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This dissertation investigates the relationship between nature exposure in the workplace, job satisfaction, and creativity among full-time employees in Macao. The study aims to examine the impact of exposure to greenery and sunlight on job creativity and job satisfaction, as well as the mediating role of job satisfaction in the relationship between workplace nature exposure and creativity. Drawing on existing literature, the study proposes the following hypotheses: (H1) Workplace nature exposure, including greenery and sunlight, positively influences job creativity. (H2) Workplace nature exposure, including greenery and sunlight, positively affects job satisfaction. (H3) Job satisfaction mediates the positive relationship between workplace nature exposure (specifically, greenery and sunlight) and job creativity. A quantitative methodology utilizing cross-sectional self-response questionnaires was employed for data collection. The measures used were pre-validated and translated into Chinese through a rigorous process of translation and back-translation. The final sample consisted of 450 full-time workers in Macao. The results highlight the significance of integrating natural elements, such as greenery and sunlight, into the work environment to promote a more favourable setting for innovation and the overall well-being of employees. The implications of these findings, both in theoretical and practical terms, are thoroughly discussed. By examining the relationships, this study contributes to the understanding of how the physical environment influences employee well-being and performance. The findings offer valuable insights for organisations and policymakers in designing workspaces that foster creativity and job satisfaction among employees
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The aim of the current study was to explore the relationship between perceived organisational support and co-worker support, with turnover intentions, and the role of perceived job alternatives. Turnover intentions have been a global issue for employers. In this study, we would like to investigate whether the previous global findings could also be applied in Macao. Although some similar researches were conducted in Macau, it’s not exactly the same as ours. We would like to further focus on the front-line and non-frontline group. A quantitative methodology was applied using a cross-sectional design through an online questionnaire disseminated via social media and completed by 339 full-time workers in Macao. We found that only perceived organisational support, not co-worker support, showed a negative relationship on turnover intentions. the effect seems weak for the general sample but stronger for non-frontline workers. Concerning the moderating effect of perceived job alternatives, the analysis confirmed a significant interaction to predict turnover intentions. We discussed that employees may feel trapped in their current positions due to limited job prospects elsewhere. However, employees who perceive high levels of organisational support are more likely to remain loyal and engaged even when external alternatives are scarce. Practical implications include that it might be beneficial for both employees and organisations if organisations in Macao could develop effective human resources policies and retention strategies to enhance employee retention and mitigate the negative consequences of turnover. In this study, we confirmed a negative relationship between POS and turnover intentions, but still, the effect seems weak. The effect of POS on turnover intentions seems much stronger for non-frontline employees. We confirmed co-worker support had a negative correlation with turnover intentions, which was not enough to predict turnover simply based on co-worker support. Moreover, Perceived job alternatives are confirmed to have significant interaction with POS but non-significant interaction with co-worker support on turnover intentions