Organisational support, organisational identification and organisational citizenship behaviour among male nurses

The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction

The main aim of this study is to analyze the impact of green human resource management on organizational citizenship behavior through the mediating role of organizational identification and job satisfaction in Portuguese companies certified by ISO 14001. A survey was applied to a sample of 120 collaborators who work in ISO 14001 certified Portuguese industrial companies. Results indicate that there is a mediation model, which uses the effect of job satisfaction in the relationship between green human resource management and its impact on organizational citizenship behavior. This study proves to be important when understanding the individual effects caused by a green human resource management system.

Job change among early career nurses and related factors: A postgraduation 4-year follow-up study

AIMS

This study aimed to identify the job change status and related factors among nurses during the first 4 years of their professional life.

BACKGROUND

The early turnover and job change of nurses results in negative patient and nurse outcomes and financial losses.

METHODS

A prospective longitudinal observational design and convenience sampling were used. From five nursing schools in South Korea, 526 individuals participated in the first survey conducted before graduation; 317 and 338 individuals participated in the second and third surveys, respectively (4 months after employment, and 4 years after graduation).

RESULTS

In total, 42.0% of the participants remained at the hospital of their first job, 26.6% switched hospitals, and 12.1% moved to a nonhospital job. Multinomial logistic regression analyses showed that switching hospitals was associated with nurses' grade point average, type of hospital, first job satisfaction, and current pay. Moving to a nonhospital job was related to gender, type of hospital, current pay, and work-life balance.

CONCLUSION

To reduce the early turnover and job change, hospitals should provide educational programmes for nurses, support male nurses, and increase job satisfaction and work-life balance.

IMPLICATIONS FOR NURSING MANAGEMENT

Since this study addresses the working conditions and satisfaction of individuals who were re-employed after experiencing job turnover, it clarifies how nurse managers may reduce turnover. Namely, nurse managers should establish a work environment promoting good work-life balance.

The effects of professionalism and behavior by organizational citizenship (OCB) as mediating variables on the effect of personality on performance (a study on Makassar Police)

Purpose

This study aims to determine the effect of personality on professionalism.

Design/methodology/approach

This research was conducted in Makassar Police Office in Makassar City. The reason for conducting the research in the police officer was the low performance of police officers in Makassar Police while the workload was very high. The population in this study were all 1,185 police officers in Makassar Police Office. Using the probability sampling technique, there were 299 police officers selected as respondents. Further, this study employs descriptive statistical analysis and inferential statistical analysis using generalized structure component analysis (GSCA) as data analysis methods.

Findings

The result found that there is a significant effect of personality on professionalism and OCB. Different results are obtained on the effect of personality on performance, which has no significant effect. However, there is an indirect effect of personality on performance through professionalism and OCB as mediating variables. The results also found that there is a significant influence between Professionalism on OCB and performance, as well as a significant influence between OCB on Performance.

Originality/value

This study focus to determine the effect of personality on professionalism. It has never been done before, so this study will contribute a new empirical explanation on both relationships. In addition to differences in the use of constructs and measurements, this research is also different in terms of the analysis unit. This study examines the effect of organizational citizenship behavior (OCB) on the performance of members/employees. This research is different from previous researches which generally examine the effect of OCB with group performance such as performed by George and Bettenhausen (1990), Podsakoff et al. (1997), which both found a close association between OCB and group performance. This study examines the performance of individual members because the tasks of members of the police force require professional ability in individuals who are expected to give a good image to the police in general.

Factors influencing intention to stay of male nurses: A descriptive predictive study

Nurse shortages and nurse attrition are high in many countries, and there is also a dearth of male nurses in the profession. This study aimed to examine the level of intention to stay and ten predictors of this among male nurses in China. A descriptive, predictive study was administered to 480 registered male nurses. Eight research instruments were used to collect data. Descriptive statistics and binary logistic regression were employed to analyze the data. The overall intention to stay in the nursing profession as perceived by male nurses was at a moderate level. Binary logistic regression demonstrated that work group cohesion, transformational leadership, career growth, and job satisfaction were significant predictors, explaining 32.2% of the total variance for intention to stay. The findings of this study provide suggestions for nursing administrators and policymakers to develop appropriate strategies or interventions to increase the intention to stay for male nurses to stay in the profession, based on the four predictors.

