The first aim of this study was to determine whether organisational constraints, interpersonal conflicts at work, workload and negative affect at work have a positive relationship with intention to leave a current job or profession. The second aim was to investigate whether negative affect at work mediates the relationship between work stressors and intention to leave a current job or profession. The study was a quantitative cross-sectional design in nature. Data were collected between March and April 2022. The sample consisted of 306 midwives working in the Polish public health service. The theoretical model was tested using structural equation modelling. The results confirmed positive direct relationships between workload and negative affect with intention to leave the current workplace and intention to leave the midwifery profession in general. The relationships between organisational constraints and interpersonal conflicts at work and intention to leave a job or profession were found to be completely mediated by negative affect at work. Our study revealed that workload is the strongest direct predictor of intention to leave the current job or profession. Organisational constraints and interpersonal conflicts at work lead to an intention to leave a job or profession by inducing negative affect at work. Interpersonal conflicts at work are the strongest predictor of negative affect at work.

The objective of the article is to describe the links between work engagement—the response variable, work satisfaction—the explanatory variable, and sense of coherence, along with resiliency as resources—moderating variables. The theoretical foundations for our hypotheses are Hackman and Oldham’s Job Charcteristics Model, Block and Kremen’s conception of resiliency, Antonovsky’s salutogenesis, the JD-R of relation between work demands and resources and also the model of work engagement in the research of Schaufeli, Salanova, González-romá, and Bakker. Methods: 94 independent workers of Polish branches of international corporations were studied. Work satisfaction was measured using the SSP survey, engagement by UWES, resiliency with SPP-25 and sense of coherence with SOC-29. The recorded results consistent with the theory confirm the posited hypotheses indicating mutual links among the tested variables. For work engagement, of the greatest significance is work satisfaction and sense of coherence, which is a better mediator of work satisfaction in respect of engagement than resiliency. Discussion of the results indicates the accuracy of the study’s theoretical foundations, as well as the need to perform research on a larger sample of new predictors of work engagement.

Background: The aim of this study was to describe, explain, and compare the correlations between workload, job satisfaction, and occupational stress levels in Polish midwives working before and during the COVID-19 pandemic. Material and Methods: This study was cross-lagged in nature and...

Background: The objective of this study was to test the psychometric properties of the Polish version of the Individual Work Performance Questionnaire (IWPQ). Material and Methods: The study was conducted on 3 independent samples of 1582, 581 and 40 individuals employed as manual workers,...

Background: Based on the person-environment fit model, we examined how occupational stress and job satisfaction are correlated with an intention to leave the current workplace or profession and life satisfaction in two groups of midwives with low and high experience.Participants and procedure: Data were collected between March and December 2022 using a set of psychological questionnaires. Low-experienced mid-wives (n = 152) and high-experienced midwives (n = 174) participated in the study. Multigroup path analysis was used to analyze the data.Results: Research has shown that midwives of varying levels of seniority experience similar levels of general occupational stress, job satisfaction, intentions to leave their current workplace or profession, and life satisfaction. The study found a negative corre-lation between occupational stress and job satisfaction and life satisfaction in both groups. The correlation between job satisfaction and the intention to leave the current workplace or profession was significantly negative only among low-experienced midwives. In high-experienced midwives, the relationship between stress and the intention to leave the current workplace or profession was direct. In the group of low-experienced midwives, links between occupational stress and all outcome variables were completely mediated by job satisfaction.Conclusions: Our study demonstrates that degree of person-environment fit accurately predicts the positive and negative consequences of working conditions for behavior both at work and outside of work. The correlations between stress at work, thoughts of leaving work, and the assessment of well-being differ between low- and high-experienced employees.