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Al’Ararah K, Çağlar D, Aljuhmani HY. Mitigating Job Burnout in Jordanian Public Healthcare: The Interplay between Ethical Leadership, Organizational Climate, and Role Overload. Behav Sci (Basel) 2024; 14:490. [PMID: 38920822 PMCID: PMC11200867 DOI: 10.3390/bs14060490] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2024] [Revised: 05/31/2024] [Accepted: 06/03/2024] [Indexed: 06/27/2024] Open
Abstract
In today's dynamic organizational landscape, characterized by rapid technological advancements and evolving workplace dynamics, understanding the factors influencing employee well-being is paramount. This study investigates the interplay between ethical leadership, organizational climate, role overload, and job burnout in public healthcare organizations across northern Jordan. By focusing on ethical leadership, organizational climate, and role overload as determinants of job burnout, this research provides insights into strategies for enhancing employee well-being. Drawing on ethical leadership theory, social exchange theory, and the job demands-resources model, this study employs PLS-SEM to analyze data collected from 260 employees working in Jordanian government hospitals. The findings reveal negative associations between ethical leadership and job burnout, highlighting the importance of ethical leadership behaviors in mitigating employee burnout. Additionally, a positive organizational climate is associated with lower levels of burnout, underscoring the impact of the broader organizational context on employee well-being. The study also explores the mediating role of organizational climate and the moderating effect of role overload in the relationship between ethical leadership and job burnout, providing insights into the complex dynamics at play in healthcare organizations. These findings enrich our understanding of the factors influencing employee well-being in healthcare contexts and underscore the importance of fostering ethical leadership and supportive organizational climates to mitigate job burnout.
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Affiliation(s)
- Kayed Al’Ararah
- Business Management Department, Girne American University, North Cyprus Via Mersin 10, Kyrenia 99320, Turkey
| | - Dilber Çağlar
- Faculty of Business and Economics, Girne American University, North Cyprus Via Mersin 10, Kyrenia 99320, Turkey
| | - Hasan Yousef Aljuhmani
- Faculty of Business and Economics, Centre for Management Research, Girne American University, North Cyprus, Via Mersin 10, Kyrenia 99428, Turkey
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Huang CH, Lee YC, Wu HH. Medical staff's emotional exhaustion and its relationship with patient safety dimensions. J Health Organ Manag 2023; ahead-of-print. [PMID: 37933086 DOI: 10.1108/jhom-01-2023-0001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2023]
Abstract
PURPOSE Medical staff's emotional exhaustion increases cynical attitudes and behaviors about work and patients and leads medical staff to become detached from work. This may decrease patients' trust and satisfaction and even endanger patients' lives. There is a need to examine the critical factors affecting the medical staff's emotional exhaustion by investigating its relationship with the patient-safety dimensions based on the safety attitudes questionnaire (SAQ). DESIGN/METHODOLOGY/APPROACH A case study is conducted from the viewpoints of physicians and nurses to examine the relationship between emotional exhaustion and six dimensions of the SAQ from 2016 to 2020 from a regional teaching hospital in Taiwan. Linear regression with forward selection is employed. Six dimensions of the SAQ are the independent variables, whereas emotional exhaustion is the dependent variable for each year. FINDINGS Stress recognition is the most important variable to influence emotional exhaustion negatively, while job satisfaction is the second important variable to affect emotional exhaustion positively from 2016 to 2020. On the contrary, working conditions do not influence emotional exhaustion in this hospital from medical staff's viewpoints. ORIGINALITY/VALUE This study uses longitudinal data to find that both stress recognition and job satisfaction consistently influence emotional exhaustion negatively and positively, respectively, in this five-year period. The third dimension to impact emotional exhaustion varies from time to time. Thus, the findings from a cross-sectional study might be limited. The authors' findings show that reducing stress recognition and enhancing job satisfaction can lead to the improvement of emotional exhaustion from medical staff's viewpoints, which should be monitored by hospital management.
