Institutional stress and job performance among hospital employees

Competence Development and Collaborative Climate as Antecedents of Job Performance, Job Commitment and Uncertainty: Validation of a Theoretical Model across Four Hospitals

Knowledge is lacking regarding how organizational factors are associated with uncertainty in patient treatment. Thus, the aim of the current study was to investigate how competence development and collaborative climate relates to job performance and job commitment, and further whether job performance and job commitment relate to uncertainty. Additionally, we examined whether these associations differed between four different hospitals. We applied data from 6445 hospital workers who provided care to patients. Basic statistics and structural equation modelling (SEM) were used to test the validity of the theoretical model developed in the study and the hypothesized associations. All hypothesized paths between the latent variables were significant and in accordance with the model across the four hospitals. The current study has implications for practical human resource management and indicates that competence development should be strengthened at the individual level and collaborative climate should be strengthened at the ward level. Strengthening competence development and collaborative climate can increase job performance and job commitment of individual workers and reduce uncertainty during care in hospital settings.

Awareness of occupational health hazards and occupational stress among dental care professionals: Evidence from the GCC region

A hazardous work environment creates critical concerns, and resultantly, workers may suffer from job-related stress. So, this study aimed at identifying the nature of hazards prevailing in dental hospitals and their role in increasing job-related stress. The study also assumes that awareness of the existence of health hazards and their possible risk will originate the stress. To conduct the study, close-ended questionnaires were administered to 300 workers having more than 1 year of experience in Oral and Dental Health Services provided by the Kingdom of Bahrain. In total, 222 responses with an acceptable level of accuracy were included for statistical treatment. Results confirmed the prevalence of ergonomic, biological, physical, and, to some extent, chemical hazards in the workplace. Results revealed that stress befalls the employees as they know their exposure to these hazards. Ergonomic hazards have the highest prevalence, chemical hazards are the least prevalent, while biological and physical hazards fall in between. This study enriches the related bank of literature by tapping the hazards specifically in the dental hospitals' environment with the degree of intensity of their prevalence within the context at hand. The study of the impact of these workplace health hazards on occupational stress with mediating effect of awareness is also an addition to the existing literature. The findings may help hospital administrators to take correct measures to manage job-related stress that is counterproductive and take remedial steps to mitigate these hazards.

How Job Demands and Resources Relate to Experiences of Bullying and Negative Acts among University Employees

This article addresses a gap in the work psychology literature regarding psychosocial working conditions and bullying among staff in academic organizations. We examine the influences, institutional demands, and resources attached to given academic positions, such as how the level of social support and cooperation influence the level of experienced negative acts at work and bullying in different work groups in an academic work environment. We also examine whether some professions or positions in an academic organization are more vulnerable due to organizational structure, perceived and experienced resources, and demands to bullying or experiencing more negative acts at work. A common division of different employees in the university sector is between administrative/technical staff and scientific personnel. Our hypothesis in this study is that there are significant differences among these two groups regarding levels of experienced social support and cooperation, as well as levels of experienced negative acts at work. We postulate that differences in job demands and resources lead to significantly different levels of self-reported bullying for the two main groups of personnel. We expect scientific personnel to be more exposed to negative acts at work and bullying due to differences in the demands and resources associated with these positions.