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Abou Hashish EA, Alsayed S, Alnajjar HA, Bakar SAA. The relationship between organizational justice and bullying behaviors among nurses: the role of nurse managers' caring behaviors. BMC Nurs 2024; 23:503. [PMID: 39044188 PMCID: PMC11265478 DOI: 10.1186/s12912-024-02134-1] [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: 04/04/2024] [Accepted: 06/28/2024] [Indexed: 07/25/2024] Open
Abstract
BACKGROUND Organizational justice is pivotal in fostering a fair and supportive workplace culture, which strengthens the connections between managers and nurses, among nurses themselves, and ultimately, between nurses and their patients. Assessing the perceived levels of organizational justice and managerial behaviors can identify key areas for improving nurses' commitment and loyalty, while simultaneously reducing incidents of workplace bullying. PURPOSE This study aims to investigate how bedside nurses perceive organizational justice, nurse managers' caring behaviors, and their exposure to workplace bullying. Additionally, it seeks to explore the relationship between organizational justice, nurse managers' caring behaviors, and nurses' perceived exposure to workplace bullying. METHODS A descriptive-correlational study was conducted in the inpatient care unit of a Saudi hospital. A convenience sample of 256 nurses participated, completing the Organizational Justice Questionnaire (OJQ), the Caring Factor Survey: Caring of the Manager (CFS-CM), and the Negative Acts Questionnaire-Revised (NAQ-R). The collected data were analyzed using descriptive statistics and regression analysis. RESULTS Descriptive statistics revealed moderate levels of perceived organizational justice and managerial caring behaviors among nurses, alongside low reported exposure to workplace bullying. Significant correlations were found among the studied variables, indicating that higher perceived organizational justice was associated with higher managerial caring and lower workplace bullying (p < 0.05). Mediation analysis demonstrated a significant indirect effect of organizational justice on workplace bullying through the mediating role of nurse managers' caring behaviors (a×b = -0.0652, p < 0.001). Furthermore, the direct effect of organizational justice on workplace bullying remained significant even when accounting for the mediator (c = -0.5509, p < 0.001). CONCLUSION This study highlights the vital role of organizational justice and managerial caring in cultivating a positive work environment and mitigating workplace bullying. Implementing clear policies and procedures while promoting fairness and equality in resource allocation, decision-making processes, and interactions are essential strategies for fostering positive attitudes and work behaviors among nurses.
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Affiliation(s)
- Ebtsam Aly Abou Hashish
- College of Nursing - Jeddah, King Saud Bin Abdul-Aziz University for Health Sciences, King Abdulaziz Medical City, National Guard Health Affairs, Mail Code 6565, P.O.Box.9515, Jeddah, 21423, Saudi Arabia.
- King Abdullah International Medical Research Center, Jeddah, Saudi Arabia.
- Faculty of Nursing, Alexandria University, Alexandria, Egypt.
| | - Sharifa Alsayed
- College of Nursing - Jeddah, King Saud Bin Abdul-Aziz University for Health Sciences, King Abdulaziz Medical City, National Guard Health Affairs, Mail Code 6565, P.O.Box.9515, Jeddah, 21423, Saudi Arabia
- King Abdullah International Medical Research Center, Jeddah, Saudi Arabia
| | - Hend Abdu Alnajjar
- College of Nursing - Jeddah, King Saud Bin Abdul-Aziz University for Health Sciences, King Abdulaziz Medical City, National Guard Health Affairs, Mail Code 6565, P.O.Box.9515, Jeddah, 21423, Saudi Arabia
- King Abdullah International Medical Research Center, Jeddah, Saudi Arabia
| | - Siti Awa Abu Bakar
- College of Nursing - Jeddah, King Saud Bin Abdul-Aziz University for Health Sciences, King Abdulaziz Medical City, National Guard Health Affairs, Mail Code 6565, P.O.Box.9515, Jeddah, 21423, Saudi Arabia
- King Abdullah International Medical Research Center, Jeddah, Saudi Arabia
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Chen J, Xu J, Lu Y, Tang W. Predictive effects of organizational justice on job satisfaction in bus drivers: the moderating effects of role overload and proactive personality. BMC Public Health 2024; 24:1294. [PMID: 38741068 DOI: 10.1186/s12889-024-18801-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/15/2023] [Accepted: 05/08/2024] [Indexed: 05/16/2024] Open