Factors Influencing Turnover Intention among Male Nurses in Korea

The study examined predictors of male nurse turnover intention in Korea using data collected from Korean hospitals. The results were obtained based on a secondary analysis of data previously collected from 306 male nurses in 16 regions of Korea from December 2014 to February 2015. Our findings suggest that male nurse turnover intention is predicted by (1) individual factors: single (B = 0.93, p = 0.008); (2) organizational factors: organizational commitment (B = -0.36, p < 0.001), job satisfaction (B = -0.27, p = 0.001), and job stress (B = 0.24, p < 0.001); and (3) social factors: hospital location in medium-categorized cities (B = 0.70, p = 0.012) and kinship responsibility (B = 0.13, p = 0.026). These factors accounted for 56.9% of the total variance. To lower the rate of turnover intention among male nurses, strategic interventions should be implemented based on the factors identified in this study.

Provision of Care to the People with HIV: Voices of Professional Nurses in the Public Hospitals of Limpopo Province, South Africa

The battle against the Human Immunodeficiency Virus (HIV) and Acquired Immunodeficiency Syndrome (AIDS) epidemic are still raging in South Africa (SA) despite all the preventive strategies implemented via the five-year strategic plan (2011-2015). The intensity of the AIDS pandemic in SA creates additional challenges for the health workers as they have to deal with an increasing number of people who suffer from this disease. Professional nurses are a critical part of the workforce. The qualitative, explorative, descriptive, and contextual study design was conducted in five public hospitals from each district of Limpopo Province. The purpose of the study was to explore and describe experiences regarding support received by professional nurses while providing care to HIV and AIDS patients in the public hospitals of Limpopo Province. Purposive sampling was employed to select the participants who provided care to HIV and AIDS patients for 24 months or more. The recruitment of participants continued until data saturation was reached at participant number 20. Data were collected through face-to-face individual interviews using a semi-structured guide. Data were analyzed using Tech's qualitative data analysis method. Trustworthiness was measured through credibility, dependability, confirmability, and transferability. Findings: Emotional and physical strain due to a shortage of staff, heavy workload, staff turnover, and high absenteeism were experienced by the nurses fulfilling these tasks. Exhaustion, fatigue, increased levels of stress, and lack of training, counselling, debriefing sessions, recognitions, and reward systems were also experienced. Recommendations: A program for support of all professional nurses providing care to HIV and AIDS patients should be conceptualized and implemented.

Organizational Citizenship Behavior among Nurses: The Influence of Organizational Trust and Job Satisfaction

AIM

This study was conducted to determine the relationship between nurses’ organizational citizenship behavior organizational citizenship behavior and organizational trust and job satisfaction.

METHOD

This descriptive study was carried out in March and April 2014 among 429 nurses working in a private hospital which had an International Joint Commission International Accreditation Certificate. “A Descriptive Information Form”, “Organizational Citizenship Behavior Scale”, “Organizational Trust Inventory” and “Minnesota Job Satisfaction Scale” were used in data collection. The required permissions and approvals were obtained from the authors of the scales, the ethics committee and the institution. Frequency, percentage, Pearson Correlation and multiple regression analysis were used in the analysis of the data.

RESULTS

In this study, it was determined that organizational citizenship behavior levels of nurses were high (M=5.45±0.59). It was determined that the nurses demonstrated the highest organizational citizenship behavior with regard to conscientiousness (M=6.10±0.56), and they demonstrated the lowest organizational citizenship behavior with regard to courtesy (M= 4.54±0.69). It was determined that organizational citizenship behavior had a significant positive relationship with organizational trust and job satisfaction (p<0.001). According to the regression analysis, it was determined that organizational trust was explained with 13.5% of the nurses’ organizational citizenship behavior levels while job satisfaction was related to 80.9% of the nurses’ organizational citizenship behavior levels.

