Self-determination trajectories at work: A growth mixture analysis

On the Combined Role of Work Engagement and Burnout Among Novice Nurses: A Longitudinal Person-Centered Analysis

This study examined the profiles taken by global and specific facets of work engagement and burnout among a sample of novice ( M tenure = 3.77 years) nurses ( n = 570; 88.4% females; M age = 29.3 years). This study also investigated the role of psychological need satisfaction in the prediction of profile membership, and the implications of these profiles for attitudinal (job satisfaction), behavioral (in-role and extra-role performance, absenteeism, and presenteeism) and health (perceived health difficulties) outcomes. Latent profile analyses revealed six profiles: High Global Engagement and Low Global Burnout, Moderately High Global Engagement and Moderately Low Global Burnout, Low Dedication and Efficacy and Highly Cynical, Dedicated but Exhausted Burned-Out, Low Efficacy Burned-Out, and Very Low Global Engagement and Very High Global Burnout. Although these profiles were replicated over a 1-year period, profile membership was only weakly stable. The most beneficial outcomes were observed in the High Global Engagement and Low Global Burnout profile, and the most detrimental in the Very Low Global Engagement and Very High Global Burnout profile. Need satisfaction was also associated with profile membership, although associations were stronger for global levels of need satisfaction than for specific levels of autonomy, competence, and relatedness need satisfaction.

Transformational health-care leaders in collaborative entrepreneurial model to achieve UNSDG: a qualitative study

PURPOSE

The agglomeration of specialist health-care facilities has often been restricted to metropolitan areas. This study aims to understand how health-care professionals with transformational leadership behaviors and entrepreneurial aims with a similar vision and expertise play pertinent roles in providing essential specialized health care in rural and semi-urban areas and achieving the United Nations Sustainable Development Goals (UNSDGs).

DESIGN/METHODOLOGY/APPROACH

Qualitative synthesis using focused-group discussions and interviews was conducted in a phased manner. For this, this study has used stakeholder-theory, and dynamic-capabilities approaches.

FINDINGS

This study explores the intricacies of collaborative entrepreneurship (CE)-based health-care ventures in developing regions and reveals five pertinent attributes: strategic control, synergy, commitment, empathy and satisfaction. This study recommends that entrepreneurial collaboration, especially by transformational health-care leaders, can significantly contribute to creating an endogenous health-care ecosystem with advanced facilities and technology-enabled modern infrastructure and augmenting regional development.

RESEARCH LIMITATIONS/IMPLICATIONS

This study was conducted in semi-urban settings in India. Future research should include other sectors and regions to generalize the findings.

PRACTICAL IMPLICATIONS

This study benefits health-care professionals having an analogous vision, skills and entrepreneurial aims.

SOCIAL IMPLICATIONS

Collaboration of health-care professionals and using transformational leadership behaviors can considerably contribute to providing specialist health care in developing areas and enhance patient satisfaction.

ORIGINALITY/VALUE

To the best of the authors' knowledge, this is the first study to discuss the importance of CE in health care in developing areas. In addition, it discusses the benefits of the CE model in achieving the UNSDGs and offers valuable suggestions for health-care professionals and administrators.

Going the Extra Mile (or Not): A Moderated Mediation Analysis of Job Resources, Abusive Leadership, Autonomous Motivation, and Extra-Role Performance

Abusive leadership is particularly prevalent in nursing and it can have multiple adverse effects on performance at work. However, little research has examined whether and under what conditions abusive leadership may be detrimental to nurses’ extra-role performance. This cross-sectional study explores whether abusive leadership intensifies the effects of emotional job resources on autonomous motivation, a psychological mechanism that could be responsible for extra-role performance. Data were collected from dyads of registered French-Canadian nurses and their immediate supervisors (n = 99 dyads). The models were tested with path analysis using Mplus. Our results show that extra-role performance is positively associated with nurses’ job emotional resources and autonomous motivation, but negatively associated with abusive leadership. Nurses’ cynicism is also negatively associated with autonomous motivation. Importantly, the indirect relation between emotional resources and extra-role performance through autonomous motivation is moderated by abusive leadership, providing support for a moderated mediation effect. These results add to those supporting a similar moderated mediation mechanism to explain employee attitudes and demonstrate the relevance of self-determination theory in a work context. These findings reinforce the need to focus on the quality of leadership practices as well as interventions aimed at promoting the performance of nurses at work.

Predicting Nurses' Occupational Commitment and Turnover Intention: The Role of Autonomous Motivation and Supervisor and Coworker Behaviors

AIM

To examine whether supportive supervisor (transformational leadership) and coworker (autonomy-supportive) behaviors predict occupational commitment and turnover intention over time through autonomous motivation.

BACKGROUND

Nurse turnover is a serious issue in several countries, straining the efficiency of the healthcare system and compromising both the quality and accessibility of healthcare.

METHOD

Longitudinal data were collected over 12 months from 387 French-Canadian registered nurses. Structural equation modelling was used to test the hypothesized model.

RESULTS

The relationships between predictors at Time 1 (supervisor and coworker behaviors) and occupational commitment and turnover intention at Time 2 are mediated by autonomous motivation at Time 1.

CONCLUSION

In times of global scarcity, the present findings provide insights into how the healthcare work environment acts on nurses' occupational turnover and commitment.

IMPLICATIONS FOR NURSING MANAGEMENT

Healthcare organizations are advised to foster supportive work environments and promote autonomous motivation to sustain the nursing workforce.