Abstract
BACKGROUND There have been few longitudinal studies on Chinese bus drivers and the individual differences in the relationships between organizational justice and job satisfaction. This study examined the organizational justice and job satisfaction in bus drivers and the individual differences in this relationship. METHODS A two-wave longitudinal study design was employed. A first survey was conducted on 513 Chinese bus drivers in October 2021 that collected socio-demographic information and asked about their perceptions of organizational fairness. A second survey was conducted six months later that asked about role overload and job satisfaction and assessed their proactive personality type. An effect model was then used to explore the moderating effects of role overload and proactive personality type on the relationships between organizational justice and job satisfaction. RESULTS Both procedural and interactive justice predicted the bus drivers' job satisfaction. Proactive personalities and role overload were found to enhance this relationship. CONCLUSIONS Organizations could benefit from screening at the recruitment stage for drivers with highly proactive personalities. Relevant training for drivers with low proactive personalities could partially improve employee job satisfaction. When viewed from a Chinese collectivist cultural frame, role overload could reflect trust and a sense of belonging, which could enhance job satisfaction. Finally, to improve employee job satisfaction, organizations need to ensure procedural and interactive justice.
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Affiliation(s)
- Jingyue Chen
- School of Business, Sichuan University, Chengdu, China
| | - Jiuping Xu
- School of Business, Sichuan University, Chengdu, China.
| | - Yi Lu
- School of Business, Sichuan University, Chengdu, China
| | - Wanjie Tang
- West China School of Public Health, Sichuan University, Chengdu, China.
- Institute of Psychiatry, Psychology & Neuroscience, King's College London, London, UK.
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Gülşen M, Kutlu A. The effectiveness of a training program on perceptions of caring culture among Turkish nurses: A quasi-experimental trial. Int Nurs Rev 2024; 71:122-129. [PMID: 37466051 DOI: 10.1111/inr.12864] [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] [Received: 10/18/2022] [Accepted: 06/19/2023] [Indexed: 07/20/2023]
Abstract
AIM To assess the effectiveness of a training program on perceptions of caring culture among Turkish nurses and investigate the relationships among caring culture, job satisfaction, and intention to leave. BACKGROUND Every organisation has its on culture with its vairous components including values, symbols, practices and policies. Healthcare organizations need a favorable caring culture to support nurses and other professional working in the organisation. METHODS This was a quasi-experimental trial of an educational intervention conducted between October and December 2020 at a university hospital in Turkey. The sample of the study consisted of 86 nurses. A four-week training program based on caring culture was provided for the training group. The data were collected using a Personal Information Form, the Turkish version of the Caring Culture Survey, and the Job Satisfaction Scale. Intention to leave was measured with a single question. FINDINGS The mean total caring culture and personal caring scores of the training group were significantly higher after the training than before (p < 0.05). There were significant positive correlations between the mean caring culture total and subscale scores of the participants and their total job satisfaction scores. Besides, there were significant negative correlations between the caring culture total and subscale scores of the participants and their intentions to leave, but these relationships were weak or moderate (p < 0.05). CONCLUSION This training program based on caring culture can contribute to improving the caring culture perceptions of nurses. Caring culture is positively related to job satisfaction and negatively related to intentions to leave. IMPLICATIONS FOR NURSING AND HEALTH POLICY Healthcare organizations should prioritize creating a caring culture and designing initiatives that focus on caring culture. The perceptions of nurses about caring culture should be measured and identified regularly.
