Uncovering the impact of triadic relationships within a team on job performance: an application of balance theory in predicting feedback‐seeking behaviour

Vaccine communication strategies among healthcare workers as a reflection of the Israeli Ministry of Health's communication strategies before and after the COVID-19 pandemic

Background

Healthcare workers play a central role in communicating information to the public regarding vaccines. Most of the literature has focused on healthcare workers' hesitancy and doubts about getting the flu vaccine themselves. However, few studies have dealt with how they perceive their role in communicating information regarding vaccines, especially following the COVID-19 pandemic.

Objectives

(1) To identify the communication strategies used by the Israeli Ministry of Health regarding vaccines during epidemic crises (before and after the COVID-19 pandemic); (2) To identify the communication strategies used by healthcare workers regarding vaccines before and after the COVID-19 pandemic.

Methods

A qualitative study based on in-depth interviews was conducted among healthcare workers and used a semi-structured protocol as a research tool. A total of 18 healthcare workers were sampled using purposeful and snowball sampling.

Results

Despite healthcare workers' perception that there has been a decrease in trust in the Israeli Ministry of Health among the public following the COVID-19 outbreak, they still rely on the Israeli Ministry of Health as their primary source of information and use the same communication strategies (such as fear appeals and correcting information) as of the Israeli Ministry of Health to communicate with the public, healthcare providers, and other relevant stakeholders.

Conclusion

Healthcare workers have been shaped by the professional socialization processes within the health system, leading to a predominant reliance on established communication strategies and informational channels. This reliance underscores the importance of evolving these methods to better engage with the public. To address this, there is a compelling need to innovate and adopt new communication techniques that emphasize effective dialogue and transparent interactions. By doing so, healthcare professionals can ensure that their outreach is not only informative but also responsive to the diverse needs and preferences of the community.

The Common Way in Which the Ministry of Health Conveys Information to the Public: A Simulation Among Israeli Parents with Different Attitudes and Behaviors Regarding Vaccination During a Measles Outbreak in Israel

BACKGROUND

Despite several empirical studies that have emphasized the problematic and ineffective way in which health organizations 'correct' information which does not come from them, they have not yet found ways to properly address vaccine hesitancy.

OBJECTIVES

(1) Examining the responses of groups with different attitudes/ behaviors regarding vaccination; (2) Examining the effect of the common methods of correcting information regarding the response of subgroups, while examining issues of reliability, satisfaction, and information seeking, as well as how health organization tools aid the decision-making process regarding vaccines.

METHODS

A simulation study that included 150 parents of kindergarten children was carried out.

RESULTS

Significant difference was found among the various groups (with respect to vaccination behavior) regarding the extent of their trust in the Ministry of Health (χ2(3) = 46.33; P < 0.0001), the reliability of the Ministry of Health's response (χ2(3) = 31.56; P < 0.0001), satisfaction with the Ministry of Health's response (χ2(3) = 25.25; P < 0.0001), and the level of help they felt the Ministry of Health's tools provided them regarding vaccine-related decision making (χ2(3) = 27.76; P < 0.0001).

CONCLUSION

It is important for health organizations to gain the public's trust, especially that of pro-vaccination groups with hesitant attitudes, while addressing the public's fears and concerns.

Giving what they want: How congruence between expected feedback quality and delivered feedback quality influences leader-member exchange and job performance

As an attempt to solve the mixed results between leader feedback quality and employee job performance, this study proposes that employees' expected feedback quality plays a key role in how employees react to leader feedback. Specifically, drawing on needs-supplies fit and social exchange theory, we posit that congruence between expected feedback quality and delivered feedback quality positively relates to employee task performance and organizational citizenship behavior (OCB) through leader-member exchange (LMX). Further, we posit that learning goal orientation may strengthen the positive effect of congruence between expected feedback quality and delivered feedback quality on LMX. Multi-wave data collected from 226 employees from China showed that congruence between expected feedback quality and delivered feedback quality improves LMX and in turn benefits task performance and OCB. Moreover, learning goal orientation intensifies the indirect effect of congruence between expected feedback quality and delivered feedback quality on task performance and OCB through LMX. The theoretical and practical implications of these findings are discussed.

Pains and gains of feedback source: the dual effects of subordinates' feedback-seeking events on leaders' work engagement

Despite the well documented research on workplace feedback-seeking behavior from the seeker's perspective, limited attention has been devoted to the feedback source-the individual providing the feedback. Drawing from the affective events theory (AET), we developed a theoretical model and examined the potential impacts on leaders (i.e., the feedback source) when asked for feedback by subordinates. We conducted a 5-day experience sampling study with 106 leaders. Research findings revealed that subordinates' feedback-seeking events (SFSE) was positively related to leaders' positive and negative affect; SFSE had a positive indirect effect on leaders' daily work engagement through increased positive affect, and a negative indirect effect through increased negative affect. In addition, the relationship between SFSE and affective reactions was moderated by emotion suppression, such that leaders with higher levels of emotion suppression experienced less positive affect elicited by SFSE. This study helps to enrich the workplace feedback-seeking literature by examining how and when responding to feedback seeking influences feedback sources' emotional and work experiences.

How and when seeking feedback from coworkers pays off? The mixed role of coworker relationship

Although research in the feedback-seeking behavior literature has primarily focused on feedback-seeking from supervisors, some emerging works have begun to explore the benefits of coworker feedback-seeking behavior. Based on the social exchange theory, we investigated how and when seeking feedback from coworkers will benefit the seekers. Using a sample of 327 teachers from China, we find that seeking feedback from coworkers is positively associated with task performance and workplace well-being. Seeking feedback from coworkers is also positively associated with coworker relationship. Moreover, the coworker relationship mediates the effects of seeking feedback from coworkers and task performance and workplace well-being, and moderates the strength of the relationship between seeking feedback from coworkers on task performance and workplace well-being. Theoretical and practical implications of our findings are discussed.

The effects of individual differentiation on newcomer group identification

Purpose

With organizations hiring from increasingly diverse labor markets, this study aims to examine the implications of newcomers’ individual differentiation for their group identification. The paper proposes and tests a self-verification process in which individual differentiation predicts group identification through role innovation under positive social feedback on innovation (moderated mediation). Simultaneously, a self-categorization pathway is examined of the indirect negative influence of individual differentiation on group identification through role modeling (mediation).

Design/methodology/approach

Survey data were collected at three time points from 161 UK university alumni.

Findings

The analyses support a self-verification pathway: newcomers with high individual differentiation report higher group identification via role innovation only when they receive positive feedback on their innovative actions. However, there was no support for a self-categorization pathway, with no indirect relationship found between individual differentiation and group identification via role modeling.

Practical implications

HR practitioners and managers who are responsible for helping newcomers adjust should consider newcomers’ individual differentiation. Specifically, newcomers with high individual differentiation may more successfully navigate their transition and identify with their workgroup when given appropriate support, such as positive social feedback on their innovative actions.

Originality/value

The study extends organizational socialization research by focusing on when newcomers with high individual differentiation may experience group identification. The findings highlight the important role of positive social feedback on group identification; this suggests a potential means by which newcomers with high individual differentiation can settle successfully.