Abstract
Purpose – There has been a growing concern about physician turnover in sub-Saharan Africa. In this study, we explore the role of spirituality characteristics (SCs) and perceived organizational spiritual climate (POSC) on turnover intention (TI) among physicians in Nigeria, through the work-home interface (WHI).
Theoretical framework – To understand the growing concern about physician turnover in the health sector, a multi-theoretical perspective is adopted. Workplace spirituality theory, role expansion and conflict theories interact to determine the extent to which SCs mitigate work-home resources (WHRs) and demands (WHDs) attenuate the intention to quit among physicians.
Design/methodology/approach – Based on a two-wave questionnaire survey of 291 physicians practicing in Nigeria, an integrated framework was tested using Smart PLS 3.0.
Findings –While SCs are insignificantly related to TI, they have a positive and significant relationship with WHRs and a negative and significant relationship with WHDs. In addition, WHRs have a negative relationship with TI, while WHDs have a positive relationship with TI. The moderating role of POSC between SCs and WHRs and WHDs was also established.
Originality/value – This paper offers a first-hand assessment of the SCs construct as a formative variable. To the best of our knowledge, it is the first research effort to operationalize the construct and also provide a practical understanding of the negative side of spirituality through the moderating role of POSC.
References
Ai, A. L., Park, C. L., Huang, B., Rodgers, W., & Tice, T. N. (2007). Psychosocial mediation of religious coping styles: A study of short-term psychological distress following cardiac surgery. Personality and Social Psychology Bulletin, 33(6), 867-882. http://doi.org/10.1177/0146167207301008. PMid:17483394.
Aboobaker, N., Edward, M., & Zakkariya, K. A. (2020). Workplace spirituality, work-family conflict and intention to stay: An intrinsic motivational perspective among teachers. Journal of Applied Research in Higher Education, 12(4), 787-801. http://doi.org/10.1108/JARHE-07-2018-0160.
Adisa, T. A., Mordi, C., & Osabutey, E. L. (2017). Exploring the implications of the influence of organisational culture on work-life balance practices: Evidence from Nigerian medical doctors. Personnel Review, 46(3), 454-473. http://doi.org/10.1108/PR-05-2015-0138.
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidencebased strategies. The Academy of Management Perspectives, 24(2), 48-64.
Ashmos, D., & Duchon, D. (2000). Spirituality at work. Journal of Management Inquiry, 9(2), 134-145. http://doi.org/10.1177/105649260092008.
Astor, A., Akhtar, T., Matallana, A., Muthuswamy, V., Olowu, F. A., Tallo, V., & Lie, R. K. (2005). Physician migration: Views from professionals in Colombia, Nigeria, India, Pakistan and the Philippines. Social Science & Medicine, 61(12), 2492-2500. http://doi.org/10.1016/j.socscimed.2005.05.003. PMid:15953667.
Bajaba, S., Azim, M. T., & Uddin, M. (2022). Social support and employee turnover intention: The mediating role of work-family conflict. Revista Brasileira de Gestãode Negócios, 24(1), 48-65. http://doi.org/10.7819/rbgn.v24i1.4153.
Bandsuch, M. R., & Cavanagh, G. F. (2005). Integrating spirituality into the workplace: Theory and practice. Journal of Management, Spirituality & Religion, 2(2), 221-254. http://doi.org/10.1080/14766080509518581.
Barnett, R. C., & Hyde, J. S. (2001). Women, men, work, and family: An expansionist theory. The American Psychologist, 56(10), 781-796. http://doi.org/10.1037/0003-066X.56.10.781. PMid:11675985.
Becker, J. M., Klein, K., & Wetzels, M. (2012). Hierarchical latent variable models in PLS-SEM: Guidelines for using reflective-formative type models. Long Range Planning, 45(5-6), 359-394. http://doi.org/10.1016/j.lrp.2012.10.001.
Beehner, C. G., & Blackwell, M. J. (2016). The impact of workplace spirituality on food service worker turnover intention. Journal of Management, Spirituality & Religion, 13(4), 304-323. http://doi.org/10.1080/14766086.2016.1172251.
Bickerton, G. R., Miner, M. H., Dowson, M., & Griffin, B. (2014). Spiritual resources in the job demands-resources model. Journal of Management, Spirituality & Religion, 11(3), 245-268. http://doi.org/10.1080/14766086.2014.886517.