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Affiliation(s)
| | - Yii-Ching Lee
- Department of Health Business Management, Hung Kuang University, Taichung, Taiwan
| | - Hsin-Hung Wu
- Department of Business Administration, National Changhua University of Education, Changhua, Taiwan
- Department of M-Commerce and Multimedia Applications, Asia University, Taichung, Taiwan
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Wang F, Zhang Z, Shi W. The Effect of Work-Leisure Facilitation on Employee Voice Behaviour: A Dual-Path Model From the Perspective of Resource Interaction. Psychol Rep 2023:332941231161797. [PMID: 36857072 DOI: 10.1177/00332941231161797] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/02/2023]
Abstract
With the enhancement of leisure consciousness, people pay increasing attention to leisure. When individuals perceive that the training, affect and skills obtained from work have a positive effect on their leisure, will they take the initiative to engage in actions that are beneficial for the development of the enterprise? Previous studies have not explored this. Therefore, in view of this shortcoming, this study explored the relationship between work-leisure facilitation (WLF) and employee voice behaviour based on resource conservation theory, as well as the dual mediation path role of work vigour and organizational identification in this relationship. In addition, this study explored the influence of leader-member exchange (LMX) on the dual mediation path. In this study, 110 employees were sampled for five consecutive working days, and a multilevel model was constructed for data analysis. The results showed that WLF was significantly positively correlated with employee voice behaviour and that both work vigour and organizational identification played significant mediating roles. LMX shows differences in the moderation of the dual mediation path. Specifically, LMX significantly moderated the indirect effect of WLF on voice behaviour through work vigour, but it did not moderate the relationship between WLF and organizational identification. This study not only reveals the relationship between WLF and voice behaviour but also make suggestions to management for improving employee voice behaviour.
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Affiliation(s)
- Feng Wang
- 12544Shanghai Normal University, Shanghai, China
| | - Zihui Zhang
- 12544Shanghai Normal University, Shanghai, China
| | - Wendian Shi
- 12544Shanghai Normal University, Shanghai, China
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Wu J, Zhou J. How the configurations of job autonomy, work–family interference, and demographics boost job satisfaction: an empirical study using fsQCA. ASIAN BUSINESS & MANAGEMENT 2022; 21:547-568. [PMCID: PMC7565726 DOI: 10.1057/s41291-020-00138-8] [Citation(s) in RCA: 5] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/06/2019] [Revised: 09/23/2020] [Accepted: 10/02/2020] [Indexed: 06/15/2023]
Abstract
In the gig economy era, job characteristics that affect employees’ job satisfaction have undergone significant changes. However, this has not been studied adequately in the context of Asia. This study applies the job demand–resource model to understand the effect of job autonomy and work–family interference on the job satisfaction of full-time and part-time employees in China, while considering the role of demographics. A total of 415 respondents were analyzed through fuzzy set qualitative comparative analysis. The results show that the employees’ demographics have a corrective effect on the impact of job characteristics and job satisfaction. This study also identifies six causal conditions for the high job satisfaction of full-time employees and three causal conditions for part-time employees. Our research finds that full-time employees need high job autonomy, while part-time employees need low work–family interference. The results provide guidelines for managers to redesign jobs in the era of the gig economy.
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Affiliation(s)
- Jing Wu
- School of Economics and Management, Southwest Jiaotong University, No.111, North Erhuan Road, Chengdu, 610031 China
| | - Jianan Zhou
- School of Economics and Management, Southwest Jiaotong University, No.111, North Erhuan Road, Chengdu, 610031 China
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Work-to-Family Conflict and its Associations With Workers' Burnout, Poor Self-Rated Health, and Minor Mental Disorder: A Survey of General Employees in Taiwan. J Occup Environ Med 2021; 62:588-594. [PMID: 32404841 DOI: 10.1097/jom.0000000000001894] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
OBJECTIVES To examine the distribution of work-to-family conflict (W-FC) across socio-demographic groups and a wide spectrum of occupations, and its associations with workers' burnout, self-rated health, and mental health status by sex. METHODS A cross-sectional household survey of representative employees was conducted in 2013. A standardized questionnaire was administered to collect information. RESULTS W-FC was high in employees aged 35 to 44 years old and in certain occupational groups. Long working hours, rotating work shift, high work demands, high job control, low workplace justice, and family care burden were risk factors for W-FC, and high W-FC score was significantly associated with burnout, poor self-rated health, and minor mental disorder. CONCLUSIONS To improve workers' health, it is essential to identify high risk groups and adopt measures to reduce conflicts between work and family life.
