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Lande V, Yeravdekar R, Singh A. Exploring the Link Between Structural Empowerment, Workplace Bullying, and Continuance Commitment: The Role of Person-Related and Work-Related Bullying as Mediators and Serial Mediators. Hosp Top 2024:1-12. [PMID: 39177270 DOI: 10.1080/00185868.2024.2391939] [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: 08/24/2024]
Abstract
Employee empowerment as a management intervention promotes employee engagement: Psychological empowerment is found to influence employee engagement and organizational commitment, but the effect of structural empowerment (SE) is not explored much. SE increases employees' self-esteem, which can encourage a dissatisfied employee to look for other better work options, thus influencing their continuance commitment (CC). Workplace bullying is associated with higher turnover intentions and reduced commitment. This study investigates the mediating effects of person-related bullying (PB) and work-related bullying (WB) on the relationship between SE and CC. The study findings highlight the partial mediation effect of PB and serial mediation of WB and PB on the relationship between SE and CC. This study establishes that in comparison to WB, PB causes more damage to employee relationships with the organization. Moreover, the serial mediation effect of WB and PB is also noticed on the relationship between SE and CC. Organizations should regularly measure their employees' CC, as SE negatively affects CC. Organizations should take adequate measures to curb PB to preserve employee morale and confidence. This study uniquely reports a negative relationship between SE and CC.
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Affiliation(s)
- Vinayak Lande
- Symbiosis Institute of Health Sciences, Symbiosis International (Deemed University), Pune, Maharashtra¸ India
| | - Rajiv Yeravdekar
- Faculty of Medical and Health Sciences, Symbiosis International (Deemed University), Pune, Maharashtra¸ India
| | - Ankit Singh
- Symbiosis Institute of Health Sciences, Symbiosis International (Deemed University), Pune, Maharashtra¸ India
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Saleem A, Bhutta MKS, Abrar M, Bari MW, Bashir M. Leader's ethical behavior: A precursor to employees' well-being through emotions management. Acta Psychol (Amst) 2024; 249:104453. [PMID: 39151216 DOI: 10.1016/j.actpsy.2024.104453] [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: 06/07/2024] [Revised: 07/24/2024] [Accepted: 08/05/2024] [Indexed: 08/18/2024] Open
Abstract
Contemporary research in leadership demonstrates that the ethical behaviors of leaders are vital to enhancing employee well-being. Despite this, research is scant on the connection between leaders' ethical practices and the well-being of their employees via employee emotions. Relying on affective events theory, this study, directly and indirectly, examined the relationships between leaders' ethical behaviors and employees' well-being (via employee emotions). Furthermore, it investigated employee core self-evaluations as a substitute for the ethical behaviors of leaders that mitigate the influence of leaders' ethical behaviors. A sample of 398 faculties from 20 public universities in Pakistan was chosen using the simple random sampling approach, and then SPSS Process Macro was applied to the sample. Study results indicate that leaders' ethical behaviors facilitate employees to manage their emotions, and effective management of emotions improves their well-being. The research also revealed that employees' core self-evaluation swapped with the ethical behaviors of leaders. The theoretical model, therefore, confirms the significance of EBOL as a strategic resource and employees' CSE as an interpersonal resource, which accentuates one another to manage employees' emotions and promote their well-being. The study offers practical management ramifications and adds to our understanding of EBOL, employee emotions, and well-being.
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Affiliation(s)
- Ammara Saleem
- Department of Business Administration, University of Sahiwal, Pakistan
| | | | - Muhammad Abrar
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Muhammad Waseem Bari
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Mohsin Bashir
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan.
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Khattab SMAK, Abdelaliem SMF. Investigating the relationship between nurses' workplace behaviour and perceived levels of ethical leadership in managers. Nurs Manag (Harrow) 2024; 31:35-41. [PMID: 38501169 DOI: 10.7748/nm.2024.e2104] [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] [Accepted: 01/04/2024] [Indexed: 03/20/2024]
Abstract
BACKGROUND There is increasing research interest in the relationship between ethical leadership and deviant workplace behaviour. Ethical leadership encompasses altruism, courage, ethical orientation, integrity and fairness. Examples of deviant workplace behaviours include theft, fraud, sabotage, assault, abuse, manipulation and bullying. It appears that when leaders are fair and emphasise ethical conduct, followers are less inclined to engage in deviant workplace behaviour. AIM To investigate the relationship between nurses' self-rated levels of deviant workplace behaviour and perceived levels of ethical leadership in managers. METHOD For this descriptive correlational study, 355 nurses from one university hospital in Egypt responded to an online questionnaire comprising the Ethical Leadership Scale and the Workplace Deviance Behavior Scale. Descriptive and inferential statistics were used to explore results and examine the relationships between study variables. RESULTS There was a statistically significant negative relationship between respondents' self-rated levels of deviant workplace behaviour and their perceptions of levels of ethical leadership in managers. The results appeared to confirm previous research. Nurses who feel that they are treated fairly by their managers tend to have positive attitudes towards work, colleagues and management. CONCLUSION Ethical leadership on the part of managers is a significant determinant of nurses' behaviour in the workplace and should therefore be fostered by healthcare organisations.
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Moez BS, Sadeghi A, Tapak L, Purfarzad Z. Relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors among Iranian nurses. BMC Nurs 2024; 23:262. [PMID: 38654274 PMCID: PMC11036707 DOI: 10.1186/s12912-024-01908-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/11/2024] [Accepted: 04/01/2024] [Indexed: 04/25/2024] Open
Abstract
BACKGROUND Despite the numerous studies conducted on workplace spirituality, there is still lack of studies that have explored the relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors. This study aims to examine the relationship between workplace spirituality with organization-based self-esteem and workplace deviant behaviors among Iranian nurses. METHODS 236 nurses from 5 hospitals participated in this descriptive, analytical, and cross-sectional study from August to December 2022. Data was gathered by four questionnaires: demographic information, workplace spirituality, organization-based self-steam, and workplace deviant behaviors. The data were analyzed by SPSS 26 based on descriptive and inferential statistics (Independent Two-sample t Test, Pearson correlation coefficient and multiple regression). RESULTS Based on the findings, nurses had a moderate level of perception of workplace spirituality and organization-based self-esteem while having a low level of perception regarding the occurrence of workplace deviate behaviors. Results of Pearson correlation coefficient test showed a positive and statistically significant relationship between workplace spirituality and organization-based self-esteem. Additionally, there was an inverse and significant relationship between workplace spirituality and organization-based self-esteem with workplace deviant behaviors. Results of multiple regression analyses indicate that by controlling the demographic characteristics of nurses, the meaningful work and sense of community have a significant relationship with organization-based self-esteem. Furthermore, by controlling the demographic characteristics of nurses, permanent employment status, sense of community, alignment with the organization's values, and organization-based self-esteem have a significant relationship with workplace deviant behavior. CONCLUSIONS The study suggests that organizations must prioritize promoting workplace spirituality and organization-based self-esteem to ensure a healthy work environment and prevent workplace deviant behaviors.