Blau, P. M. (1964). Exchange and power in social life. New York: Transaction Publishers.
Brown, R. P. (2003). Measuring individual differences in the tendency to forgive: Construct validity and links with depression. Personality and Social Psychology Bulletin, 29(6), 759-771. http://doi.org/10.1177/0146167203029006008. PMid:15189631.
Carlson, D., Ferguson, M., Hunter, E., & Whitten, D. (2012). Abusive supervision and work–family conflict: The path through emotional labor and burnout. The Leadership Quarterly, 23(5), 849-859. http://doi.org/10.1016/j.leaqua.2012.05.003.
Carlson, D. S., Kacmar, K. M., & Williams, L. J. (2000). Construction and initial validation of a multidimensional measure of work-family conflict. Journal of Vocational Behavior, 56(2), 249-276. http://doi.org/10.1006/jvbe.1999.1713.
Carroll, S. T., Stewart-Sicking, J. A., & Thompson, B. (2014). Sanctification of work: Assessing the role of spirituality in employment attitudes. Mental Health, Religion & Culture, 17(6), 545-556. http://doi.org/10.1080/13674676.2013.860519.
Chandler, D. J. (2009). Pastoral burnout and the impact of personal spiritual renewal, rest-taking, and support system practices. Pastoral Psychology, 58(3), 273-287. http://doi.org/10.1007/s11089-008-0184-4.
Chang, S.-J., Van Witteloostuijn, A., & Eden, L. (2010). From the editors: Common method variance in international business research. Journal of International Business Studies, 41(2), 178-184. http://doi.org/10.1057/jibs.2009.88.
Cho, Y. J., & Lewis, G. B. (2011). Turnover intention and turnover behavior: Implications for retaining federal employees. Review of Public Personnel Administration, 32(1), 4-23. http://doi.org/10.1177/0734371X11408701.
Clarey, K. (2019). How workplace chaplains are giving Tyson Foods a major assist. https://www.hrdive.com/news/how-workplace-chaplains-are-giving-tyson-foodsa-majorassist/550599/
Cook, T., Fussell, R., & Simonds, T. (2022). Turnover and retention of Catholic school superintendents in the United States: Averting a crisis. International Studies in Catholic Education, 14(2), 144-161. http://doi.org/10.1080/19422539.2021.1942685.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900. http://doi.org/10.1177/0149206305279602.
Cruz, J. P., Alquwez, N., Albaqawi, H. M., Alharbi, S. M., & Moreno‐Lacalle, R. C. (2018). Nurses’ perceived spiritual climate of a hospital in Saudi Arabia. International Nursing Review, 65(4), 559-566. http://doi.org/10.1111/inr.12481.
Dalgic, A., & Akgunduz, Y. (2022). Relationships among organizational-based self-esteem, social exchange, and turnover intention of hotel employees: Impact of job dedication. Journal of Quality Assurance in Hospitality & Tourism, 23(1), 176-195. http://doi.org/10.1080/1528008X.2020.1864563.
De Winne, S., Marescaux, E., Sels, L., Van Beveren, I., & Vanormelingen, S. (2019). The impact of employee turnover and turnover volatility on labor productivity: A flexible non-linear approach. International Journal of Human Resource Management, 30(21), 3049-3079. http://doi.org/10.1080/09585192.2018.1449129.
Dess, G. G., & Shaw, J. D. (2001). Voluntary turnover, social capital, and organizational performance. Academy of Management Review, 26(3), 446-456. http://doi.org/10.2307/259187.
de Vries, J. D., Bakker, A. B., & Breevaart, K. (2022). Sports lunch breaks, vigor, and creativity at work: A test of the work-home resources model. International Journal of Sport and Exercise Psychology, 20(6), 1594-1616. http://doi.org/10.1080/1612197X.2021.1993960.
Dewi, I. G. A. M., Rajiani, I., Riana, I. G., Puspitawati, N. M. D., Muafi, M., & Rihayana, I. G. (2023). Women’s risk-taking behaviour during COVID-19 pandemic: Will work-family enrichment and work satisfaction prevent turnover intention? Administrative Sciences, 13(3), 67. http://doi.org/10.3390/admsci13030067.