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Hwang E, Yu Y. Effect of Sleep Quality and Depression on Married Female Nurses' Work-Family Conflict. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18157838. [PMID: 34360128 PMCID: PMC8435216 DOI: 10.3390/ijerph18157838] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 06/18/2021] [Revised: 07/20/2021] [Accepted: 07/21/2021] [Indexed: 11/24/2022]
Abstract
Married female nurses experience work–family conflict (WFC) as they manage excessive work and various working-hour types while rearing children and tending household chores, and as a result, they continuously constantly deliberate over quitting their job or moving to a different workplace. Married nurses were found to have shorter sleep duration and sleep latency compared to single nurses, and high job stress not only hinders their family life but also causes sleep problems. Depression is a classic negative emotion experienced by married working women who must manage both work and family. This study aims to examine WFC in married female nurses and investigate its predictors, namely depression and sleep quality. A total of 229 married female nurses completed a Google questionnaire link consisting of the Work–Family Conflict Scale, Sleep-Quality Scale, and the Center for Epidemiologic Studies Depression Scale (CES-D). Data were analyzed by descriptive statistics, t-test, ANOVA, LSD post hoc test, Pearson’s correlation coefficients, and multiple regression using the SPSS/WIN 26.0 program. The average WFC score was 4.84 ± 1.12 (range 1–7); WFC showed a statistical difference according to a stage of the lifecycle (F = 7.12, p = 0.001) and perceived health (F = 12.01, p < 0.001). WFC was low among those in the non-parenthood stage of the lifecycle (β = −0.26, p < 0.001), those with good (β = −0.18, p = 0.011) or moderate perceived health (β = −0.15, p = 0.023), and those without turnover intention (β = −0.13, p = 0.016). On the other hand, WFC was high among those who were extremely dissatisfied with their job (β = 0.16, p = 0.008) and those who had a high level of depression (β = 0.22, p = 0.002); these variables explained 20.2% of WFC (F = 7.663, p < 0.001). Based on these results, subsequent studies should develop and implement coping programs that help reduce WFC and improve depression and sleep quality in married female nurses.
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Gillet N, Austin S, Fernet C, Sandrin E, Lorho F, Brault S, Becker M, Aubouin Bonnaventure J. Workaholism, presenteeism, work-family conflicts and personal and work outcomes: Testing a moderated mediation model. J Clin Nurs 2021; 30:2842-2853. [PMID: 33870550 DOI: 10.1111/jocn.15791] [Citation(s) in RCA: 7] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/14/2021] [Revised: 03/12/2021] [Accepted: 03/24/2021] [Indexed: 11/28/2022]
Abstract
AIMS AND OBJECTIVES While research suggests that nurses who experience work-family conflicts (WFC) are less satisfied and perform less well, these negative outcomes may be more important for some nurses. This study proposes a mediated moderation model wherein the interaction between two individual characteristics, workaholism and presenteeism, relates to family life satisfaction and work performance with WFC mediating these relationships. BACKGROUND Because a limited number of nursing studies have examined the potential outcomes of workaholism and presenteeism, we extend past research to address the question of how workaholism and presenteeism affect nurses' functioning. DESIGN We used a cross-sectional questionnaire survey design to test our hypotheses. STROBE guidelines for cross-sectional research were followed in designing and reporting this study. METHODS A total of 419 nurses completed measures of workaholism, presenteeism, WFC, family life satisfaction and work performance. RESULTS Results revealed that the relationships between workaholism and outcomes (family life satisfaction and work performance) through WFC were stronger among nurses characterised by high levels of presenteeism. CONCLUSIONS These results revealed that high presenteeism may exacerbate the negative relationships of workaholism to family life satisfaction and work performance through WFC. RELEVANCE TO CLINICAL PRACTICE Healthcare organisations and managers should consider addressing work environment factors in their efforts to reduce the negative outcomes (e.g., low family satisfaction and work performance) of nurses' workaholism, presenteeism and WFC.