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Affiliation(s)
- Behzad Sirousi Moez
- Student Research Committee, School of Nursing and Midwifery, Hamadan University of Medical Sciences, Hamadan, Iran
| | - Amir Sadeghi
- Department of Nursing, School of Nursing and Midwifery, Hamadan University of Medical Sciences, Hamadan, Iran
| | - Leili Tapak
- Department of Biostatistics, School of Public Health and Modeling of Noncommunicable Diseases Research Center, Hamadan University of Medical Sciences, Hamadan, Iran
| | - Zahra Purfarzad
- Department of Nursing, Malayer School of Nursing, Chronic Diseases (Home Care) Research Center, Hamadan University of Medical Sciences, Hamadan, Iran.
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de Vroege L, van den Broek A. Post-pandemic self-reported mental health of mental healthcare professionals in the Netherlands compared to during the pandemic - an online longitudinal follow-up study. Front Public Health 2023; 11:1221427. [PMID: 37465168 PMCID: PMC10351868 DOI: 10.3389/fpubh.2023.1221427] [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: 05/15/2023] [Accepted: 06/13/2023] [Indexed: 07/20/2023] Open
Abstract
The mental health of professionals was under pressure during- and post-pandemic. Initially, the focus was mainly on the health workers in the hospitals, but over time the pressure shifted to other sectors, including mental health care. An increase in workload and decrease in mental health of healthcare professionals in mental health care can lead to a decrease in the available care capacity. In an earlier online survey of mental health professionals, 1,300 professionals from a large number of mental healthcare institutions were involved. In this study, conducted in September 2021, about half of the respondents reported increased levels of stress. Feelings of anxiety, anger, and sadness were also increasingly experienced due to the COVID-19 pandemic. Furthermore, 4.2% replied that they were considering resigning their jobs. One of the recommendations of this previous study was to monitor these professionals repeatedly to be able to make an estimate of the stress and vision of work during the course of the pandemic and afterwards. Following this recommendation, the online survey was repeated. The aim of the current online longitudinal follow-up study was to re-evaluated mental status of healthcare workers. 510 healthcare workers participated in this follow-up survey. The reported mental health complaints were significantly higher during compared to post-pandemic. Respondents were less able to maintain work/life balance during the pandemic and even reported a shift to work. However, the majority of respondents indicated that they had restored this balance post-pandemic. Moreover, more sick leave was reported post-pandemic than during the pandemic and more frequent absences post-pandemic. This highlights the importance of focusing on resilience over training and career.
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Affiliation(s)
- Lars de Vroege
- Tranzo Department, Tilburg School of Social and Behavioral Sciences, Tilburg University, Tilburg, Netherlands
- GGz Breburg, Breda, Netherlands
| | - Anneloes van den Broek
- Tranzo Department, Tilburg School of Social and Behavioral Sciences, Tilburg University, Tilburg, Netherlands
- GGz Breburg, Breda, Netherlands
- Department of Post Academic Psychology Training and Education, Breburg Academy, GGz Breburg, Tilburg, Netherlands
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Yosep I, Mardhiyah A, Hendrawati H, Hendrawati S. Interventions for Reducing Negative Impacts of Workplace Violence Among Health Workers: A Scoping Review. J Multidiscip Healthc 2023; 16:1409-1421. [PMID: 37251104 PMCID: PMC10216865 DOI: 10.2147/jmdh.s412754] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/30/2023] [Accepted: 05/18/2023] [Indexed: 05/31/2023] Open
Abstract
Workplace violence on health workers in the workplace causes physical and psychological problems. Negative impacts on victims of workplace violence such as physical problems, anxiety, depression, stress, and risk of death or risk of suicide. This problem needs to be addressed immediately so as not to impact post-traumatic stress disorder and reduce the work performance of health workers. The purpose of this study is to explore interventions to reduce the negative impact of workplace violence on health workers. This study used scoping review design with a descriptive approach to data analysis. The CINAHL, PubMed, and Scopus databases were used in this investigation. This study used PCC's framework (Population, Content, Context). The keywords are workplace violence, healthcare personnel, interventions, and programs were used by the authors. Search strategy used PRISMA Extension for Scoping Reviews. The sample are health workers, original research used a randomized control trial or quasi-experiment design, and the publication time had to be within the previous ten years (2014-2023). The JBI assessment was used to assess the quality of the article. We found 11 articles who discuss about interventions to reduce negative effects of workplace violence among health workers. This study shows that there is a decrease in psychological problems in victims of workplace violence such as anxiety, depression, and incidents of workplace violence. The range of sample in this study are 30-440 respondents. The authors discovered three different types of interventions: training programs, cognitive behavior therapy, and workplace violence programs. Interventions must focus on both the physical and psychological needs of the victims of workplace violence, psychiatric nurses and psychologists carried out interventions in a thorough manner. Interventions carried out by psychiatric nurses and psychologists can reduce the negative impact of workplace violence on health workers such as anxiety, depression and other psychological problems.
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Affiliation(s)
- Iyus Yosep
- Department of Mental Health, Faculty of Nursing, Universitas Padjadjaran, Sumedang, Jawa Barat, Indonesia
| | - Ai Mardhiyah
- Department of Pediatric Nursing, Faculty of Nursing, Universitas Padjadjaran, Sumedang, Jawa Barat, Indonesia
| | - Hendrawati Hendrawati
- Department of Mental Health, Faculty of Nursing, Universitas Padjadjaran, Sumedang, Jawa Barat, Indonesia
| | - Sri Hendrawati
- Department of Pediatric Nursing, Faculty of Nursing, Universitas Padjadjaran, Sumedang, Jawa Barat, Indonesia
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Sarfraz M, Khawaja KF, Um-e-Farwah. Is the internet a double-edged sword for organizations? An empirical study on cyberloafing. INFORMATION TECHNOLOGY & MANAGEMENT 2023. [DOI: 10.1007/s10799-022-00385-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/05/2023]
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He Q, Xu P, Wang H, Wang S, Yang L, Ba Z, Huang H. The mediating role of resilience between perceived social support and sense of security in medical staff following the COVID-19 pandemic: A cross-sectional study. Front Psychiatry 2023; 14:1096082. [PMID: 36960462 PMCID: PMC10027772 DOI: 10.3389/fpsyt.2023.1096082] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 11/11/2022] [Accepted: 02/09/2023] [Indexed: 03/09/2023] Open
Abstract
Background The COVID-19 pandemic not only posed a serious threat to public life and health but also had a serious impact on people's mental health, especially that of medical staff. Perceived social support is an important factor in one's sense of security. Objective Following the COVID-19 pandemic, the goal is to explore the potential mediating role of resilience in the relationship between perceived social support and the sense of security of Chinese medical personnel. Methods The multi-stage proportionally stratified convenience sampling method was adopted to select 4,076 medical professionals from 29 hospitals in Guangdong Province between September 2020 and October 2020. The Sense of Security Scale for Medical Staff, the Chinese version of the Connor-Davidson Resilience Scale, and the Perceived Social Support Scale were employed in this study. For statistical analysis and structural equation modeling (SEM), the SPSS 23.0 and Amos 24.0 software packages were used. Regression analysis was used to select the control variables to be included in the SEM. SEM analysis was conducted to verify the mediating effect of resilience on the relationship between perceived social support and a sense of security. Results Pearson's correlation analysis showed that perceived social support and resilience were positively associated with a sense of security (correlation coefficients range from 0.350 to 0.607, P < 0.01), and perceived social support (correlation coefficients range from 0.398 to 0.589, P < 0.01) was positively associated with resilience. Structural equation modeling revealed that resilience played a partial mediating role in the association between perceived social support and a sense of security (60.3% of the effect of perceived social support on security was direct, and 39.7% of the effect was mediated by resilience). Conclusions Hospital managers should make efforts to develop resilience. Interventions based on resilience should be developed to enhance the perception of social support and strengthen one's sense of security.
