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Layne D, Beall C, Bryant WT, Morris L, Craven H. Experiences with Negative Behavior and Incivility: Perspectives of Unlicensed Assistive Personnel and Registered Nurses. NURSING REPORTS 2024; 14:1706-1721. [PMID: 39051363 PMCID: PMC11270354 DOI: 10.3390/nursrep14030127] [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: 07/01/2024] [Revised: 07/08/2024] [Accepted: 07/11/2024] [Indexed: 07/27/2024] Open
Abstract
Healthcare professionals experience negative behaviors such as incivility from various sources within the hospital environment. However, little is known regarding the experience of unlicensed assistive personnel with these behaviors. Using a cross-sectional survey design, the research team aimed to examine the presence, sources, and impact of negative behaviors among registered nurses and unlicensed assistive personnel within a US hospital. Descriptive and inferential statistics were used to analyze quantitative data, while thematic analysis was used to analyze the qualitative responses. A total of 309 participants completed the survey, and 135 participants responded to three qualitative questions. Most respondents identified inadequate staffing/resources to handle workload (87%) and job stress leading to loss of control over behavior as contributing factors to lateral/vertical aggression in the work environment (71%). Impacts of negative behavior on job performance were related to both personal well-being and the work environment. Demoralization was identified as a common consequence of negative behaviors for individuals and within the work environment. The results suggested that registered nurses, unlicensed assistive personnel, and nursing leadership may benefit from system-wide approaches addressing negative behaviors such as incivility within the clinical environment. Specifically, efforts and policies aimed at aiding clinicians in responding to negative behaviors could potentially improve the clinical environment.
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Affiliation(s)
- Diana Layne
- College of Nursing, Medical University of South Carolina, Charleston, SC 29425, USA
| | - Christina Beall
- Department of Nursing, University of South Carolina-Beaufort, Bluffton, SC 29909, USA;
| | - William T. Bryant
- Ralph H. Johnson VA Health Care System, Health Equity and Rural Outreach Innovation Center, Charleston, SC 29425, USA;
- Department of Psychiatry and Behavioral Sciences, Medical University of South Carolina, Charleston, SC 29425, USA
| | - Lynnette Morris
- MUSC Health, Medical University of South Carolina, Charleston, SC 29425, USA; (L.M.); (H.C.)
| | - Heather Craven
- MUSC Health, Medical University of South Carolina, Charleston, SC 29425, USA; (L.M.); (H.C.)
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Chen Y, Zhou X, Bai X, Liu B, Chen F, Chang L, Liu H. A systematic review and meta-analysis of the effectiveness of social support on turnover intention in clinical nurses. Front Public Health 2024; 12:1393024. [PMID: 38903567 PMCID: PMC11187297 DOI: 10.3389/fpubh.2024.1393024] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/28/2024] [Accepted: 05/17/2024] [Indexed: 06/22/2024] Open
Abstract
Background Nurse turnover has become a salient issue in healthcare system worldwide and seriously compromises patient outcomes. Social support is considered an effective contributor to alleviate nurse turnover intention (TI). However, the degree of correlation between social support and nurse TI remains elusive. Aims This study aims to evaluate the strength of the effectiveness of social support on TI among nurses as well as its potential moderators. Design This systematic review and meta-analysis followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses. Methods To obtained qualified studies, two researchers searched Embase, PubMed, Web of science, CINAHL, CNKI, WanFang, and Chinese Medical Journal Full Text Database from inception to January 6, 2024. Meta-analysis, publication bias, and sensitivity analysis were carried out on the included studies using CMA 3.0 software, and the moderating effect was verified through meta-analysis of variance (ANOVA). Results A total of 38 studies were obtained, involving 63,989 clinical nurses. The comprehensive effect size of the random effect model showed a significant medium negative correlation between social support and TI among nurses (p < 0.001). The sample size and TI measurement tools significantly moderated the correlation between social support and TI (p < 0.050). However, nurse department, gender, data collection time, and social support measurement tools did not moderate the correlation between the two variables. Conclusion Social support is negatively associated with TI in nurses. Nursing administrators and the medical community should fully recognize the importance of social support for nurses and take corresponding measures to enhance it, thereby reducing TI and ensuring the stability of the nursing team.