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Affiliation(s)
- Nicolas Gillet
- QualiPsy EE 1901, Université de Tours, Tours, France.,Institut Universitaire de France (IUF), Paris, France
| | - Stéphanie Austin
- Département de gestion des ressources humaines, Université du Québec à Trois-Rivières, Trois-Rivières, QC, Canada
| | - Claude Fernet
- Département de gestion des ressources humaines, Université du Québec à Trois-Rivières, Trois-Rivières, QC, Canada
| | | | - Fanny Lorho
- QualiPsy EE 1901, Université de Tours, Tours, France
| | | | - Margaux Becker
- Département de psychologie, Université de Tours, Tours, France
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Agrawal M, Mahajan R. Work–family enrichment: an integrative review. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2021. [DOI: 10.1108/ijwhm-04-2020-0056] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/19/2022]
Abstract
PurposeThe purpose of this study is to provide an integrative review of work–family enrichment literature.Design/methodology/approachThe study is based upon 206 peer-reviewed papers derived from systematic search in the Scopus database. The review ascertains its relevance by analyzing the publication trends, research designs, data analysis techniques, sample characteristics, measures and findings of selected articles.FindingsThe study notes a rising trend of publication activity in the Asian region on this topic. Empirical research using regression is the most popular research design in this field. Most of the research studies have targeted samples based on family type and/or gender. The majority of the studies include directionality to measure work–family enrichment. Notably, work-related antecedents and consequences have received the most attention from the research community. Crossover models have concentrated on spousal dyad samples.Originality/valueAs per the authors' knowledge, the study is a primary attempt to integrate the extant literature on this subject. Additionally, the study presents the gender role ideology as a potential moderator and provides future research directions along with managerial implications.
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Blanco-Donoso LM, Moreno-Jiménez J, Hernández-Hurtado M, Cifri-Gavela JL, Jacobs S, Garrosa E. Daily Work-Family Conflict and Burnout to Explain the Leaving Intentions and Vitality Levels of Healthcare Workers: Interactive Effects Using an Experience-Sampling Method. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18041932. [PMID: 33671211 PMCID: PMC7922407 DOI: 10.3390/ijerph18041932] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/29/2020] [Revised: 01/27/2021] [Accepted: 02/12/2021] [Indexed: 12/18/2022]
Abstract
There is an intensification of work in global health systems, a phenomenon that could increase work-family conflict, exhaustion, and intentions to leave among healthcare workers. The main objective of this study is to analyze if daily work-family conflict and burnout could explain the daily leaving intentions and vitality of healthcare workers. This is a diary study, which employs an experience-sampling methodology (ESM). A total of 56 physicians, nurses, and nursing aides from intensive care and nephrology units filled out various quantitative scales during 5 working days (56 × 5 = 280 observations). Multilevel hierarchical analysis showed that daily work-family conflict and burnout were significantly associated with higher daily intentions of leaving the profession, and with lower levels of daily vitality. In addition, those workers who experienced more work-family conflict and depersonalization on a daily basis were those who showed more intentions to leave and less daily vitality, showing an interactive effect. The results highlight the importance of examining the psychosocial risks experienced by healthcare workers by employing experience-sampling methodologies, which could help us to deepen our understanding of the proximal antecedents of their intentions to leave and their psychological well-being.
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Affiliation(s)
- Luis Manuel Blanco-Donoso
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
- Correspondence: ; Tel.: +34-91-4975-818
| | - Jennifer Moreno-Jiménez
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
| | - Mercedes Hernández-Hurtado
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
| | - José Luis Cifri-Gavela
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
| | - Stephen Jacobs
- The School of Nursing, University of Auckland, Auckland 1142, New Zealand;
| | - Eva Garrosa
- Faculty of Psychology, Autonomous University of Madrid, 28049 Madrid, Spain; (J.M.-J.); (M.H.-H.); (J.L.C.-G.); (E.G.)