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Affiliation(s)
- Qingxia He
- Guangdong Mental Health Center, Guangdong Provincial People's Hospital (Guangdong Academy of Medical Sciences), Southern Medical University, Guangzhou, China
| | - Peng Xu
- Nursing Department, Guangdong Provincial People's Hospital (Guangdong Academy of Medical Sciences), Southern Medical University, Guangzhou, China
| | - Huajun Wang
- Nursing Department, Guangdong Provincial People's Hospital (Guangdong Academy of Medical Sciences), Southern Medical University, Guangzhou, China
| | - Shibin Wang
- Guangdong Mental Health Center, Guangdong Provincial People's Hospital (Guangdong Academy of Medical Sciences), Southern Medical University, Guangzhou, China
| | - Lulu Yang
- Guangdong Mental Health Center, Guangdong Provincial People's Hospital (Guangdong Academy of Medical Sciences), Southern Medical University, Guangzhou, China
| | - Zhiqiong Ba
- Nursing Department, Guangdong Provincial People's Hospital (Guangdong Academy of Medical Sciences), Southern Medical University, Guangzhou, China
| | - Huigen Huang
- Guangdong Mental Health Center, Guangdong Provincial People's Hospital (Guangdong Academy of Medical Sciences), Southern Medical University, Guangzhou, China
- *Correspondence: Huigen Huang
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Fan Y, Deng T, Li M. Decent Work and Workplace Deviance Among Chinese Physicians: A Relative Deprivation Perspective. Psychol Res Behav Manag 2023; 16:1379-1390. [PMID: 37124079 PMCID: PMC10143683 DOI: 10.2147/prbm.s405463] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/16/2023] [Accepted: 04/19/2023] [Indexed: 05/02/2023] Open
Abstract
Purpose Managing workplace deviance has long been a hot topic in the organizational research. However, the mechanisms through which decent work affects workplace deviance have yet to be fully understood. Drawing upon relative deprivation theory, this study examines the relationship between decent work and workplace deviance by focusing on the mediating role of relative deprivation and the moderating role of career calling. Methods Two waves of data from 307 doctors and 61 supervisors of public hospitals in central China were examined using a the moderated mediation model. Results Decent work is negatively associated with workplace deviance via the mediation of relative deprivation, and the negative relationship between decent work and relative deprivation is negatively moderated by career calling. The mediating role of relative deprivation is moderated by career calling, and the indirect effect is stronger when career calling is high than when it is low. Conclusion By focusing on the mediating role of relative deprivation and the moderating role of career calling, this study contributes to the literature by addressing the previously unexamined relationship between decent work and workplace deviance. Moreover, this study responds to calls for research on decent work from the perspective of relative deprivation.
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Affiliation(s)
- Yafan Fan
- School of Public Administration, South China University of Technology, Guangzhou, 510640, People’s Republic of China
- Correspondence: Yafan Fan, School of Public Administration, South China University of Technology, Guangzhou, 510640, People’s Republic of China, Tel +86 13469968950, Email
| | - Tongbo Deng
- School of Public Administration, South China University of Technology, Guangzhou, 510640, People’s Republic of China
| | - Min Li
- School of Business Administration, South China University of Technology, Guangzhou, 510641, People’s Republic of China
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Chaudhary A, Islam T. How workplace bullying affects knowledge hiding? The roles of psychological contract breach and learning goal orientation. VINE JOURNAL OF INFORMATION AND KNOWLEDGE MANAGEMENT SYSTEMS 2022. [DOI: 10.1108/vjikms-06-2022-0201] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/29/2022]
Abstract
Purpose
Workplace bullying is a serious problem among nurses, which results in negative workplace behavior. Therefore, this study aims to understand how workplace bullying affects employees’ knowledge hiding behavior. Specifically, this study explored psychological contract breach as an underlying mechanism between workplace bullying and knowledge hiding; and learning goal orientation as a boundary condition between psychological contract breach and knowledge hiding.
Design/methodology/approach
The study collected data from 343 nurses working in the health-care sector of Pakistan on convenience basis using a questionnaire-based survey between December 2021 to March 2022. The data were analyzed through structural equation modeling.
Findings
The results revealed the adverse effect of workplace bullying on knowledge hiding behaviors among nurses, and psychological contract breach was noted to mediate this association. Further, learning goal orientation was noted to buffer the relationship between psychological contract breach and knowledge hiding.
Research limitations/implications
The cross-section design may restrict causality; however, the findings suggest health-care administration take appropriate measures to reduce the adverse effects of workplace bullying. In addition, the administration is suggested to implement training programs to make nurses capable of dealing with workplace stressors (bullying and psychological contract breach).
Originality/value
This research provides a novel perspective to consider psychological contract breach as a mechanism between workplace bullying and knowledge hiding in the health-care sector from the conservation of resources perspective. It further explored learning goal orientation as a buffer to mitigate the effect of psychological contract breach on knowledge hiding.
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Lee H, Ryu YM, Yu M, Kim H, Oh S. A Qualitative Meta-Synthesis of Studies on Workplace Bullying among Nurses. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:14120. [PMID: 36360998 PMCID: PMC9659011 DOI: 10.3390/ijerph192114120] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/25/2022] [Revised: 10/21/2022] [Accepted: 10/24/2022] [Indexed: 06/16/2023]
Abstract
This study aimed to further understand and compare the phenomenon of workplace bullying (WPB) among clinical nurses in various sociocultural contexts. The study sought to determine appropriate interventions, examining how said interventions should be delivered at individual, work-unit, and institutional levels. Qualitative meta-synthesis was chosen to achieve the study aims. Individual qualitative research findings were gathered, compared, and summarized using the thematic analysis suggested by Braun and Clark. Based on the predefined analytic points, the findings included the following themes: horizontal yet vertical violence, direct and indirect violence on victims, nurses feed on their own, accepting and condoning WPB embedded in ineffective work systems, and rippling over the entire organization. The results showed that the phenomenon of workplace bullying shares quite a few attributes across cultures in terms of the characteristics, types, perpetrators, subjects, and consequences. The findings suggest that interventions to change and improve organizational work culture must be developed and implemented.