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Affiliation(s)
- Yan Chen
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Xiang Zhou
- School of Sociology and Political Science, Shanghai University, Shanghai, China
| | - Xue Bai
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Beibei Liu
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Fengzhi Chen
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Lixia Chang
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
| | - Hongli Liu
- Department of Critical Care Medicine, Shandong Provincial Hospital Affiliated to Shandong First Medical University, Jinan, China
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3
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Feng Y, Cui J. Emotional Exhaustion and Emotional Contagion: Navigating Turnover Intention of Healthcare Personnel. J Multidiscip Healthc 2024; 17:1731-1742. [PMID: 38659635 PMCID: PMC11041967 DOI: 10.2147/jmdh.s460088] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2024] [Accepted: 04/09/2024] [Indexed: 04/26/2024] Open
Abstract
Purpose This study aimed to examine the role of personal emotions and emotional contagion within organizations on the behavior and attitudes of healthcare personnel. This study is expected to provide a theoretical foundation for reducing resignation behaviors and improving healthcare quality. Materials and Methods This study adopted a quantitative research method with a cross-sectional survey through an online questionnaire. The bootstrap method with 5000 iterations was used to validate the role of variables within a 95% confidence interval. SPSS 26.0 and Model 5 in Process 3.4 for SPSS were used for the data analysis. Results This research involved 459 healthcare personnel, whose levels of role overload (3.821±0.925), emotional exhaustion (3.436±1.189), and turnover emotional contagion (3.110±1.099) were notably high. Role overload was positively related to turnover intention, with emotional exhaustion as a mediator. Notably, turnover emotional contagion exerted a positive moderating effect. Conclusion This study emphasizes the adverse effects of emotional exhaustion and turnover emotional contagion in the Chinese context, offering practical recommendations for medical organizational managers to navigate turnover intention among healthcare personnel. This study suggests paying attention to the emotional state of healthcare personnel and providing adequate support resources. Managers should routinely assess and track turnover emotional contagion within the organization, fostering a positive emotional atmosphere.
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Affiliation(s)
- Yisong Feng
- College of Public Health, Chongqing Medical University, Chongqing, People’s Republic of China
| | - Jing Cui
- Human Resources Office, Chongqing Medical University, Chongqing, People’s Republic of China
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Magnavita N, Larese Filon F, Giorgi G, Meraglia I, Chirico F. Assessing Workplace Violence: Methodological Considerations. LA MEDICINA DEL LAVORO 2024; 115:e2024003. [PMID: 38411977 PMCID: PMC10915676 DOI: 10.23749/mdl.v115i1.15186] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Subscribe] [Scholar Register] [Received: 09/06/2023] [Accepted: 11/21/2023] [Indexed: 02/28/2024]
Abstract
The risk of violence is present in all workplaces. It must be accurately assessed to establish prevention and protection measures tailored to the features of each situation. The risk management process requires compliance in a sequential order: 1) risk identification, 2) quantitative risk assessment, and 3) impact assessment. Gathering workers' experiences using lists, focus groups, or participatory ergonomics groups is necessary to identify the phenomenon. For risk assessment, spontaneous reporting of events is often insufficient. It may be complemented with two methods: systematic recording of violent events that occurred in the past year during periodic medical examinations of workers and targeted surveys. The epidemiological analysis of data from individual interviews and surveys provides the phenomenon's prevalence, incidence, and evolution. Moreover, reporting the harm suffered by victims of violence allows constructing impact matrices to allocate resources where they are most needed.
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Affiliation(s)
- Nicola Magnavita
- Department of Life Sciences and Public Health, Univeristà Cattolica del Sacro Cuore, Rome, Italy
- Occupational Health Unit, Department of Woman, Child and Public Health Sciences, Fondazione Policlinico Universitario Agostino Gemelli IRCCS, Rome, Italy
| | | | - Gabriele Giorgi
- Department of Human Sciences, European University of Rome, Rome, Italy
| | - Igor Meraglia
- Department of Life Sciences and Public Health, Univeristà Cattolica del Sacro Cuore, Rome, Italy
| | - Francesco Chirico
- Health Service Department, Italian State Police, Ministry of the Interior, Milan, Italy
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5
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Chua IS, Khinkar RM, Wien M, Kerrissey M, Lipsitz S, Cheung YY, Mort EA, Desai S, Morris CA, Pearson M, Eappen S, Rozenblum R, Mendu M. What Went Right? A Mixed-Methods Study of Positive Feedback Data in a Hospital-Wide Mortality Review Survey. J Gen Intern Med 2024; 39:263-271. [PMID: 37725228 PMCID: PMC10853134 DOI: 10.1007/s11606-023-08393-z] [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: 07/03/2023] [Accepted: 08/22/2023] [Indexed: 09/21/2023]
Abstract