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Affiliation(s)
- Mehmet Gülşen
- Department of Nursing Management, Faculty of Health Sciences, Manisa Celal Bayar University, Manisa, Turkey
| | - Adalet Kutlu
- Department of Nursing Management, Faculty of Health Sciences, Manisa Celal Bayar University, Manisa, Turkey
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Chang HY, Lee IC, Tai SI, Ng NY, Shiau WL, Yu WP, Cheng TCE, Teng CI. Professional engagement: Connecting self-efficacy to actual turnover among hospital nurses. J Adv Nurs 2023; 79:4756-4766. [PMID: 37334431 DOI: 10.1111/jan.15737] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/19/2022] [Revised: 05/08/2023] [Accepted: 06/01/2023] [Indexed: 06/20/2023]
Abstract
AIMS To examine how nurses' self-efficacy impacts professional engagement (professional opportunities exploration and workplace improvement participation), nurses' turnover intention and further on actual turnover. BACKGROUND The problem of nursing shortage has become a common global issue. Nurses' self-efficacy could reduce nurses' turnover intention. However, whether professional engagement could connect nurses' self-efficacy and their actual turnover remains unknown. DESIGN This study adopts a three-wave follow-up design. METHODS This study uses proportionate random sampling to survey nurses in a large medical centre in Taiwan. Totally, 417 participants were enrolled from December 2021 to January 2022 (first wave) and followed up from February 2022 to March 2022 (second wave). The data of nurses' actual turnover (or not) were traced in May 2022 (third wave). STROBE statement was chosen as the EQUATOR checklist. RESULTS Self-efficacy was positively linked to outcome expectation, which is positively linked to professional opportunities exploration. Self-efficacy was positively linked to career interest and workplace improvement participation. Professional engagement was negatively linked to nurses' intention to leave the target hospital, which was positively linked to actual turnover. CONCLUSION This study uniquely finds that professional engagement is the key to the mechanism underlying the influence of nurse' self-efficacy on their actual turnover. IMPACT Our findings impact nursing management that professional engagement is as well important as nurses' self-efficacy, with an aim to maintain the professional nursing workforce. PATIENT OR PUBLIC CONTRIBUTION Nurses complete the questionnaires, return them to the investigators and permit investigators to check their personnel data.
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Affiliation(s)
- Hao-Yuan Chang
- School of Nursing, National Taiwan University, Taipei, Taiwan
| | - I-Chen Lee
- Department of Industrial and Business Management, Chang Gung University, Taoyuan City, Taiwan
- Craniofacial Research Center, Chang Gung Memorial Hospital at Linkou, Taoyuan City, Taiwan
- Department of Business and Management, Ming Chi University of Technology, Taipei, Taiwan
| | - Shih-I Tai
- Graduate Institute of Management, Chang Gung University, Taoyuan City, Taiwan
| | - Nga Yan Ng
- Department of Industrial and Business Management, Chang Gung University, Taoyuan City, Taiwan
| | - Wen-Lung Shiau
- Department of Information Management, Chang Gung University, Taoyuan City, Taiwan
| | - Wen-Pin Yu
- Department of Nursing, Chang Gung Medical Foundation, Chang Gung Memorial Hospital, Taoyuan City, Taiwan
- Chang Gung University of Science and Technology, Taoyuan City, Taiwan
| | - T C E Cheng
- Faculty of Business, Department of Logistics and Maritime Studies, The Hong Kong Polytechnic University, Hong Kong SAR, PRC
| | - Ching-I Teng
- Department of Business and Management, Ming Chi University of Technology, Taipei, Taiwan
- Graduate Institute of Management, Chang Gung University, Taoyuan City, Taiwan
- Department of Physical Medicine and Rehabilitation, Chang Gung Memorial Hospital, Taoyuan City, Taiwan
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Kesti R, Kanste O, Konttila J, Oikarinen A. Quality of working life of employees in public healthcare organization in Finland: A cross-sectional study. Nurs Open 2023; 10:6455-6464. [PMID: 37337381 PMCID: PMC10416035 DOI: 10.1002/nop2.1896] [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] [Received: 01/24/2023] [Revised: 05/16/2023] [Accepted: 06/05/2023] [Indexed: 06/21/2023] Open
Abstract
AIM Work dissatisfaction, burnout and workforce shortage are major problems in healthcare globally, all of which are associated with QWL. Previous studies have found that the QWL of healthcare professionals is moderate or low. The aim was to describe the quality of working life (QWL) of employees working in public healthcare and describe the association between QWL and background variables. DESIGN This study had a quantitative cross-sectional survey design. METHODS Data was collected from the employees of a Finnish healthcare organization in autumn 2021 using an online questionnaire (n = 837). Convenience sampling was used in the selection of the healthcare organization. The study was reported according to STROBE guidelines. RESULTS The QWL was moderate, and the mean QWL index calculated from the questionnaire responses was 0.524. The QWL index was lowest in healthcare professionals and highest in upper management, with some dissatisfaction towards leadership noted.