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Affiliation(s)
- Haeyoung Lee
- College of Nursing, Chung-Ang University, Seoul 06974, Korea
| | - Young Mi Ryu
- Department of Nursing, Baekseok University, Cheonan 31065, Korea
| | - Mi Yu
- College of Nursing, Institute of Health Sciences, Gyeongsang National Universtiy, Jinju 52727, Korea
| | - Haejin Kim
- Department of Nursing, Changwon National University, Changwon 51140, Korea
| | - Seieun Oh
- College of Nursing, Dankook University, Cheonan 31116, Korea
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De Clercq D, Pereira R. Using resilience and passion to overcome bullying and lack of meaning at work: a pathway to change-oriented citizenship. JOURNAL OF ORGANIZATIONAL EFFECTIVENESS: PEOPLE AND PERFORMANCE 2022. [DOI: 10.1108/joepp-06-2022-0163] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/25/2023]
Abstract
PurposeThis study adds to human resource management research by addressing relevant questions about how and when employees' suffering from workplace bullying may direct them away from voluntary efforts to improve the organizational status quo. It postulates a mediating role of beliefs about work meaningfulness deprivation, as well as beneficial, moderating roles of two personal resources (resilience and passion for work) in this link.Design/methodology/approachThe research hypotheses were tested with survey data collected among employees who work in the construction retail sector.FindingsA critical reason that bullying victims refuse to exhibit change-oriented voluntarism is that they develop beliefs that their organization deprives them of meaningful work, which, as the authors theorize, enables them to protect their self-esteem resources. The extent to which employees can bounce back from challenging situations or feel passionate about work subdues this detrimental effect.Practical implicationsWhen employees feel upset about being bullied at work, their adverse work conditions may translate into work-related indifference (tarnished change-oriented citizenship), which then compromises employees' and the organization's ability to overcome the difficult situation. Managers should recognize how employees' personal resources can serve as protective shields against this risk.Originality/valueThis study details the detrimental role of demeaning workplace treatment in relation to employees' change-oriented organizational citizenship, as explained by their convictions that their organization operates in ways that make their work unimportant. It is mitigated by energy-enhancing personal resources.
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Saleem A, Bashir M, Abrar M. Ethical behaviors by leaders act as a stimulant to the wellbeing of employees by restraining workplace embitterment. Front Public Health 2022; 10:974642. [PMID: 36249232 PMCID: PMC9560231 DOI: 10.3389/fpubh.2022.974642] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/21/2022] [Accepted: 08/30/2022] [Indexed: 01/21/2023] Open
Abstract
Prior studies have revealed that leaders' ethical behaviors significantly influence employees' wellbeing. However, it's unclear how to increase the positive impact of leaders' ethical behaviors on employees' wellbeing by overseeing the negative workplace emotion. So, this study examines the salient concern of leaders' ethical behaviors that affect employees' negative emotions (workplace embitterment) and, consequently, their wellbeing according to appraisal theories of emotions. The study also investigates the active role of followers' core self-evaluation in moderating the impact of leaders' ethical behaviors on followers' emotions and wellbeing via the mediational chain. Data is collected in two-time intervals with 6 weeks interims through a structured questionnaire from 398 academics of public sector universities in Pakistan. The structured equation modeling and Process Macro 2017 are the tools for data analysis. Findings of this study show that (1) ethical behaviors by leaders have a negative impact on employee workplace embitterment, (2) workplace embitterment completely mediates the association between ethical behaviors of leaders and employee wellbeing, and (3) when leaders do not exhibit ethical behaviors, workplace embitterment is lessened showing high core self-evaluations by employees. In addition, the study findings also reveal that employees' core self-evaluation moderates the effect of leaders' ethical behaviors through workplace embitterment. This study validates the significant role of a leader's ethical behaviors in nourishing employee wellbeing by preventing negative emotions. The study is also significant as it examines how followers' attribute core self-evaluation: (1) can be a substitute for leaders' ethical behaviors and (2) can actively modify the effect of leaders' ethical behaviors on followers' negative emotions and then wellbeing. The study also discussed its contributions in theory and to organizations.
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Servant leadership in relation to organizational justice and workplace deviance in public hospitals. Leadersh Health Serv (Bradf Engl) 2022; ahead-of-print. [DOI: 10.1108/lhs-05-2022-0050] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Leadership literature has identified that the servant leadership style can reduce employee negative work outcomes, even in challenging work environments like the health-care sector as nurses play an important role in the performance of a hospital. That is why, the efficiency and effectiveness of the nurses are believed to be directly linked to improved health benefits to the public. So, this study aims to investigate the inter-relationship between servant leadership, organizational justice and workplace deviance of nurses in public sector hospitals.
Design/methodology/approach
A self-administrated questionnaire using a drop-and-collect method was used for collecting the data from nurses working in the public sector hospitals of Pakistan using a convenient sampling technique. In total, 370 questionnaires were distributed among the nursing staff, of which 201 completed and usable questionnaires were returned and used for data analysis. Further, the partial least squares structural equation modeling approach is used in this study using SmartPLS version 3 software to test the hypothesized model and determine the direct and indirect effects.
Findings
Results showed a negative relationship between servant leadership and workplace deviance, positive relationship between servant leadership and organizational justice, negative relationship between organizational justice and workplace deviance and that organizational justice mediates in the relationship between servant leadership and workplace deviance.
Practical implications
This study provides valuable recommendations and practical implications to address the nurses’ deviant workplace behaviors in the public sector hospitals of Pakistan.
Originality/value
This study is novel as it shows the significance of servant leadership behavior which has the ability to positively influence organizational justice perception leading to less likelihood of the emergence of nurses’ deviant workplace behavior, specifically in the context of public sector hospitals of Pakistan.