Diamantopoulos, A., & Siguaw, J. A. (2006). Formative versus reflective indicators in organizational measure development: A comparison and empirical illustration. British Journal of Management, 17(4), 263-282. http:// doi.org/10.1111/j.1467-8551.2006.00500.x.
Dust, S. B., & Greenhaus, J. H. (2013). Spirituality and the work–home interface: A demands-resources perspective. Journal of Management, Spirituality & Religion, 10(3), 282-305. http://doi.org/10.1080/14766086.2013.801029.
Dyson-Washington, F. (2006). The relationship between optimism and work-family enrichment and their influence on psychological well-being. Philadelphia: Dexel University. http://doi.org/10.17918/etd-864.
Eriki, P., Oyo-Ita, A., Odedo, R., Udoh, A., Omaswa, F., & Kadama, P. (2015). Surgical workforce in Nigeria: Stock and flow of medical and dental practitioners in Nigeria, with special focus on health workforce training in Cross River state. Nigeria: African Centre for Global Health and Social Transformation.
Faul, F., Erdfelder, E., Buchner, A., & Lang, A. G. (2009). Statistical power analyses using G* Power 3.1: Tests for correlation and regression analyses. Behavior Research Methods, 41(4), 1149-1160. http://doi.org/10.3758/ BRM.41.4.1149. PMid:19897823.
Febriani, R., Roz, K., & Hakim, A. R. (2023). The impact of workplace spirituality, work-family conflict, and loneliness in work on intention to stay: Case study on women employees In Indonesia. International Journal of Professional Business Review, 8(4), e01473. http://doi.org/10.26668/businessreview/2023.v8i4.1473.
Fei, Y., Jiang, N., Zhao, H., Zhang, F., Fu, W., & Yin, X. (2023). How work-family conflict influences emergency department nurses’ turnover intention: The mediating role of positive and negative affect. International Emergency Nursing, 68, 101289. http://doi.org/10.1016/j.ienj.2023.101289. PMid:37087968.
France, M. K., Finney, S. J., & Swerdzewski, P. (2010). Students ’ group and member attachment to their university: A construct validity study of the university attachment scale. Educational and Psychological Measurement, 70(30), 440-458. http://doi.org/10.1177/0013164409344510.
Garg, N. (2022). Gratitude and work-family enrichment among Indian female workforce: Exploring the mediating role of psychological capital. International Journal of Work Organisation and Emotion, 13(1), 1-17. http://doi. org/10.1504/IJWOE.2022.121971.
Ghadi, M. Y. (2017). The impact of workplace spirituality on voluntary turnover intentions through loneliness in work. Journal of Economic and Administrative Sciences, 33(1), 81-110. http://doi.org/10.1108/JEAS-03-2016-0005.
Giacalone, R. A., & Jurkiewicz, C. L. (2010). The science of workplace spirituality. In R. A. Giacalone & C. L. Jurkiewicz (Eds.), Handbook of workplace spirituality and organizational performance (pp. 19-42). New York: Routledge. http://doi.org/10.4324/9781315703817.
Goode, W. J. (1960). A theory of role strain. American Sociological Review, 25(4), 483-496. http://doi.org/10.2307/2092933.
Greenhaus, J. H., & Allen, T. D. (2011). Work-family balance: A review and extension of the literature. In J. C. Quick, & L. E. Tetrick (Eds.), Handbook of occupational health psychology (Vol. 2, pp. 165-183). Washington, D.C.: American Psychological Association. Greenhaus, J.
H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31(1), 72-92. http://doi.org/10.5465/amr.2006.19379625.
Guillén, M., Ferrero, I., & Hoffman, W. M. (2015). The neglected ethical and spiritual motivations in the workplace. Journal of Business Ethics, 128(4), 803-816. http://doi.org/10.1007/s10551-013-1985-7.
Hair Jr., J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2013). A primer on partial least squares structural equation modeling (PLS-SEM). Califonia: Sage Publications.
Hair Jr., J., Sarstedt, M., Hopkins, L., & G. Kuppelwieser, V. (2014). Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. European Business Review, 26(2), 106-121. http://doi. org/10.1108/EBR-10-2013-0128.
Hair Jr., J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM). Califonia: Sage Publications.