CONCLUSION

As a result of this study, it was found that organizational trust and job satisfaction influenced organizational citizenship behavior. Nursing managers should encourage improvements and make plans to teach nurses behaviors beyond those normally expected.

Factors associated with the nurses’ intent to stay in China, Japan, and Korea: an integrative review

Objective

Nurse's dimission and attrition are globally considered as a public health issue. However, few studies have focused on the nurse shortage from the perspective of intent to stay, as previous studies have focused only on why they left. The purpose of this study was to conduct an integrative review of the factors connected with why nurses in China, Japan, and Korea stay in their current workplace.

Methods

The review was done using three databases namely CNKI, Wanfang, and Web of science. The relevant studies published by Chinese, Japanese, and Koreans from 2010 were also included in this review. Literature screening and data extraction were performed by the two researchers, and the qualitative research methods were used for analysis.

Results

A total of 17 studies were analyzed in this review and of these two were qualitative and 15 were quantitative. Three themes and six sub-themes emerged from the synthesization of the data of 17 studies, which will help us to find the factors for nurses’ intent to stay. The three aspects such as professional characteristics, nurses’ individual characteristics, and organizational factors are the main contributing factors of nurses’ intent to stay.

Conclusions

This integrated review has thrown some important factors about nurses’ intent to stay. It is increasingly clear that when (1) nurses have a good professional status, (2) nurses could enjoy a good working relationship, (3) the workplace could meet the needs of personal development, and (4) nurses have good organizational support and excellent leaders, they are inclined to stay in their current jobs. Managers need to adopt targeted measures to improve nurses’ intent to stay and to provide a practical reference for health care institutions and managers in different countries and areas to increase the retention rate of nurses and to alleviate the current situation of nurse shortage.

Association between ethical leadership, ethical climate and organizational citizenship behavior from nurses' perspective: a descriptive correlational study

Background

Ethical leadership plays an important role in improving the organizational climate and may be have an effect on citizenship behavior. Despite the growing emphasis on ethics in organizations, little attention to has been given this issue. The purpose of this study was to identify ethical leadership, an ethical climate, and their relationship with organizational citizenship behavior from nurses’ perspective.

Methods

In this descriptive correlational study, 250 nurses in twelve teaching hospitals in Tehran were selected by multistage sampling during 2016–2017. The data were collected using Ethical Leadership Questionnaire, Hospital Ethical Climate Survey, and Organizational Citizenship Behavior Scale.

Results

The findings showed a significant correlation between ethical leadership in managers, organizational citizenship behavior (P = 0.04, r = 0.09) and an ethical climate (P < 0.001, r = 0.65). There was a significant correlation between an ethical climate and nurses’ organizational citizenship behavior (P < 0.001, r = 0.61). The regression analysis showed that ethical leadership and an ethical climate is a predictor of organizational citizenship behavior and confirms the relationship between the variables.

Conclusion

Applying an ethical leadership style and creating the necessary conditions for a proper ethical climate in hospitals lead to increased organizational citizenship behavior by staff. To achieve organizational goals, nurse managers can use these concepts to enhance nurses’ satisfaction and improve their performance.

Organisational citizenship behaviour: Sensitization to an organisational phenomenon

AIM

The purpose of this article is to sensitize managers to the phenomenon of organisational citizenship behaviours-extra-role behaviours in which employees participate without expecting rewards and that bring forth positive impacts for the organisation.

BACKGROUND

In a context of recurring budget cuts, health care organisations are expected to provide quality and safe care. Organisational citizenship behaviour is one of the measures that organisations can use to meet this mandate.

LITERATURE REVIEW

A literature review of English scholarly articles available on the ABI Inform platform, and PubMed was undertaken.

KEY ISSUES

Individual and organisational factors influence the presence of organisational citizenship behaviour. Such behaviour can have positive and negative impacts.