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Li M, Ahmed A, Syed OR, Khalid N, Muñoz JE. Impact of abusive leader behavior on employee job insecurity: A mediating roles of emotional exhaustion and abusive peer behavior. Front Psychol 2022; 13:947258. [PMID: 36072034 PMCID: PMC9443933 DOI: 10.3389/fpsyg.2022.947258] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/18/2022] [Accepted: 07/22/2022] [Indexed: 11/17/2022] Open
Abstract
Based on the social exchange theory, the present study aimed to investigate the association between abusive leader behavior and job insecurity while considering the serial intervention of abusive peer behavior and emotional exhaustion. Abusive leader behavior triggers abusive peer behaviors, emotional exhaustion, and job insecurity. Results from the data of 323 final responses indicated support for all the hypothesized relationships. Moreover, the findings also reported sequential mediation of abusive peer behavior and emotional exhaustion in the association between abusive leader behavior and job insecurity. The results indicate that mistreatment by an immediate boss can encourage peers to engage in similar unethical behaviors, leading to employees feeling emotionally exhausted, which ultimately results in job insecurity concerns. The study hopes that the findings will help practitioners dedicate more efforts to curtailing abusive behaviors that lead to several unintended consequences at work.
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Affiliation(s)
- Miao Li
- School of Marxism, Wuhan University of Science and Technology, Wuhan, China
| | - Ammar Ahmed
- Department of Management Sciences, MNS-University of Engineering and Technology, Multan, Pakistan
- *Correspondence: Ammar Ahmed,
| | | | - Nadeem Khalid
- Lord Ashcroft International Business School, Anglia Ruskin University, Cambridge, United Kingdom
| | - José E. Muñoz
- Fox School of Business, Temple University, Philadelphia, PA, United States
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Huang H, Yu S, Peng P. Can Organizational Identification Weaken the Negative Effects of Customer Bullying?-Testing the Moderating Effect of Organizational Identification. Front Psychol 2022; 13:769087. [PMID: 35712190 PMCID: PMC9194387 DOI: 10.3389/fpsyg.2022.769087] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/01/2021] [Accepted: 05/09/2022] [Indexed: 11/15/2022] Open
Abstract
Customer bullying is a common phenomenon, causing short-term emotional distress or having long-term psychological impact on frontline employees of service enterprises, yielding either direct or indirect losses to service enterprises. While existing research has focused on the emotional and psychological impact of customer bullying on employees, little attention has been directed at the impact of customer bullying on negative employee behavior and internal mechanisms. In view of this, this paper draws on conservation of resources theory and discusses how and when customer bullying can lead to unethical behaviors. Furthermore, the mediating role of job insecurity and the moderating effect of organizational identification are analyzed. In study 1, 181 valid questionnaire data were collected at two time points, and regression data analysis was used to explore the effect of customer bullying on unethical behaviors through job insecurity. In study 2, 212 employees were recruited to investigate the moderating effect of organizational identification between customer bullying and unethical behaviors through a scenario experimental study. The results reveal that customer bullying is positively related to employees' job insecurity and unethical behaviors. Job insecurity partially mediates the positive relationship between customer bullying and unethical behaviors. Further, the regression analysis results indicate that the direct effect of customer bullying on unethical behaviors is moderated by organizational identification. This study provides theoretical guidance for entrepreneurs to reduce both employee job insecurity and unethical behavior.
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Affiliation(s)
- Haili Huang
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
| | - Shengxian Yu
- School of Business Administration, South China University of Technology, Guangzhou, China
| | - Pin Peng
- School of Finance, Hunan University of Finance and Economics, Changsha, China
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Mansor M, Ibrahim RM, Afthanorhan A, Salleh AMM. The mechanism of anger and negative affectivity on the occurrence of deviant workplace behavior: An empirical evidence among Malaysian nurses in public hospitals. BELITUNG NURSING JOURNAL 2022; 8:115-123. [PMID: 37521891 PMCID: PMC10386817 DOI: 10.33546/bnj.1994] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2021] [Revised: 01/06/2022] [Accepted: 03/12/2022] [Indexed: 08/01/2023] Open
Abstract
Background Employees' work experience significantly impacts their cognition and workplace actions. Anger and negative affectivity are two personality traits that have been linked to workplace deviant behavior conduct. Objective This study aimed to empirically analyze the deviant workplace behavior and its antecedents among Malaysian nurses in public hospitals. Methods A cross-sectional design was employed in this study. The survey questionnaires were distributed proportionately to staff nurses in six government hospitals in 2020, with a total of 387 nurses selected using a simple random sampling. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used for data analysis. Results Trait anger triggered deviant workplace behavior in Malaysian nurses, thus supporting the argument that the personality trait could increase deviant behavior (β = 0.245, p = 0.000). At the same time, there was no evidence that negative affectivity could influence deviant behavior in the workplace among nurses in selected public hospitals in Malaysia (β = 0.074, p = 0.064). Conclusion The Malaysian nurses had positive affectivity, related to positive emotions like happiness, work interest, and attentiveness. On the other hand, the nurses were suffering from high levels of emotional tiredness. Further research should highlight a deeper understanding of Malaysian nurses' work experiences and workplace stress affecting their physical and mental health.
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Affiliation(s)
- Maslina Mansor
- Faculty of Business and Management, Universiti Sultan Zainal Abidin, Malaysia
| | | | - Asyraf Afthanorhan
- Faculty of Business and Management, Universiti Sultan Zainal Abidin, Malaysia
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18
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Rodríguez-Muñoz A, Antino M, León-Pérez JM, Ruiz-Zorrilla P. Workplace Bullying, Emotional Exhaustion, and Partner Social Undermining: A Weekly Diary Study. JOURNAL OF INTERPERSONAL VIOLENCE 2022; 37:NP3650-NP3666. [PMID: 32552302 DOI: 10.1177/0886260520933031] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/11/2023]
Abstract
Workplace bullying is one of the most relevant social stressors at work. Although previous research has shown its negative consequences for health and well-being, scarce evidence about the short-term consequences of workplace bullying and its crossover effects on the home domain is available. Thus, we conducted a multisource weekly diary study. A sample of 124 employees and their spouses filled a general survey (baseline measures) and a weekly online survey for four consecutive weeks (number of occasions = 992). Multilevel analyses showed that workplace bullying is associated with emotional exhaustion (γ = 0.643, SE = 0.215, t = 2.99, p < .05) and behaviors of social undermining toward the partner (γ = 0.751, SE = 0.187, t = 4.01, p < .01). Furthermore, rumination mediated the relationship between workplace bullying and its potential detrimental consequences for both employees' well-being (i.e., emotional exhaustion) and interpersonal connections (i.e., partner social undermining). These results shed some light on the mechanisms that can explain both the short-term effects of workplace bullying on employees' well-being and how such effects go beyond the work setting and can impact the home domain. The theoretical and practical implications of these findings are discussed.
