledge in coping strategies of heterosexist harassments at work as well as knowledge in harassment of gay employees, in hegemonic heterosexual cultures.

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Smokrović, Eva, Maja Frencl Žvanut, Antun Bajan, Radivoje Radić, and Boštjan Žvanut. "The effect of job satisfaction, absenteeism, and personal motivation on job quitting: A survey of Croatian nurses." Journal of East European Management Studies 24, no. 3 (2019): 398–422. http://dx.doi.org/10.5771/0949-6181-2019-3-398.

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Previous studies point to many inconsistencies regarding the determinants of job quitting. This study focuses on the impact of nurses’ job satisfaction, work motivation, nursing practice environment, personal characteristics and absenteeism on their intention to leave the job. An anonymous survey was performed on a sample of Croatian registered nurses. The results indicate that nurses’ job dissatisfaction, combined with a higher rate of absenteeism, represents a clear indication of their future turnovers. Nursing practice environment and personal motivation do not have a significant direct effect on the Intention to leave the job, but do have an indirect one through job satisfaction.

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Baker, Christine L., Natalia M. Flores, Kelly H. Zou, Marianna Bruno, and Vannessa J. Harrison. "Benefits of quitting smoking on work productivity and activity impairment in the United States, the European Union and China." International Journal of Clinical Practice 71, no. 1 (January 2017): e12900. http://dx.doi.org/10.1111/ijcp.12900.

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Anand, Ila Mehrotra, and Himani Oberai. "qualitative study on overcoming heterosexist harassment at work: indian cases." Independent Journal of Management & Production 13, no. 1 (March 1, 2022): 384–404. http://dx.doi.org/10.14807/ijmp.v13i1.1571.

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The Purpose of this paper is to understand the heterosexist harassment faced by Lesbian and Gay employees at the workplace in an Indian context where gender stereotypes are rooted throughout society. It also aims at exploring the coping mechanisms used by these gay/lesbian employees to deal with this harassment. In-depth interviews of six lesbian/gay employees from the NCR region of India were conducted for collecting data and information through open-ended questionnaire. The samples were selected through purposive non-probability sampling technique. Each interview has been explained through a case study by identifying themes and patterns based on cross-case synthesis, pattern matching and explanation building among them. The results revealed that the Lesbian/gay employees frequently experienced bullying, unwanted jokes, discrimination based on sexual orientation, sexual assault, dismissal from the job, social ostracism and isolation. Several coping strategies were identified which help the lesbian/gay employees to deal with these heterosexist harassments at workplace. Four broad categories of coping strategies were identified as support seeking, confrontation, inaction, and quitting. It was also revealed that participants resorted to secrecy and withdrawal as a way of managing labeling and stigma and to further avoid the subsequent heterosexual abuse. The findings of the study will advance the knowledge in the heterosexist harassments and coping mechanism used by lesbian/gay employees at workplace. The results contribute to meaningful social change to build safe work environments for Lesbian and gay employees.

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Journal articles on the topic 'Quitting work'

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