Hassan, Z., Tnay, J. S., Sukardi Yososudarmo, S. M., & Sabil, S. (2021). The relationship between workplace spirituality and work-to-family enrichment in selected public sector organizations in Malaysia. Journal of Religion and Health, 60(6), 4132-4150. http://doi.org/10.1007/ s10943-019-00971-y. PMid:31902096.
Henseler, J., Ringle, C. M., & Sarstedt, M. (2014). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115-135. http:// doi.org/10.1007/s11747-014-0403-8.
Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6(4), 307- 324. http://doi.org/10.1037/1089-2680.6.4.307.
Hom, P. W., Lee, T. W., Shaw, J. D., & Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. The Journal of Applied Psychology, 102(3), 530-545. http://doi.org/10.1037/apl0000103. PMid:28125259.
Hwang, E., & Yi, Y. (2022). Workplace spirituality and organizational justice in turnover intention of mental health professionals at small‐sized centres. Journal of Nursing Management, 30(1), 328-335. http://doi.org/10.1111/jonm.13459. PMid:34448518.
Kacmar, K. M., Crawford, W. S., Carlson, D. S., Ferguson, M., & Whitten, D. (2014). A short and valid measure of work-family enrichment. Journal of Occupational Health Psychology, 19(1), 32-45. http://doi.org/10.1037/ a0035123. PMid:24447219.
Kana, L. A., Firn, J. I., Shuman, A. G., & Hogikyan, N. D. (2021). Patient perceptions of trust in trainees during delivery of surgical care: A thematic analysis. Journal of Surgical Education, 78(2), 462-468. http://doi.org/10.1016/j.jsurg.2020.08.021. PMid:32888849.
Kareem, K. (2021, October 7). As doctors emigrate, Nigerians are left with four doctors to every 10,000 patients. Dataphyte. https://www.dataphyte.com/latest-reports/health/
Katsaros, K. K., Tsirikas, A. N., & Kosta, G. C. (2020). The impact of leadership on firm financial performance: The mediating role of employees’ readiness to change. Leadership and Organization Development Journal, 41(3), 333-347. http://doi.org/10.1108/LODJ-02-2019-0088.
Liu, T., Wei, C., & Lee, Y. M. (2022). A systematic review of work–family enrichment in the hospitality industry. International Journal of Contemporary Hospitality Management, 34(8), 2884-2913. http://doi.org/10.1108/ IJCHM-11-2021-1332.
Luther, D. (2023). 15 tips to reduce employee turnover and improve hiring and retention in 2024. https://www. netsuite.com/portal/resource/articles/human-resources/reduce-employee-turnover.shtml
Mahoney, A., Pargament, K. I., Jewell, T., Swank, A. B., Scott, E., Emery, E., & Rye, M. (1999). Marriage and the spiritual realm. The Role of Proximal and Distal Religious Constructs in Marital Functioning, 13(3), 321-338. Marks, S. R. (1977). Multiple roles and role strain: Some notes on human energy, time and commitment. American Sociological Review, 42(6), 921-936. http://doi. org/10.2307/2094577.
McClintock, C. H., Worhunsky, P. D., Balodis, I. M., Sinha, R., Miller, L., & Potenza, M. N. (2019). How spirituality may mitigate against stress and related mental disorders: A review and preliminary neurobiological evidence. Current Behavioral Neuroscience Reports, 6(4), 253-262. http://doi.org/10.1007/s40473-019-00195-0.
McCullough, M. E., Emmons, R. A., & Tsang, J. (2002). The grateful disposition: A conceptual and empirical topography. Journal of Personality and Social Psychology, 82(1), 112-127. http://doi.org/10.1037/0022-3514.82.1.112.
Mensah, C., Baah, N. G., Nutsugbodo, R. Y., & Ankor, A. (2023). Work leisure conflict, job stress, life satisfaction and turnover intention of hotel workers in Accra, Ghana. Journal of Human Resources in Hospitality & Tourism, 22(3), 396-416. http://doi.org/10.1080/15332845.20 23.2180728.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. The Journal of Applied Psychology, 62(2), 237-240. http:// doi.org/10.1037/0021-9010.62.2.237.
Moon, T. W., Youn, N., Hur, W. M., & Kim, K. M. (2020). Does employees’ spirituality enhance job performance? The mediating roles of intrinsic motivation and job crafting. Current Psychology (New Brunswick, N.J.), 39(5), 1618-1634. http://doi.org/10.1007/s12144-018-9864-0.