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19
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Bernuzzi C, Setti I, Maffoni M, Sommovigo V. From moral distress to burnout through work-family conflict: the protective role of resilience and positive refocusing. ETHICS & BEHAVIOR 2021. [DOI: 10.1080/10508422.2021.1955682] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Chiara Bernuzzi
- Department of Brain and Behavioural Sciences, Unit of Applied Psychology, University of Pavia
| | - Ilaria Setti
- Department of Brain and Behavioural Sciences, Unit of Applied Psychology, University of Pavia
| | - Marina Maffoni
- Psychology Unit of Montescano Institute, Istituti Clinici Scientifici Maugeri IRCCS
| | - Valentina Sommovigo
- Department of Brain and Behavioural Sciences, Unit of Applied Psychology, University of Pavia
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20
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Raetze S, Duchek S, Maynard MT, Kirkman BL. Resilience in Organizations: An Integrative Multilevel Review and Editorial Introduction. GROUP & ORGANIZATION MANAGEMENT 2021. [DOI: 10.1177/10596011211032129] [Citation(s) in RCA: 19] [Impact Index Per Article: 6.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The interest of organization and management researchers in the resilience concept has steadily grown in recent years. Although there is consensus about the importance of resilience in organizational contexts, many important research questions remain. For example, it is still largely unclear how resilience functions at different levels of analysis in organizations and how these various levels interact. In this special issue, we seek to advance knowledge about the complex resilience construct. For laying a foundation, in this editorial introduction we offer an integrative literature review of previous resilience research at three different levels of analysis (i.e., individual, team, and organization). Furthermore, we demonstrate what is already known about resilience as a multilevel construct and interactions among different resilience levels. Based on the results of our literature review, we identify salient research gaps and highlight some of the more promising areas for future research on resilience. Finally, we present an overview of the articles in this special issue and highlight their contributions in light of the gaps identified herein.
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Affiliation(s)
- Sebastian Raetze
- Chair of Organization and Corporate Governance, Faculty 5: Business, Law and Social Sciences, Brandenburg University of Technology Cottbus-Senftenberg, Germany
| | - Stephanie Duchek
- Chair of Organization and Corporate Governance, Faculty 5: Business, Law and Social Sciences, Brandenburg University of Technology Cottbus-Senftenberg, Germany
| | - M. Travis Maynard
- Management Department, College of Business, Colorado State University, Fort Collins, CO, USA
| | - Bradley L. Kirkman
- Department of Management Innovation & Entrepreneurship, Poole College of Management, NC State University, Raleigh, NC, USA
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21
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Yiwen F, Hahn J. Job Insecurity in the COVID-19 Pandemic on Counterproductive Work Behavior of Millennials: A Time-Lagged Mediated and Moderated Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:8354. [PMID: 34444104 PMCID: PMC8394277 DOI: 10.3390/ijerph18168354] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 07/04/2021] [Revised: 07/31/2021] [Accepted: 08/04/2021] [Indexed: 11/16/2022]
Abstract
During the COVID-19 pandemic, the market environment for the information technology (IT) industry changed dramatically, presenting companies with numerous obstacles in day-to-day management activities and changing business needs. Previous studies found that job insecurity due to COVID-19 significantly impacted millennials. Our research explored the effect of job insecurity on counterproductive work behavior among millennial employees during the COVID-19 period, using moral disengagement as a mediating variable, and psychological capital and negative emotions as moderating variables. In this study, 298 employees working in Chinese IT companies completed the questionnaire survey. We collected data from employees over three different time intervals (baseline, three weeks later, and six weeks later) to mitigate the issues of common method bias and single-source data. We analyzed the collected data using SPSS25.0 and Amos24.0 for structural modeling. Our research results indicate that job insecurity is positively associated with counterproductive work behavior, and moral disengagement plays a mediating role. In addition, psychological capital moderates the relationship between job insecurity, moral disengagement, and counterproductive work behavior. Negative emotions also moderate the mediating effect of moral disengagement between job insecurity and CWB.
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Affiliation(s)
- Fei Yiwen
- The Graduate School, Chung-Ang University, Seoul 06974, Korea;
| | - Juhee Hahn
- Department of Business Management, Chung-Ang University, Seoul 06974, Korea
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22
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Islam T, Ali M, Jamil S, Ali HF. How workplace bullying affects nurses’ well-being? The roles of burnout and passive avoidant leadership. INTERNATIONAL JOURNAL OF HUMAN RIGHTS IN HEALTHCARE 2021. [DOI: 10.1108/ijhrh-05-2021-0113] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to investigate individual-related consequences of workplace bullying among the health-care section. Specifically, this study examined the mediating role of burnout between workplace bullying and nurses’ well-being. Moreover, passive avoidant leadership is examined as a conditional variable between workplace bullying and burnout.
Design/methodology/approach
This study collected data from 314 nurses working in various hospitals through a questionnaire-based survey using Google Form in two waves.
Findings
Structural equation modeling confirmed the negative effect of workplace bullying on nurses’ well-being, whereas burnout mediates this relationship. In addition, passive avoidant leadership was identified as a conditional variable that strengthens the positive association between workplace bullying and burnout.
Research limitations/implications
Although data for the study were collected in two waves, still cross-sectional design limits causality.
Practical implications
This study suggests management to focus on developing and implementing counter-bullying rules to avoid the adverse consequences of workplace bullying (e.g. capital loss, recruitment costs, burnout, well-being, etc.). In addition, leaders/supervisors must be trained to fulfill their responsibilities to reduce negative consequences.
Originality/value
Studies on workplace bullying in high-power distance cultures are scant. Therefore, drawing upon conservation of resource theory, to the best of the authors’ knowledge, this is the first study that has investigated the moderating role of passive avoidant leadership on the association between workplace bullying and burnout.
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Irshad M, Bartels J, Majeed M, Bashir S. When breaking the rule becomes necessary: The impact of leader-member exchange quality on nurses pro-social rule-breaking. Nurs Open 2021; 9:2289-2303. [PMID: 34255937 PMCID: PMC9374417 DOI: 10.1002/nop2.979] [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: 09/25/2020] [Revised: 05/10/2021] [Accepted: 06/02/2021] [Indexed: 12/22/2022] Open
Abstract
Aim Despite the literature on nursing leadership, the research on the quality of exchange relationship between nursing leaders and nurses is in its initial stages. Also, the underlying mechanism that exists between leader–member exchange and employee outcomes warrants further inquiry. This study aimed to fill these gaps by investigating the role of leader–member exchange relationships and organizational identification in nurses' intentional violation of hospital regulations to promote their patients' welfare, also called pro‐social rule‐breaking. In contrast to a vast number of previous studies, we argue that pro‐social rule‐breaking can be positive for organizations. Therefore, nurses should be given margin and autonomy to break hospital rules when needed by establishing a high‐quality exchange relationship with the supervisor. Design A quantitative study was conducted on nurses working in hospitals in Pakistan by utilizing a non‐probability convenience sampling technique. Method Data from nurses and their colleagues (n = 224) were collected at three‐time points between June 2019 and August 2019 through questionnaires. Results The results proved that nurses' possessing a high‐quality exchange relationship with their supervisor feels a higher level of identification with their organization. In turn, they are more likely to engage in pro‐social rule‐breaking as a form of constructive deviance.