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Jiao P, Lee C. Perceiving a Resourcefulness: Longitudinal Study of the Sequential Mediation Model Linking Between Spiritual Leadership, Psychological Capital, Job Resources, and Work-to-Family Facilitation. Front Psychol 2021; 11:613360. [PMID: 33643115 PMCID: PMC7906966 DOI: 10.3389/fpsyg.2020.613360] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/02/2020] [Accepted: 12/18/2020] [Indexed: 12/04/2022] Open
Abstract
In order to improve our understanding of whether and how spiritual leadership promotes positive work-family outcomes from a resource perspective, this study proposed and tested for the first time a conceptual model incorporating job resources and psychological capital as the mediating factors between spiritual leadership and facilitation. We tested a theoretical model with date obtained from 529 Chinese workers who completed questionnaires in a four-wave survey. The results showed that the relationship between spiritual leadership and work-to-family facilitation was mediated by job resources alone, as well as job resources and psychological capital in sequence. Thus, this research may also pave the way for future spiritual leadership research on follower outcomes in other domains (e.g., community and school) by shifting the present spiritual leadership research focus from work outcomes to personal life. Implications for theory, managerial practices, limitation, and future research were discussed.
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Affiliation(s)
- Pei Jiao
- College of Marxism, Shandong University, Weihai, China
| | - Changshien Lee
- Department of Public Administration, Sookmyung Women's University, Seoul, South Korea
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Zhang Y, Yang M, Wang R. Factors associated with work-family enrichment among Chinese nurses assisting Wuhan's fight against the 2019 COVID-19 pandemic. J Clin Nurs 2021:10.1111/jocn.15677. [PMID: 33506553 PMCID: PMC8014787 DOI: 10.1111/jocn.15677] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/28/2020] [Revised: 11/23/2020] [Accepted: 01/13/2021] [Indexed: 11/30/2022]
Abstract
AIMS AND OBJECTIVES To examine the relationship between work-family enrichment and two contextual factors (job support and family support), together with two personal factors (family boundary flexibility and prosocial motivation) among Chinese nurses assisting Wuhan in its fight against the Coronavirus Disease 2019 (COVID-19) pandemic. BACKGROUND The COVID-19 pandemic was first reported in Wuhan, China, and has now spread worldwide, which has brought attention to the pivotal role of nurses in public health emergencies. Work-family enrichment is a bidirectional structure, including work-to-family enrichment and family-to-work enrichment, that can yield many mutually beneficial results in both work and family domains among clinical nurses. However, few studies have investigated work-family enrichment and its influential factors among front-line nurses during public health emergencies. METHODS A cross-sectional research design was adopted with a snowball sample of 258 Chinese nurses assisting Wuhan's anti-pandemic efforts. Data were collected from 21 March 2020 until 10 April 2020 through a battery of online questionnaires. Descriptive, univariate and hierarchical linear regression analyses and a Pearson correlation test were performed. A STROBE checklist was used to report findings. RESULTS The results showed that prosocial motivation, family support and job support predicted high work-to-family enrichment in those nurses, while prosocial motivation, family support and family boundary flexibility predicted high family-to-work enrichment. CONCLUSIONS The study confirmed the importance of paying attention to the work-family enrichment of front-line medical workers during the COVID-19 pandemic, so that they could concentrate on their anti-pandemic work and maintain their enthusiasm for disaster nursing. RELEVANCE TO CLINICAL PRACTICE The findings can help health administrators in affected countries around the world identify the influential factors of work-family enrichment among front-line nurses during infectious disease outbreaks, specifically in the areas of mobilising nurses' prosocial motivation and giving sufficient job support.
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Affiliation(s)
- Yinying Zhang
- Xiang Ya School of Nursing of Central South UniversityChangshaHunanChina
| | - Min Yang
- Xiang Ya School of Nursing of Central South UniversityChangshaHunanChina
| | - Rong Wang
- The Second Affiliated Hospital of Xian Jiaotong UniversityXi’anShanxiChina
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Yeh TF, Chang YC, Hsu YH, Huang LL, Yang CC. Causes of nursing staff burnout: Exploring the effects of emotional exhaustion, work-family conflict, and supervisor support. Jpn J Nurs Sci 2020; 18:e12392. [PMID: 33174674 DOI: 10.1111/jjns.12392] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/11/2020] [Revised: 09/22/2020] [Accepted: 10/04/2020] [Indexed: 01/21/2023]
Abstract
AIM Nursing staff burnout threatens not only nurses' health but also the safety and health of their patients. Organizations should be aware of how work-related conflict can affect this burnout. This study examined the effect of supervisor support and work-family conflict on resource loss and burnout. METHODS A cross-sectional method and quantitative approach were adopted. A total of 300 questionnaires were distributed to clinical nursing staff in two regional teaching hospitals, and 239 valid questionnaires were returned. RESULTS Work-family conflict had a mediating effect on the relationship between supervisor support and emotional exhaustion. Emotional exhaustion fully mediated the relationships between depersonalization, work-family conflict, and reduced professional efficacy. CONCLUSION The mediating effect of emotional exhaustion in work-family conflict results from depersonalization and reduced professional efficacy, whereas work-family conflict mediated the effect of supervisor support on emotional exhaustion. The findings indicate that the medical industry should implement supervisor support strategies to reduce nursing staff work-family conflict and improve interventions for emotional exhaustion.