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Affiliation(s)
- Reetta Kesti
- Master of Health Sciences, Research Unit of Nursing Science and Health Management, Faculty of MedicineUniversity of OuluOuluFinland
| | - Outi Kanste
- PhD, Adjunct Professor, University Lecturer, Research Unit of Nursing Science and Health Management, Faculty of MedicineUniversity of OuluOuluFinland
| | - Jenni Konttila
- PhD, Post‐doctoral Researcher, Research Unit of Nursing Science and Health Management, Faculty of MedicineUniversity of OuluOuluFinland
| | - Anne Oikarinen
- PhD, University Lecturer, Research Unit of Nursing Science and Health Management, Faculty of MedicineUniversity of OuluOuluFinland
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Sun J, Yang Z, Zhu T, Jiang Z, Zheng X, Li C, Cao X. The impact of organizational justice on psychological distress among Chinese public hospitals nurses: A cross-sectional study. Medicine (Baltimore) 2023; 102:e33684. [PMID: 37115045 PMCID: PMC10145746 DOI: 10.1097/md.0000000000033684] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/22/2023] [Revised: 04/04/2023] [Accepted: 04/13/2023] [Indexed: 04/29/2023] Open
Abstract
Few studies have explored the association between organizational justice and mental health, particularly in collectivist countries. Hence, the aim of the present study was to evaluate the impact of organizational justice on psychological distress and to discuss the findings in collectivist culture. A cross-sectional survey was conducted among nurses from public hospitals in western of China, July 2022, which followed the STROBE guidelines. This study used Chinese versions of the Organizational Justice Scale and Kesseler Psychological Distress Scale to assess the perceptions of organizational justice and mental health levels, respectively. A total of 663 nurses completed the questionnaires. The psychological distress of university-educated and low-income nurses was poor. There was a moderately positive relationship between organizational justice and psychological distress (R = 0.508, P < .01), indicating that the greater level of organizational injustice, the poorer mental health. Hierarchical regression analysis showed that organizational justice was an strong predictor of psychological distress, accounting for approximately 20.5% of the psychological distress. The findings of this study highlight the importance of interpersonal injustice and distributive injustice on psychological distress specific in Chinese culture, suggesting that nursing management or leaders should notice that the most being taken seriously by nurses is their recognition and respect for subordinate, meanwhile, alerting nurses, in some sense, a negative relationship with leaders as a kind of workplace bullying could harm their mental health. The promulgation of organizational justice policy to protect employees from the government and the real role of employee labor union organizations are urgently needed.
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Affiliation(s)
- Jing Sun
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Zhilan Yang
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Tao Zhu
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Zhihong Jiang
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Xiuli Zheng
- Affiliated Hospital of Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Chunlian Li
- Affiliated Hospital of Shanxi University of Traditional Chinese Medicine, Taiyuan, China
| | - Xiaoxia Cao
- School of Nursing, Shanxi University of Traditional Chinese Medicine, Taiyuan, China
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Nelson J, Vrbnjak D, Thomas PL, Gözüm S, de Barros ALBL, Itzhaki M. The Healthcare Environment Survey: A multicountry psychometric evaluation of nurses' job satisfaction. Int Nurs Rev 2023; 70:127-139. [PMID: 35639566 DOI: 10.1111/inr.12770] [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: 06/03/2021] [Accepted: 04/16/2022] [Indexed: 11/27/2022]
Abstract
AIM To evaluate the properties of a reduced-item Healthcare Environment Survey measuring nurses' job satisfaction across eight countries. BACKGROUND There is currently no rigorously tested international measure of nurses' job satisfaction that can be used internationally to improve the nurse work environment. METHODS Nursing staff from 11 hospitals in eight countries participated in this study. The original 57-item, 11-facet Healthcare Environment Survey was evaluated for reliability, validity, and measurement invariance: Cronbach's alpha was used to test for reliability; construct, discriminate, and convergent testing were used to test validity; and invariance testing including configural, metric, and scalar tests were used to study measurement invariance between the countries. RESULTS 2,046 nursing staff completed the survey. Reliability was established for all six subscales and the combined composite score. Both validity and measurement invariance were supported in every test conducted. An excellent model fit was found for the final 19-item, 6-facet Healthcare Environment Survey that explained 82% of the variance of nurses' job satisfaction. CONCLUSIONS Findings suggest the instrument is an efficient measure of nurses' job satisfaction across multiple countries. Longitudinal testing for invariance will be needed to ensure the model remains a good fit. Testing more countries will also verify model fit. IMPLICATIONS FOR NURSING The instrument can be used to measure nurse job satisfaction globally. IMPLICATIONS FOR NURSING POLICY The instrument can be used to assess interventions to improve the social (patient, unit manager, and coworker) and technical (professional rewards, autonomy, and professional growth) aspects of nurse job satisfaction.