Mowday, R. T., Koberg, C. S., & McArthur, A. W. (1984). The psychology of the withdrawal process: A cross-validational test of mobley’s intermediate linkages model of turnover in two samples. Academy of Management Journal, 27(1), 79-94. http://doi.org/10.2307/255958.
Muanya, C. (2022, November 8). 800 Nigerian doctors emigrated in last eight months, NARD confirms. The Guadian News Paper. Nordenmark, M. (2004). Multiple social roles and wellbeing: A longitudinal test of the role stress theory and the role expansion theory. Acta Sociologica, 47(2), 115-126. http://doi.org/10.1177/0001699304043823.
Nwabueze, N. (2014). Strike by state-sector doctors, the dual mandate and inherent contradictions in public health management. Journal of Humanities Social Sciences and Education, 1(11), 12-22. O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516. http://doi.org/10.2307/256404.
Onah, C. K., Azuogu, B. N., Ochie, C. N., Akpa, C. O., Okeke, K. C., Okpunwa, A. O., Bello, H. M., & Ugwu, G. O. (2022). Physician emigration from Nigeria and the associated factors: The implications to safeguarding the Nigeria health system. Human Resources for Health, 20(1), 85. http://doi.org/10.1186/s12960-022-00788-z.
Pandey, A., Gupta, R. K., & Arora, A. P. (2009). Spiritual climate of business organizations and its impact on customers’ experience. Journal of Business Ethics, 88(2), 313-332. http://doi.org/10.1007/s10551-008-9965-z.
Parasuraman, S., & Greenhaus, J. H. (2002). Toward reducing some critical gaps in work-family research. Human Resource Management Review, 12(3), 299-312. http://doi.org/10.1016/S1053-4822(02)00062-1.
Pargament, K. I., & Mahoney, A. (2005). Sacred matters: Sanctification as a vital topic for the psychology of religion. The International Journal for the Psychology of Religion, 15(3), 179-198. http://doi.org/10.1207/s15327582ijpr1503_1.
Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63(1), 539-569. http://doi.org/10.1146/annurev-psych-120710-100452. PMid:21838546. Podsakoff,
P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. The Journal of Applied Psychology, 88(5), 879-903. http://doi.org/10.1037/0021- 9010.88.5.879. PMid:14516251.
Preacher, K. J., & Hayes, A. F. (2008). Contemporary approaches to assessing mediation in communication research. In A. F. Hayes, M. D. Slater, & L. B. Snyder (Eds.), The Sage sourcebook of advanced data analysis methods for communication research (pp. 13-54). Los Angeles: Sage Publications. http://doi.org/10.4135/9781452272054.n2.
Ramayah, T., Cheah, J., Chuah, F., Ting, H., & Memon, M. A. (2018). Partial least squares structural equation modeling (PLS-SEM) using smartPLS 3.0. In T. Ramayah, J. Cheah, F. Chuah, H. Ting, & M. A. Memo (Eds.), An updated guide and practical guide to statistical analysis (pp. 967-978). Malaysia: Pearson Malaysia.
Reichers, A. E. (1990). Climate and culture: An evolution of constructs. San Francisco: Jossey-Bass Publishers. Riasudeen, S., & Singh, P. (2021). Leadership effectiveness and psychological well-being: The role of workplace spirituality. Journal of Human Values, 27(2), 109-125. http://doi.org/10.1177/0971685820947334.
Rubenstein, A. L., Eberly, M. B., Lee, T. W., & Mitchell, T. R. (2018). Surveying the forest: A meta‐analysis, moderator investigation, and future‐oriented discussion of the antecedents of voluntary employee turnover. Personnel Psychology, 71(1), 23-65. http://doi.org/10.1111/peps.12226.
Russo, M., & Buonocore, F. (2012). The relationship between work‐family enrichment and nurse turnover. Journal of Managerial Psychology, 27(3), 216-236. http://doi.org/10.1108/02683941211205790.
Sahin, S. G., Pal, S., & Hughes, B. M. (2021). Core selfevaluations and psychological well-being: The mediating role of work-to-family enrichment. Benchmarking, 28(4), 1101-1119. http://doi.org/10.1108/BIJ-06-2020-0340.