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Affiliation(s)
- Te-Feng Yeh
- Department of Healthcare Administration, Central Taiwan University of Science and Technology, Taichung, Taiwan (R.O.C.)
| | - Yu-Chia Chang
- Department of Healthcare Administration, Asia University, Taichung, Taiwan (R.O.C.).,Department of Medical Research, China Medical University Hospital, China Medical University, Taichung, Taiwan (R.O.C.)
| | - Ya-Hui Hsu
- Department of Emergency, Taichung Armed Forces General Hospital, Taiwan (R.O.C.)
| | - Li-Ling Huang
- Department of Healthcare Administration, Central Taiwan University of Science and Technology, Taichung, Taiwan (R.O.C.)
| | - Cheng-Chia Yang
- Department of Healthcare Administration, Asia University, Taichung, Taiwan (R.O.C.)
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Labrague LJ, Ballad CA, Fronda DC. Predictors and outcomes of work-family conflict among nurses. Int Nurs Rev 2020; 68:349-357. [PMID: 33165960 DOI: 10.1111/inr.12642] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/06/2020] [Revised: 09/30/2020] [Accepted: 10/11/2020] [Indexed: 12/12/2022]
Abstract
BACKGROUND Work-family conflict, an issue important to nursing management, has been examined extensively worldwide. With an increasing number of nurses leaving and intending to leave the country, and considering the traditional family arrangement, it is increasingly relevant to examine the precursors and outcomes of work-family conflict among Filipino nurses. AIM To identify the predictors of work-family conflict and its relationship to Filipino nurses' work outcomes and perceived quality of care. METHODS A descriptive research design was utilized to collect data from one thousand one hundred (n = 1010) registered nurses with more than three months of experience working in the hospital using the Work-Family Conflict Scale, Job Satisfaction Index, Perceived Stress Scale, the two single-item measures of turnover intention, and a single-item measure of care quality. RESULTS Filipino nurses experience moderate levels of work-family conflict. Nurses' age, education, facility size, and hospital location predicted work-family conflict. Work-family predicted job satisfaction, job stress, intention to leave the organization, and perceived quality of care. CONCLUSIONS In accordance with international studies, Filipino nurses experience significant levels of work-family conflict. Addressing work-family conflict may result in improved work outcomes and increased care quality rating. IMPLICATIONS FOR NURSING PRACTICE AND POLICY Organizational measures to address work-family conflict in nurses should take into account the different predictors identified, particularly those that are modifiable. Nurses' work outcomes and care quality can be improved by employing empirically based measures to effectively address work-family conflict.
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Affiliation(s)
- L J Labrague
- Sultan Qaboos University, Muscat, Sultanate of Oman
| | - C A Ballad
- Sultan Qaboos University, Muscat, Sultanate of Oman
| | - D C Fronda
- Sultan Qaboos University, Muscat, Sultanate of Oman
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14
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Role overload and Chinese nurses’ satisfaction with work-family balance: The role of negative emotions and core self-evaluations. CURRENT PSYCHOLOGY 2019. [DOI: 10.1007/s12144-019-00494-5] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
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15
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Yasir M, Majid A, Yasir M, Khan N. Boundary integration, work/family enrichment and life satisfaction among female nursing staff. MANAGEMENT RESEARCH REVIEW 2019. [DOI: 10.1108/mrr-01-2018-0041] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to propose a model based on boundary theory to provide information about how boundary integration (BI) promotes life satisfaction (LS) among female nursing staff. For the prediction of this relationship, this study also captures the mediation effect of family-to-work enrichment (FWE), work-to-family enrichment (WFE) and job satisfaction (JS).