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Affiliation(s)
- John Nelson
- Healthcare Environment, St. Paul, Minnesota, USA
| | - Dominika Vrbnjak
- Faculty of Health Sciences, University of Maribor, Maribor, Slovenia
| | - Patricia L Thomas
- Associate Dean Faculty Affairs and Associate Professor, College of Nursing, Wayne State University, Detroit, Michigan, USA
| | - Sebahat Gözüm
- Head of Department, School of Nursing & Professor at Department of Public Health Nursing, Akdeniz University, Antalya, Turkey
| | | | - Michal Itzhaki
- Head of Department of Nursing, School of Health Professions, Sackler Faculty of Medicine, Tel Aviv University, Tel Aviv, Israel
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Vásquez-Trespalacios EM, Aranda-Beltrán C, López-Palomar MDR, Calderón-Mafud JL, Román-Calderón JP, Vaamonde JD, Leon-Cortes S. Organizational identification and burnout syndrome in healthcare workers: The mediating effect of organizational justice. Work 2023:WOR220107. [PMID: 36710700 DOI: 10.3233/wor-220107] [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: 01/25/2023] Open
Abstract
BACKGROUND Healthcare workers typically perform their work under adverse conditions, increasing their susceptibility to developing burnout syndrome (BO). The paucity of research on the relationship between organizational identification (OI) and perceptions of organizational justice has created the need to address this topic more deeply. OBJECTIVE This study aimed to assess the relationship between OI and BO, identifying whether perceptions of organizational justice act as mediating variables. METHODS In total, 402 healthcare workers (physicians, professionals, and nursing assistants) completed Colquitt's (2001) Organizational Justice Scale, Mael and Ashforth's (1992) Organizational Identification Scale, and Maslach's (1986) Burnout Inventory. Two competing structural equation models were evaluated. RESULTS Our partial mediation model showed that the direct relationship between OI and BO was not significant (β= -0.16; p = 0.07). Therefore, a total mediation model was selected, showing that the indirect effects of OI on BO through perceptions of distributive justice (β= -0.16; p = 0.00) and interpersonal justice (β= -0.11; p = 0.02) were significant. CONCLUSION Adjusting the processes of health institutions considering a vision of organizational justice and increasing the worker's sense of belonging to his or her organization and his or her work team would, in turn, result in a lower probability of experiencing burnout syndrome.
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Affiliation(s)
| | - Carolina Aranda-Beltrán
- University Center for Health Science, Department of Public Health, University of Guadalajara, Guadalajara, Mexico
| | - Ma Del Refugio López-Palomar
- Los Valles University Center, Coordination of Learning Technologies, University of Guadalajara, Guadalajara, Mexico
| | - José Luis Calderón-Mafud
- University Center for Health Science, Department of Public Health, University of Guadalajara, Guadalajara, Mexico
| | | | - Juan Diego Vaamonde
- School of Society, State and Government, Universidad Nacional de Rafaela, Rafaela, Argentina.,Faculty of Psychology, National University of Rosario, Rafaela, Argentina
| | - Silvia Leon-Cortes
- University Center for Health Science, Department of Public Health, University of Guadalajara, Guadalajara, Mexico
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de Vries N, Boone A, Godderis L, Bouman J, Szemik S, Matranga D, de Winter P. The Race to Retain Healthcare Workers: A Systematic Review on Factors that Impact Retention of Nurses and Physicians in Hospitals. INQUIRY : A JOURNAL OF MEDICAL CARE ORGANIZATION, PROVISION AND FINANCING 2023; 60:469580231159318. [PMID: 36912131 PMCID: PMC10014988 DOI: 10.1177/00469580231159318] [Citation(s) in RCA: 24] [Impact Index Per Article: 24.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/14/2023]
Abstract
The shortage of healthcare workers is a growing problem across the globe. Nurses and physicians, in particular, are vulnerable as a result of the COVID-19 pandemic. Understanding why they might leave is imperative for improving retention. This systematic review explores both the prevalence of nurses and physicians who are intent on leaving their position at hospitals in European countries and the main determinants influencing job retention among nurses and physicians of their respective position in a hospital setting in both European and non-European countries. A comprehensive search was fulfilled within 3 electronic databases on June 3rd 2021. In total 345 articles met the inclusion criteria. The determinants were categorized into 6 themes: personal characteristics, job demands, employment services, working conditions, work relationships, and organizational culture. The main determinants for job retention were job satisfaction, career development and work-life balance. European and non-European countries showed similarities and differences in determinants influencing retention. Identifying these factors supports the development of multifactorial interventions, which can aid the formulation of medical strategies and help to maximize retention.