BACKGROUND Toxic work culture contributes to healthcare worker burnout and attrition, but little is known about how healthcare organizations can systematically create and promote a culture of civility and collegiality. OBJECTIVE To analyze peer-to-peer positive feedback collected as part of a systematized mortality review survey to identify themes and recognition dynamics that can inform positive organizational culture change. DESIGN Convergent mixed-methods study design. PARTICIPANTS A total of 388 physicians, 212 registered nurses, 64 advanced practice providers, and 1 respiratory therapist at four non-profit hospitals (2 academic and 2 community). INTERVENTION Providing optional positive feedback in the mortality review survey. MAIN MEASURES Key themes and subthemes that emerged from positive feedback data, associations between key themes and positive feedback respondent characteristics, and recognition dynamics between positive feedback respondents and recipients. KEY RESULTS Approximately 20% of healthcare workers provided positive feedback. Three key themes emerged among responses with free text comments: (1) providing extraordinary patient and family-centered care; (2) demonstrating self-possession and mastery; and (3) exhibiting empathic peer support and effective team collaboration. Compared to other specialties, most positive feedback from medicine (70.2%), neurology (65.2%), hospice and palliative medicine (64.3%), and surgery (58.8%) focused on providing extraordinary patient and family-centered care (p = 0.02), whereas emergency medicine (59.1%) comments predominantly focused on demonstrating self-possession and mastery (p = 0.06). Registered nurses (40.2%) provided multidirectional positive feedback more often than other clinician types in the hospital hierarchy (p < 0.001). CONCLUSIONS Analysis of positive feedback from a mortality review survey provided meaningful insights into a health system's culture of teamwork and values related to civility and collegiality when providing end-of-life care. Systematic collection and sharing of positive feedback is feasible and has the potential to promote positive culture change and improve healthcare worker well-being.
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Affiliation(s)
- Isaac S Chua
- Division of General Internal Medicine and Primary Care, Department of Medicine, Brigham and Women's Hospital, Boston, MA, USA.
- Department of Psychosocial Oncology and Palliative Care, Dana-Farber Cancer Institute, Boston, MA, USA.
- Harvard Medical School, Boston, MA, USA.
| | - Roaa M Khinkar
- Department of Pharmacy Practice, Faculty of Pharmacy, King Abdulaziz University, Jeddah, Saudi Arabia
| | - Matthew Wien
- Division of General Internal Medicine and Primary Care, Department of Medicine, Brigham and Women's Hospital, Boston, MA, USA
| | | | - Stuart Lipsitz
- Division of General Internal Medicine and Primary Care, Department of Medicine, Brigham and Women's Hospital, Boston, MA, USA
- Harvard Medical School, Boston, MA, USA
| | - Yvonne Y Cheung
- Department of Quality and Safety, Newton Wellesley Hospital, Newton, MA, USA
- Department of Anesthesia, Newton Wellesley Hospital, Newton, MA, USA
| | - Elizabeth A Mort
- Harvard Medical School, Boston, MA, USA
- Lawrence Center for Quality and Safety, Massachusetts General Hospital, Boston, MA, USA
- Division of General Internal Medicine, Massachusetts General Hospital, Boston, MA, USA
- Department of Health Care Policy, Harvard Medical School, Boston, MA, USA
| | - Sonali Desai
- Harvard Medical School, Boston, MA, USA
- Office of the Chief Quality Officer, Brigham and Women's Hospital, Boston, MA, USA
| | - Charles A Morris
- Harvard Medical School, Boston, MA, USA
- Office of the Chief Medical Officer, Brigham and Women's Hospital, Boston, MA, USA
| | - Madelyn Pearson
- Office of the Chief Nursing Officer, Brigham and Women's Hospital, Boston, MA, USA
| | - Sunil Eappen
- University of Vermont Health Network, Burlington, VA, USA
| | - Ronen Rozenblum
- Division of General Internal Medicine and Primary Care, Department of Medicine, Brigham and Women's Hospital, Boston, MA, USA
- Harvard Medical School, Boston, MA, USA
| | - Mallika Mendu
- Division of General Internal Medicine and Primary Care, Department of Medicine, Brigham and Women's Hospital, Boston, MA, USA
- Office of the Chief Medical Officer, Brigham and Women's Hospital, Boston, MA, USA
- Division of Renal Medicine, Department of Medicine, Brigham and Women's Hospital, Boston, MA, USA
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6
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Kang J, Kang P. Relationship Building between International Healthcare Volunteers and Local Healthcare Providers in Ethiopia: Real-Life Experiences in Low-Income Country. Healthcare (Basel) 2023; 11:1969. [PMID: 37444804 DOI: 10.3390/healthcare11131969] [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: 05/05/2023] [Revised: 07/03/2023] [Accepted: 07/06/2023] [Indexed: 07/15/2023] Open
Abstract
BACKGROUND The number of international healthcare volunteers in low-income countries that need trained human resources has been increasing. However, migrating to a foreign country requires adapting to its environment and culture. The purpose of this study was to explore the international healthcare volunteers' experiences in Ethiopia in building relationships with local healthcare providers. METHODS Six participants were enrolled in the study, and data were collected through individual in-depth interviews conducted between September and October 2018. The collected data were analyzed using Colaizzi's phenomenological method. RESULTS Ten subthemes emerged from five themes: "facing new situations", "accepting myself as an outsider in Ethiopia", "impact on the wall of prejudice", "adapting to a new culture", and "positive outlook". CONCLUSIONS This study shows that international healthcare volunteers in Ethiopia experienced challenges in building relationships with local healthcare providers due to linguistic and cultural gaps. Nevertheless, they strived to accept the culture and play their part as helpers in providing healthcare services.