Design/methodology/approach
Descriptive statistics, correlation, structural equation modelling (SEM), Baron and Kenny approach, PROCESS Macro and Sobel test approaches were used on a sample of 724 nurses.
Findings
The results of the study confirm the significant effects of BI on LS of female nursing staff. Moreover, the mediating roles of FWE, WFE and JS are also confirmed.
Practical implications
Work–family BI is essential for the enhancement of LS among nursing staff. Increasing the BI level along with WFE and FWE provides foundation for JS and LS. Moreover, the study in hand provides significant implications for nursing management; importantly, this study explores BI as an important predictor of FWE, WFE and JS in addressing the LS among nurses.
Originality/value
Nurses’ WFE and FWE are determined through various factors. In distinguishing from past studies in the relevant field, this study explores BI as an important predictor of WFE and FWE in addressing the JS and LS among female nursing staff.
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Huang JL, Shaffer JA, Li A, King RA. General mental ability, conscientiousness, and the work–family interface: A test of mediating pathways. PERSONNEL PSYCHOLOGY 2018. [DOI: 10.1111/peps.12307] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Jason L. Huang
- School of Human Resources & Labor RelationsMichigan State University East Lansing Michigan
| | - Jonathan A. Shaffer
- Department of Management, Marketing, and General BusinessWest Texas A&M University Canyon Texas
| | - Andrew Li
- Department of Management, Marketing, and General BusinessWest Texas A&M University Canyon Texas
| | - Robert A. King
- Department of Management, Marketing, and General BusinessWest Texas A&M University Canyon Texas
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Zhang M, Foley S, Li H, Zhu J. Social support, work-family balance and satisfaction among Chinese middle- and upper-level managers: testing cross-domain and within-domain effects. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2018. [DOI: 10.1080/09585192.2018.1464490] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/16/2022]
Affiliation(s)
- Mian Zhang
- School of Economics and Management, Tsinghua University , Beijing, China
| | | | - Hai Li
- School of Economics and Business Administration, Beijing Normal University , Beijing, China
| | - Jinqiang Zhu
- School of Management, Minzu Universiy of China , Beijing, China
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18
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Huang J, Wang Y, Wu G, You X. Crossover of burnout from leaders to followers: a longitudinal study. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2016. [DOI: 10.1080/1359432x.2016.1167682] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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19
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Laschinger HKS, Cummings G, Leiter M, Wong C, MacPhee M, Ritchie J, Wolff A, Regan S, Rhéaume-Brüning A, Jeffs L, Young-Ritchie C, Grinspun D, Gurnham ME, Foster B, Huckstep S, Ruffolo M, Shamian J, Burkoski V, Wood K, Read E. Starting Out: A time-lagged study of new graduate nurses' transition to practice. Int J Nurs Stud 2016; 57:82-95. [PMID: 27045567 DOI: 10.1016/j.ijnurstu.2016.01.005] [Citation(s) in RCA: 91] [Impact Index Per Article: 11.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/24/2015] [Revised: 01/19/2016] [Accepted: 01/20/2016] [Indexed: 10/22/2022]
Abstract
BACKGROUND As the nursing profession ages, new graduate nurses are an invaluable health human resource. OBJECTIVES The purpose of this study was to investigate factors influencing new graduate nurses' successful transition to their full professional role in Canadian hospital settings and to determine predictors of job and career satisfaction and turnover intentions over a one-year time period in their early employment. DESIGN A national two-wave survey of new graduate nurses across Canada. PARTICIPANTS A random sample of 3906 Registered Nurses with less than 3 years of experience currently working in direct patient care was obtained from the provincial registry databases across Canada. At Time 1, 1020 of 3743 eligible nurses returned completed questionnaires (usable response rate=27.3%). One year later, Time 1 respondents were mailed a follow-up survey; 406 returned a completed questionnaire (response rate=39.8%). METHODS Surveys containing standardized questionnaires were mailed to participants' home address. Descriptive statistics, correlations, and hierarchical linear regression analyses were conducted using SPSS software. RESULTS Overall, new graduate nurses were positive about their experiences and committed to nursing. However, over half of new nurses in the first year of practice reported high levels of emotional exhaustion and many witnessed or experienced incivility (24-42%) at work. Findings from hierarchical linear regression analyses revealed that situational and personal factors explained significant amounts of variance in new graduate nurses' job and career satisfaction and turnover intentions. Cynicism was a significant predictor of all four outcomes one year later, while Psycap predicted job and career satisfaction and career turnover intentions. CONCLUSIONS Results provide a look into the worklife experiences of Canadian new graduate nurses over a one-year time period and identify factors that influence their job-related outcomes. These findings show that working conditions for new graduate nurses are generally positive and stable over time, although workplace mistreatment is an issue to be addressed.