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Affiliation(s)
- Neeltje de Vries
- Department of Internal Medicine, Spaarne Gasthuis, Hoofddorp, The Netherlands.,Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Anke Boone
- Centre for Environment and Health, KU Leuven, Leuven, Belgium
| | - Lode Godderis
- Centre for Environment and Health, KU Leuven, Leuven, Belgium.,IDEWE, External Service for Prevention and Protection at Work, Leuven, Belgium
| | - José Bouman
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands
| | - Szymon Szemik
- Department of Epidemiology, School of Medinie in Kotawice, Medical University of Silesia, Katowice, Poland
| | - Domenica Matranga
- University of Palermo, Department of Health Promotion, Mother and Child Care, Internal Medicine and Medical Specialties, Palermo, Italy
| | - Peter de Winter
- Department of Science, Spaarne Gasthuis, Haarlem and Hoofddorp, The Netherlands.,Leuven Child and Health Institute, KU Leuven, Leuven, Belgium.,Department of Development and Regeneration, KU Leuven, Leuven, Belgium
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Alimansyah M, Takahashi Y. How does perceived organizational justice mediate talent management of non-high potential employees and their outcomes? JOURNAL OF ADVANCES IN MANAGEMENT RESEARCH 2022. [DOI: 10.1108/jamr-04-2022-0074] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis study examines how perceived organizational justice mediates the relationship between talent management (TM) and non-high potential employees (NHPE) outcomes (i.e. affective commitment, job satisfaction, and the intention to leave) in the public sector, thereby clarifying the underlying mechanisms.Design/methodology/approachThe authors conducted a causal mediation analysis of the findings of a scenario-based survey with 748 public-sector NHPEs by adopting a post-test experimental design.FindingsPerceived distributive justice and perceived procedural justice mediated the relationships among equal resource distribution/TM procedures and NHPE outcomes, respectively.Originality/valueThis study extends and clarifies the argument for fairness judgments based on the gap in resource allocation and the presence or absence of the six rules of procedural justice that affect the attitudes and behaviors of NHPEs, who are generally more affected by TM but underexplored, in the public sector in which NHPEs are considered to be more sensitive to TM due to the egalitarian culture of public sector.
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Tsai KC, Chou TH, Kittikowit S, Hongsuchon T, Lin YC, Chen SC. Extending Theory of Planned Behavior to Understand Service-Oriented Organizational Citizen Behavior. Front Psychol 2022; 13:839688. [PMID: 35465519 PMCID: PMC9024217 DOI: 10.3389/fpsyg.2022.839688] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/20/2021] [Accepted: 03/08/2022] [Indexed: 12/04/2022] Open
Abstract
The financial crisis of 2007-2008 and the COVID-19 pandemic have caused many enterprises to suffer great losses. Thus, companies have to take measures such as pays cut, furloughs, or layoffs, which caused dissatisfaction among employees and triggered labor disputes. Therefore, this study explores the service-oriented organizational citizenship behavior based on the decomposed theory of planned behavior in order to understand the behavioral intentions of employees through their mental states, job attitudes, subjective norms, and perceived behavioral control. This study conducted questionnaire surveys for employees in different industries, collected 281 valid questionnaires, and applied Structural Equation Model for the analysis. The results show: (1) employees believe organizational justice in the organization is important, and when they feel treated fairly, their job attitudes and beliefs are enhanced. (2) Employees' job attitudes and beliefs support service-oriented organizational citizenship behavior, in other words, they have positive job attitudes and beliefs and will actively provide better service to customers. (3) When employees are treated reasonably and fairly by the organization and have positive job attitudes (job satisfaction and organizational commitment) and perceived behavior control, their spontaneous service-oriented organizational citizenship behavior is stimulated, thus increasing organizational development.