CONCLUSIONS

Managers can influence the presence of organisational citizenship behaviour in their organisation through their leadership style and the organisational culture.

IMPLICATIONS FOR NURSING MANAGEMENT

A better knowledge of organisational citizenship behaviour, and its antecedents allows managers to identify organisational citizenship behaviour and implement measures to facilitate and encourage it in their organisation.

Employees’ Perceptions of Green HRM and Non-Green Employee Work Outcomes: The Social Identity and Stakeholder Perspectives

Green human resource management (green HRM) refers to a set of HRM practices that organizations adopt to improve employee workplace green performance. While the effect of perceived green HRM on employee workplace green performance has received some empirical support, its relationship with employee non-green workplace outcomes remains unexplored and, therefore, unknown. This research tests an integrative moderated-mediation model related to the relationship between perceived green HRM and non-green workplace outcomes including employee task performance, organizational citizenship behavior toward the organization (OCBO) and intention to quit, and the underlying mechanisms. Analyses of the multisourced data reveal that perceived green HRM influences these three non-green employee workplace outcomes through a motivational social and psychological process (i.e., organizational identification). Perceived organizational support (POS) moderates the effect of perceived green HRM on organizational identification and the indirect effect of perceived green HRM on the three employee workplace outcomes, via the mediation of organizational identification. This research advances our knowledge about the relationship between perceived green HRM and non-green employee workplace outcomes.

Workplace ostracism and employee silence in nursing: the mediating role of organizational identification

AIMS

The aim of this study was to examine the direct and indirect effect, through organizational identification, of workplace ostracism on nurses' silence towards patient safety.

BACKGROUND

Employee silence in nursing has recently received attention in relation to its antecedents. Yet, very little is known about the role of workplace ostracism in generating nurses' silence.

DESIGN

A cross-sectional survey was conducted in a public hospital in Cyprus.

METHOD

Data were collected from 157 nurses employed in a public hospital of Cyprus between November 2014-January 2015. To examine the present hypotheses bootstrapping analysis and Sobel test were conducted.

RESULTS

Results demonstrated that workplace ostracism has an effect on nurses' silence towards patient safety. Moreover, this effect was partially mediated through organizational identification.

CONCLUSIONS

Workplace ostracism among nurses significantly affects both nurses' attitude and behaviour namely organizational identification and employee silence.

Antecedents and outcomes of perceived organizational support: a literature survey approach

Purpose

– Riggle et al.’s (2009) and Rhoades and Eisenberger (2002) literature surveys are the latest available studies on antecedents and outcomes of perceived organizational support (POS). Riggle et al. work considered studies on outcomes of organizational support (1986-2006), while Rhoades and Eisenberger worked on both antecedents and consequences (1986-2002). There are seven years since no work has been done on the outcomes and almost 12 years since no work has been done on the antecedents of POS. Considering the gap, the paper aims to investigate the antecedents and outcomes of POS.

Design/methodology/approach

– In total, 170 studies were included in meta-analysis containing at least one of the antecedent or outcomes. Riggle et al. included 167 studies, while Rhoades and Eisenberger study covered 70 studies in their literature survey studies for the period of 1986-2006. This study adds value to the work of Riggle et al., by looking at the studies conducted from January 2007 to September 2013; and Rhoades and Eisenberger by investigating the antecedents of POS from January 2003 to September 2013.

Findings

– Findings of the study revealed that POS is largely influenced by justice, growth opportunities, supervisor support, and coworker support. While having a profound look at the outcomes it is evident that POS significantly influence employee engagement, job satisfaction, and organizational commitment; while its impact on organizational citizenship behavior and turnover intentions is moderate.

Practical implications

– This research endeavor leaves a valuable message for management as POS is noticed to have profound effects on employee attitudes and behaviors at work.

Originality/value

– This study adds value by offering meta-analysis of the antecedents and outcomes of POS for latest available literature (i.e. 2003-2013 for antecedents and 2007-2013 for outcomes).