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Affiliation(s)
- Muhammad Irshad
- Department of Management Sciences, National University of Modern Languages, Islamabad, Pakistan
| | - Jos Bartels
- Department of Communication Studies, School of Communication, Hong Kong Baptist University, Kowloon Tsai, Hong Kong, China
| | - Mehwish Majeed
- Faculty of Management Sciences, International Islamic University, Islamabad, Pakistan
| | - Sajid Bashir
- Department of Management Sciences, Namal Institute, Mianwali, Pakistan
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24
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Shorey S, Wong PZE. A qualitative systematic review on nurses' experiences of workplace bullying and implications for nursing practice. J Adv Nurs 2021; 77:4306-4320. [PMID: 34081351 DOI: 10.1111/jan.14912] [Citation(s) in RCA: 17] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/10/2021] [Revised: 04/06/2021] [Accepted: 05/08/2021] [Indexed: 01/03/2023]
Abstract
AIMS To explore nurses' experiences of workplace bullying and ways to prevent such occurrences. DESIGN A qualitative systematic review was conducted. DATA SOURCES Five electronic databases were searched from each database's inception to December 2020. REVIEW METHODS Meta-summary and meta-synthesis were conducted using Sandelowski and Barroso's approach. RESULTS Twenty-seven studies were included in this review. The overarching theme, 'The Vicious Cycle of Bullying in Nursing', and four themes were synthesized: (a) different 'faces' of bullying, (b) the hidden drivers of bullying, (c) impact of being bullied and (d) responses to bullying. CONCLUSION The nursing code of ethics and anti-bullying policies should be consistently enforced by each organization's upper management. Nurses should be provided a safe space to voice their concerns on bullying within the organization.
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Affiliation(s)
- Shefaly Shorey
- Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Clinical Research Centre, Singapore
| | - Phyllis Zhi En Wong
- Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Clinical Research Centre, Singapore
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25
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Sarwar A, Khan J, Muhammad L, Mubarak N, Jaafar M. Relationship between organisational dehumanization and nurses' deviant behaviours: A moderated mediation model. J Nurs Manag 2021; 29:1036-1045. [PMID: 33394539 DOI: 10.1111/jonm.13241] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/16/2020] [Revised: 11/28/2020] [Accepted: 12/30/2020] [Indexed: 11/28/2022]
Abstract
AIM(S) This paper investigated the impact of organisational dehumanization on nurses' deviant behaviours in the Pakistani health sector directly and indirectly through job stress. The study also examined the moderation role of occupational self-efficacy on the relationship between organisational dehumanization and job stress. BACKGROUND While the attitudinal outcomes of organisational dehumanization have been a focus of research, its behavioural outcomes are a relatively ignored research area. METHOD Data were collected from 295 nurses working in hospitals across Pakistan via self-administered questionnaires with two measurement points to test the direct and indirect effects of organisational dehumanization. RESULTS The hypothesized relationships were tested with SPSS 25 and the Process Macro Model 7. The results showed that organisational dehumanization increased deviant behaviours among nurses directly and indirectly via job stress. Moreover, occupational self-efficacy plays moderation role and weakens the relationship between organisational dehumanization and job stress. CONCLUSION This study contributes to the existing literature by concentrating on predictors that trigger deviant behaviour among nurses. It also assessed the mediating impact of job stress, an essential endeavour for researchers and practitioners. IMPLICATIONS FOR NURSING MANAGEMENT The study outcomes can help the health sector improve their strategies to address organisational dehumanization and deviant behaviour among nurses.
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Affiliation(s)
- Aisha Sarwar
- Department of Management and Social Sciences, Capital University of Science and Technology, Islamabad, Pakistan
| | - Jabran Khan
- School of Housing Building and Planning, Universiti Sains Malaysia, Penang, Malaysia
| | - Lakhi Muhammad
- Department of Management and Social Sciences, Capital University of Science and Technology, Islamabad, Pakistan
| | - Namra Mubarak
- Department of Management and Social Sciences, Capital University of Science and Technology, Islamabad, Pakistan
| | - Mastura Jaafar
- School of Housing Building and Planning, Universiti Sains Malaysia, Penang, Malaysia
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Job Insecurity in Nursing: A Bibliometric Analysis. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18020663. [PMID: 33466769 PMCID: PMC7830002 DOI: 10.3390/ijerph18020663] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/20/2020] [Revised: 01/07/2021] [Accepted: 01/08/2021] [Indexed: 12/20/2022]
Abstract
Nurses are a key workforce in the international health system, and as such maintaining optimal working conditions is critical for preserving their well-being and good performance. One of the psychosocial risks that can have a major impact on them is job insecurity. This study aimed to carry out a bibliometric analysis, mapping job insecurity in 128 articles in nursing, and to determine the most important findings in the literature. The search was conducted in the Web of Science Core Collection database using the Science Citation Index (SCI)-Expanded and Social Sciences Citation Index (SSCI) indexes on 6 March 2020. This field of discipline has recently been established and has experienced significant growth since 2013. The most productive and widely cited authors are Denton and Zeytinoglu. The most productive universities are Toronto University, McMaster University, and Monash University. The most productive countries are the United States, Canada, Australia, Finland, and the United Kingdom. The most widely used measure was Karasek’s Job Content Questionnaire (JCQ). The main findings report negative correlations with job satisfaction, mental well-being, and physical health. Job insecurity is a recent and little-discussed topic, and this paper provides an overview of the field. This will enable policies to reduce psychosocial risks among nurses to be implemented.
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27
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Fatima D, Abdul Ghaffar MB, Zakariya R, Muhammad L, Sarwar A. Workplace bullying, knowledge hiding and time theft: Evidence from the health care institutions in Pakistan. J Nurs Manag 2021; 29:813-821. [PMID: 33275805 DOI: 10.1111/jonm.13222] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/02/2020] [Revised: 10/22/2020] [Accepted: 11/20/2020] [Indexed: 11/26/2022]
Abstract
AIM(S) This paper examined the impact of workplace bullying (WPB) on mild aggressive deviant behaviour, such as knowledge hiding and employee time theft, in Pakistani health care institutions. Additionally, this study investigated the mediating role of negative emotions on the relationship between WPB and its outcomes. BACKGROUND Although mild deviant behaviour has been proven to affect the health care sector, its antecedents are still untapped. METHOD Data were collected from 233 nurses working in hospitals located across Pakistan via self-administered questionnaires in three time lags to test both the direct and indirect effects of WPB. The hypothesized correlations were tested using structural equation modelling (SEM). RESULTS The results revealed that WPB increased knowledge hiding and employee time theft amongst nurses. The indirect effect of negative emotions was established on the aforementioned relationships. CONCLUSION This study contributes to the existing literature by concentrating on predictors that trigger deviant behaviour amongst nurses. It also assessed the mediating impact of emotions, wherein such endeavour is essential for researchers and practitioners. IMPLICATIONS FOR NURSING MANAGEMENT The study outcomes are significant for the hospital sector to improve their strategies, such as implementing resilience during stressful events to address WPB and deviant behaviour amongst nurses.