Salsman, J. M., Brown, T. L., Brechting, E. H., & Carlson, C. R. (2005). The link between religion and spirituality and psychological adjustment: The mediating role of optimism and social support. Personality and Social Psychology Bulletin, 31(4), 522-535. http://doi. org/10.1177/0146167204271563. PMid:15743986.
Scheier, M. F., Carver, C. S., & Bridges, M. W. (1994). Distinguishing optimism from neuroticism (and trait anxiety, self-mastery, and self-esteem): A reevaluation of the Life Orientation Test. Journal of Personality and Social Psychology, 67(6), 1063-1078. http://doi.org/10.1037/0022- 3514.67.6.1063. PMid:7815302.
Shrestha, A. K., & Jena, L. K. (2020). Interactive effects of workplace spirituality and psychological capital on employee negativity. Management and Labour Studies, 46(1), 59-77. http://doi.org/10.1177/0258042X20962994.
Snyder, C. R., Harris, C., Anderson, J. R., Holleran, S. A., Irving, L. M., Sigmon, S. T., Yoshinobu, L., Gibb, J., Langelle, C., & Harney, P. (1991). The will and the ways: Development and validation of an individualdifferences measure of hope. Journal of Personality and Social Psychology, 60(4), 570-585. http://doi.org/10.1037/0022- 3514.60.4.570. PMid:2037968.
Suárez-Albanchez, J., Gutierrez-Broncano, S., JimenezEstevez, P., & Blazquez-Resino, J. J. (2022). Organizational support and turnover intention in the Spanish IT consultancy sector Role of organizational commitment. Cogent Social Sciences, 8(1), 2051790. http://doi.org/10.1080/23311886.2022.2051790. ten
Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work-home interface: The work-home resources model. The American Psychologist, 67(7), 545-556. http://doi.org/10.1037/a0027974.
Vem, L. J., Mbasua, Y. A., & Davireng, M. (2020a). Sanctification of work and turnover of teachers under insurgency would career satisfaction and affective teachers. Journal of Educational Administration, 58(2), 171-186. http://doi.org/10.1108/JEA-03-2019-0039.
Vem, L. J., Tuamyil, R. B., Ocholi, S. A., & Ramayah, A. L. T. (2020b). Turnover intention in Nigerian universities: Do academics’ spirituality and the spiritual climate matter? Africa Education Review, 17(6), 65-85. http://doi.org/1 0.1080/18146627.2022.2063750.
Walz, T., Kensbock, J. M., de Jong, S. B., & Kunze, F. (2024). Lonely@ Work@ Home? The impact of work/home demands and support on workplace loneliness during remote work. European Management Journal, 42(5), 767-778. http://doi.org/10.1016/j. emj.2023.05.001.
Watson, L. (2016). Spirituality: Google and Starbucks are doing it. What about you. https://www.linkedin.com/pulse/ spirituality-google-startbucks-doing-what-you-lisa-watson
Wilkinson, S., & Haar, J. (2023). Smartdevice use in a COVID‐19 world: Exploring work–family conflict and turnover intentions. Asia Pacific Journal of Human Resources, 61(4), 981-1007. http://doi.org/10.1111/1744- 7941.12370.
Yeap, J. A. L., Ramayah, T., & Soto-Acosta, P. (2016). Factors propelling the adoption of m-learning among students in higher education. Electronic Markets, 26(4), 323-338. http://doi.org/10.1007/s12525-015-0214-x.
Zhan, X., Yang, W., Guo, Y., & Luo, W. (2023). Can patient gratitude compensate for depletion from familyto-work conflict in nurses? An experience sampling study. Personnel Review, 52(9), 2153-2171. http://doi. org/10.1108/PR-12-2020-0891.
If a paper is approved for publication, its copyright has to be transferred by the author(s) to the Review of Business Management – RBGN.
Accordingly, authors are REQUIRED to send RBGN a duly completed and signed Copyright Transfer Form. Please refer to the following template: [Copyright Transfer]
The conditions set out by the Copyright Transfer Form state that the Review of Business Management – RBGN owns, free of charge and permanently, the copyright of the papers it publishes. Although the authors are required to sign the Copyright Transfer Form, RBGN allows authors to hold and use their own copyright without restrictions.
The texts published by RBGN are the sole responsibility of their authors.
The review has adopted the CC-BY Creative Commons Attribution 4.0 allowing redistribution and reuse of papers on condition that the authorship is properly credited.