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Affiliation(s)
- Kuang-Chung Tsai
- Department of Safety, Health and Environmental Engineering, National Kaohsiung University of Science and Technology, Kaohsiung, Taiwan
| | - Tung-Hsiang Chou
- Department of Information Management, National Kaohsiung University of Science and Technology, Kaohsiung, Taiwan
| | | | | | - Yu-Chun Lin
- Department of Information Management, National Kaohsiung University of Science and Technology, Kaohsiung, Taiwan
| | - Shih-Chih Chen
- Department of Information Management, National Kaohsiung University of Science and Technology, Kaohsiung, Taiwan
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Choi H, Shin S. The Factors That Affect Turnover Intention According to Clinical Experience: A Focus on Organizational Justice and Nursing Core Competency. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19063515. [PMID: 35329203 PMCID: PMC8950360 DOI: 10.3390/ijerph19063515] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Subscribe] [Scholar Register] [Received: 02/15/2022] [Revised: 03/11/2022] [Accepted: 03/14/2022] [Indexed: 01/02/2023]
Abstract
The purpose of this study was to investigate organizational justice and nursing core competency as factors that affect turnover intention among nurses. The participants comprised 153 nurses who worked at tertiary hospitals and general hospitals throughout South Korea. Turnover intention was measured using the Nurse Turnover Intention Scale. Organizational justice was measured using the Justice Scale, and nursing core competency was measured using the Korean Nursing Core Competency Scale. Data were collected via an online survey and analyzed using multiple regression. Among nurses with less than 3 years of clinical experience, a lower distributive justice score (β = −0.47, p < 0.001) was associated with high turnover intention. Among nurses with 3 to 6 years of clinical experience, a lower interactional justice score (β = −0.37, p = 0.042) and high nursing core competency (β = 0.31, p = 0.034) were associated with high turnover intention. The type of organizational justice that influenced turnover intention differed depending on clinical experience. These results highlight the need to understand the professional characteristics of nurses according to their clinical experience and to provide targeted organizational support and effective competency-based human resource management.
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Affiliation(s)
| | - Sujin Shin
- Correspondence: ; Tel.: +82-02-3277-2726
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13
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Chang WP, Wang CH. Influence of sleep fragmentation and fatigue on turnover of female nurses working rotating shifts. J Clin Nurs 2021; 31:3573-3583. [PMID: 34957611 DOI: 10.1111/jocn.16184] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/13/2021] [Revised: 11/24/2021] [Accepted: 12/10/2021] [Indexed: 01/19/2023]
Abstract
AIMS AND OBJECTIVES To investigate whether the sleep quality and fatigue of female nurses working rotating shifts could be used to predict future turnover status. BACKGROUND Female nurses working rotating shifts often suffer from sleep problems and fatigue, and the turnover rates of nurses are generally higher than those of other hospital personnel. DESIGN A prospective study. METHODS We recruited a total of 198 female nurses working rotating shifts from December 2017 to March 2019. The nurses completed the Checklist Individual Strength (CIS) scale and wore an actigraph for seven consecutive days in order to collect their sleep parameters. Their turnover status was tracked until 31 May 2021 at which time 55 participants (27.8%) had resigned. The Cox proportional hazard model was used to analyse the factors influencing turnover. In addition, the study adhered to the STROBE checklist. RESULTS The results revealed significant differences between the nurses in the still-working group and the resigned group in terms of the sleep quality parameters sleep efficiency (SE) and wake after sleep onset (WASO) as well as CIS scores. WASO was significantly correlated with intensity of fatigue, and fatigue was common among all of the nurses working rotating shifts. As time progressed, the sleep quality parameter WASO and CIS scores could be used to predict turnover status after 2.4 years. CONCLUSION The results of this study indicated more sleep fragmentation and poor sleep efficiency in the resigned group. Sleep fragmentation was highly correlated with fatigue, and sleep fragmentation and fatigue could be used to predict turnover status. RELEVANCE TO CLINICAL PRACTICE We suggest that relevant hospital management pay more attention to the sleep conditions and fatigue of female nurses working rotating shifts when arranging personnel and schedules and offer them more understanding.