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Affiliation(s)
- Duria Fatima
- Department of Business Administration, NFC IET, Multan, Pakistan
| | | | - Ramsha Zakariya
- Department of Management and Social Sciences, Capital University of Science and Technology, Islamabad, Pakistan
| | - Lakhi Muhammad
- Department of Management and Social Sciences, Capital University of Science and Technology, Islamabad, Pakistan
| | - Aisha Sarwar
- Department of Management and Social Sciences, Capital University of Science and Technology, Islamabad, Pakistan
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28
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Zhou Y, Asante EA, Zhuang Y, Wang J, Zhu Y, Shen L. Surviving an infectious disease outbreak: How does nurse calling influence performance during the COVID-19 fight? J Nurs Manag 2020; 29:421-431. [PMID: 33058323 PMCID: PMC7675343 DOI: 10.1111/jonm.13181] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/19/2020] [Revised: 09/17/2020] [Accepted: 09/30/2020] [Indexed: 11/30/2022]
Abstract
AIM To assess the performance of front-line nurses, who believed they were living out their calling, during the coronavirus disease 2019 (COVID-19) pandemic. BACKGROUND Although as a profession nursing generally requires high levels of performance, the disruption arising from an infectious disease outbreak increases the work stress and decreases the performance of front-line nurses. How this situation can be improved has yet to be thoroughly examined. METHOD We used a snowball sampling technique to recruit 339 nurses who were originally from outside Hubei but volunteered to join medical teams going to Hubei to tackle COVID-19. RESULTS Drawing on the theory of work as a calling, we found that living a calling had a positive effect on front-line nurses' performance through the clinical and relational care they provided. Perceived supervisor support strengthened these mediated relationships. CONCLUSION Our findings indicate that despite the constraints associated with pandemics, front-line nurses who are living a calling are able to provide better clinical and relational care to infected patients, which in turn improves their performance. IMPLICATIONS FOR NURSING MANAGEMENT The findings of this study suggest that hospitals can introduce career educational interventions to enhance nurses' ability to discern and live out their calling to improve their performance.
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Affiliation(s)
- Yan Zhou
- Sir Run Run Shaw Hospital, School of Medicine, Zhejiang University, Hangzhou, China
| | - Eric Adom Asante
- Department of Management, Lingnan University, Tuen Mun, Hong Kong
| | - Yiyu Zhuang
- Sir Run Run Shaw Hospital, School of Medicine, Zhejiang University, Hangzhou, China
| | - Jie Wang
- Nottingham University Business School China, University of Nottingham Ningbo China, Ningbo, China
| | - Yue Zhu
- School of Business Administration, Zhejiang Gongshang University, Hangzhou, China
| | - Lihua Shen
- Sir Run Run Shaw Hospital, School of Medicine, Zhejiang University, Hangzhou, China
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29
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Majeed M, Fatima T. Impact of exploitative leadership on psychological distress: A study of nurses. J Nurs Manag 2020; 28:1713-1724. [DOI: 10.1111/jonm.13127] [Citation(s) in RCA: 18] [Impact Index Per Article: 4.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/30/2020] [Revised: 07/17/2020] [Accepted: 08/03/2020] [Indexed: 12/21/2022]
Affiliation(s)
- Mehwish Majeed
- Faculty of Management Sciences International Islamic University Islamabad Pakistan
| | - Tasneem Fatima
- Faculty of Management Sciences International Islamic University Islamabad Pakistan
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30
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Karatuna I, Jönsson S, Muhonen T. Workplace bullying in the nursing profession: A cross-cultural scoping review. Int J Nurs Stud 2020; 111:103628. [PMID: 32932063 DOI: 10.1016/j.ijnurstu.2020.103628] [Citation(s) in RCA: 31] [Impact Index Per Article: 7.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/09/2019] [Revised: 04/20/2020] [Accepted: 04/21/2020] [Indexed: 02/03/2023]
Abstract
BACKGROUND Globally, nurses are at high risk of exposure to workplace bullying, and there is a growing body of literature addressing bullying in the nursing profession. Yet, our understanding of cross-cultural variations in bullying among nurses is lacking. An analysis of what is currently known about bullying in different parts of the world is critical for our understanding of cross-cultural effects of bullying among nurses. OBJECTIVES We aimed to examine workplace bullying research among nurses with the focus on sources, antecedents, outcomes and coping responses from a cross-cultural perspective during the years 2001-2019. DESIGN This is a scoping review of published literature on workplace bullying among nurses. DATA SOURCES A literature search was conducted using the CINAHL, PubMed, PsychINFO and Web of Science databases. A total of 166 articles provided data from the following cultural clusters: Anglo, Latin Europe, Eastern Europe, Nordic Europe, Middle East, Latin America, Confucian Asia, Southern Asia and Sub-Saharan Africa. PROCEDURE Studies were identified through a database search. Relevant data were extracted using a narrative approach. Categories were thematically organized according to the study topics. Cultural differences regarding the variation in the perceptions of and responses to bullying were analysed in relation to the cultural dimensions: power distance, assertiveness, in-group collectivism and performance orientation. RESULTS Research was mostly conducted in the Anglo cluster. Antecedents and outcomes of bullying were the most often studied topics across all cultural clusters. Vertical bullying was most prevalent in higher power distance cultures, whereas horizontal bullying was either more or equally prevalent in lower power distance cultures. The risk of bullying decreased as nurses' length of service and age increased in most of the clusters. Individual antecedents were more frequently reported in high in-group collectivist cultures. Organizational antecedents such as lack of bullying prevention measures, unsupportive leadership and stressful work characteristics were frequently reported across different cultural clusters. Yet, an organizational culture that tolerates bullying was most commonly addressed in Anglo, a highly performance-oriented culture. Negative outcomes of bullying were very similar across the world. Nurses used emotion-focused coping strategies more frequently almost in all clusters; yet, there were reports of problem-focused coping strategies especially in relatively higher assertiveness cultures. CONCLUSIONS Analysis revealed both similarities and differences in the nurses' reports of bullying by world region. Cultural factors were found to be important for understanding the variation in the nurses' perceptions of and responses to bullying.
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Affiliation(s)
- Işıl Karatuna
- Marmara University, Department of Labor Economics and Industrial Relations, Göztepe Kampüsü 34722, Kadiköy, Istanbul, Turkey.
| | - Sandra Jönsson
- Malmö University, Centre for Work Life and Evaluation Studies/Urban Studies, 205 06, Malmö, Sweden.
| | - Tuija Muhonen
- Malmö University, Centre for Work Life and Evaluation Studies/School Development and Leadership, 205 06, Malmö, Sweden.
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