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Affiliation(s)
- Heather K Spence Laschinger
- Arthur Labatt Family School of Nursing, The University of Western Ontario, Health Sciences Addition, H41, 1151 Richmond Street, London, ON, Canada N6A 5C1.
| | - Greta Cummings
- Faculty of Nursing, The University of Alberta, 5-110 Edmonton Clinic Health Academy, 11405-87 Avenue, Edmonton, Alta., Canada T6G 1C9
| | - Michael Leiter
- Acadia University, Department of Psychology, Faculty of Science, Centre for Organizational Research and Development, 24 Highland Avenue, Wolfville, NS, Canada B4P 1Y7
| | - Carol Wong
- Arthur Labatt Family School of Nursing, Health Sciences Addition H27, University of Western Ontario, 1151 Richmond Street, London, ON, Canada N6A 5C1
| | - Maura MacPhee
- UBC School of Nursing, T201 2211 Wesbrook Mall, Vancouver, BC, Canada V6T 2B5
| | - Judith Ritchie
- McGill University Health Centre Research Department, 1650 Cedar Ave, Suite D6-156, Montreal, QC, Canada H3G 1A4
| | - Angela Wolff
- Clinical Education, Fraser Health, Professional Practice and Integration, #100 - 13450 102nd Ave., Surrey, BC, Canada V3T 5X3
| | - Sandra Regan
- Arthur Labatt Family School of Nursing, The University of Western Ontario, Health Sciences Addition H25, London, ON, Canada N6A 5C1
| | - Ann Rhéaume-Brüning
- Universite de Moncton, School of Nursing Science, Faculty of Health Sciences and Community Services, Pavillon Jacqueline-Bouchard, 51, avenue Antonine-Maillet, Moncton, NB, Canada E1A 3E9
| | - Lianne Jeffs
- Nursing/Clinical Research, Nursing Administration, St. Michael's Hospital, 30 Bond Street, Toronto, ON, Canada M5B 1W8
| | - Carol Young-Ritchie
- London Health Sciences Centre, 800 Commissioners Road East, London, ON, Canada N6A 5W9
| | - Doris Grinspun
- Registered Nurses' Association of Ontario, 158 Pearl St, Toronto, ON, Canada M5H 1L3
| | - Mary Ellen Gurnham
- Nova Scotia Health Authority, Halifax, Eastern Shore and West Hants, Room 125, 7B Centennial Building, 1276 South Park Street, Halifax, NS, Canada B3H 2Y9
| | - Barbara Foster
- Office of Nursing Policy, Health Policy Branch, Health Canada, Rm B529, 200 Promenade Eglantine Driveway, PL 1905B, Tunney's Pasture, Ottawa, ON, Canada K1A 0K9
| | - Sherri Huckstep
- Victorian Order of Nurses, 2150 Islington Ave, #301, Toronto, ON, Canada M9P 3V4
| | - Maurio Ruffolo
- Providence Care, 340 Union Street, Kingston, ON, Canada K7L 5A2
| | - Judith Shamian
- International Council of Nurses, 3, Place Jean Marteau, 1201 Geneva, Switzerland
| | - Vanessa Burkoski
- London Health Sciences Centre, 800 Commissioners Road East, PO Box 5010, London, ON, Canada N6A 5W9
| | - Kevin Wood
- Arthur Labatt Family School of Nursing, The University of Western Ontario, Health Sciences Addition H38, London, ON, Canada N6A 5C1
| | - Emily Read
- Arthur Labatt Family School of Nursing, The University of Western Ontario, Health Sciences Addition H38, London, ON, Canada N6A 5C1
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