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Affiliation(s)
- Wen-Pei Chang
- Department of Nursing, Shuang Ho Hospital, Taipei Medical University, New Taipei City, Taiwan.,School of Nursing, College of Nursing, Taipei Medical University, Taipei, Taiwan
| | - Chia-Hui Wang
- School of Nursing, College of Nursing, Taipei Medical University, Taipei, Taiwan
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14
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Ekingen E. The Effect of Organizational Justice on Job Performance and the Mediating Role of Job Satisfaction: A Study on Nurses. Hosp Top 2021; 101:103-112. [PMID: 34592912 DOI: 10.1080/00185868.2021.1969874] [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: 10/20/2022]
Abstract
This study aims identifying the effects of nurses' perceptions of organizational justice on their performance and to test the mediating role of job satisfaction. This is a cross-sectional study. This study conducted with 374 nurses working hospitals. The research model was tested using structural equation modeling and the bootstrap technique. Organizational justice has been found to have a significant impact on job performance and job satisfaction. Job satisfaction had a partial mediating role. The results of this study could guide the more effective and efficient use of human resources in nursing management and contribute to the literature of health and nursing management.
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Affiliation(s)
- Erhan Ekingen
- Health College Department of Health Management, Batman University, Central Campus, Batman, Turkey
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15
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Shimamura M, Fukutake M, Namba M, Ogino T. The relationship among factors of organizational justice, organizational citizenship behavior, job satisfaction, and ease of work among Japanese nurses. Appl Nurs Res 2021; 61:151479. [PMID: 34544573 DOI: 10.1016/j.apnr.2021.151479] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/01/2021] [Revised: 04/24/2021] [Accepted: 08/03/2021] [Indexed: 11/15/2022]
Abstract
AIM This work is aimed to create a strategy to improve the nurses' working environment. BACKGROUND As the working-age population is expected to decline in Japan, the maintenance of the nurse workforce is important. In order to create a strategy to improve the nurses' working environment, we studied the relationship among factors of organizational justice (procedural, distributive, and interactional justices), organizational citizenship behavior, job satisfaction, and ease of work. METHODS A cross-sectional, self-administered questionnaire was distributed to 969 nurses and 322 effective responses were analyzed (effective response rate 33.2%). The questionnaire contained demographic information, ease of work, and three scales for organizational justice, organizational citizenship behavior, and job satisfaction. The factor structure of the scales was studied using exploratory and confirmatory factor analysis. Structural equation modeling was used to investigate the relationship among measurements. The protocol was approved by the ethical committee of the author's university. RESULTS The final model showed a fair fit to the data (χ2 = 1803.15, df = 1014, p < 0.001, comparative fit index = 0.907, root mean square error of approximation = 0.049). Interactional justice showed the most significant correlation to job satisfaction (r = 0.590). Job satisfaction and ease of work also showed a significant positive correlation (r = 0.696). Distributive justice had a slight negative indirect effect on job satisfaction, whereas procedural justice had no significant effect. CONCLUSION In order to enhance job satisfaction/ease of work among Japanese nurses, improvement of interactional justice may be the best strategy.
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Affiliation(s)
- Misako Shimamura
- Department of Nursing, College of Nursing, Kansai University of Social Welfare, 380-3 Shinden, Ako 678-0255, Japan
| | - Mayumi Fukutake
- Department of Nursing, Kawasaki College of Allied Health Professions, 316 Matsushima, Kurashiki 701-0194, Japan
| | - Mineko Namba
- Department of Nursing, College of Nursing, Kansai University of Social Welfare, 380-3 Shinden, Ako 678-0255, Japan
| | - Tetsuya Ogino
- Department of Nursing Science, Faculty of Health and Welfare Science, Okayama Prefectural University, 111 Kuboki, Soja 719-1197, Japan.
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