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Affiliation(s)
- Jiwon Kang
- School of Nursing, University of Minnesota, Minneapolis, MN 55455, USA
| | - Purum Kang
- College of Nursing, Woosuk University, Wanju 55338, Jeollabuk-do, Republic of Korea
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7
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Raza MA, Imran M, Rosak-Szyrocka J, Vasa L, Hadi NU. Organizational Change and Workplace Incivility: Mediated by Stress, Moderated by Emotional Exhaustion. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:2008. [PMID: 36767374 PMCID: PMC9916085 DOI: 10.3390/ijerph20032008] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 12/15/2022] [Revised: 01/15/2023] [Accepted: 01/19/2023] [Indexed: 06/18/2023]
Abstract
Modern organizations continuously undergo change processes. The focus of the organizations remains on the macro level, but the micro level (i.e., employee's perspective) is neglected. Using the conservation of resource theory (COR), this study examines the association between organizational change and workplace incivility. This study also proposes mediating and moderating mechanisms of stress and emotional exhaustion. The data were collected from 262 respondents working in public sector organizations in Pakistan using a time-lagged technique. The results proved that change significantly impacts workplace incivility. Moreover, stress mediates their relationship and emotional exhaustion moderates it. Furthermore, emotional exhaustion also moderates the stress-incivility relationship. Public sector organizations must focus on well-planned, inclusive, and adequately managed change processes to achieve the desired outcome; otherwise, adverse behaviors, including incivility, manifest. To the best of the authors' knowledge, the organizational change and incivility relationship has not been explored in the past. Additionally, their relationship with stress and emotional exhaustion also requires empirical investigation. This study also adds to the literature on the conservation of resource theory.
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Affiliation(s)
- Muhammad Ali Raza
- Department of Management Sciences, COMSATS University Islamabad, Islamabad 45550, Pakistan
| | - Muhammad Imran
- Department of Management Sciences, COMSATS University Islamabad, Islamabad 45550, Pakistan
| | - Joanna Rosak-Szyrocka
- Faculty of Management, Czestochowa University of Technology, 42-200 Czestochowa, Poland
| | - László Vasa
- Széchenyi István University, 9026 Győr, Hungary
| | - Noor Ul Hadi
- College of Business Administration, Prince Mohammad Bin Fahd University, Al-Khobar 34754, Saudi Arabia
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8
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MA X, LIAO J, ZHAO J. Experiment and meta-analysis on the effects of grass cultivation in the orchard on fruit yield and quality. FOOD SCIENCE AND TECHNOLOGY 2023. [DOI: 10.1590/fst.95122] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
Affiliation(s)
- Xueting MA
- Tarim University, China; Tarim University, China
| | - Jiean LIAO
- Tarim University, China; Tarim University, China
| | - Jinfei ZHAO
- Tarim University, China; Tarim University, China
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9
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MA X, LIAO J, ZHAO J, XI L. Effects of hairy vetch cultivation on soil quality and productivity in Chinese orchards: a meta-analysis. FOOD SCIENCE AND TECHNOLOGY 2023. [DOI: 10.1590/fst.103622] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/18/2023]
Affiliation(s)
- Xueting MA
- Tarim University, China; Tarim University, China
| | - Jiean LIAO
- Tarim University, China; Tarim University, China
| | - Jinfei ZHAO
- Tarim University, China; Tarim University, China
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Takeda S, Fukuzaki T. Relationship between turnover intention and workplace personal relations among care workers employed by elder care facilities. Psychogeriatrics 2023; 23:86-93. [PMID: 36332615 DOI: 10.1111/psyg.12906] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 05/14/2022] [Accepted: 10/20/2022] [Indexed: 11/06/2022]
Abstract
BACKGROUND This study focuses on care workers at elder care facilities to examine what factors (including workplace personal relations) influence turnover intention and to what extent. Based on this analysis, the study discusses the content of workplace personal relations problems in qualitative terms. METHODS The study targeted care workers at elder care facilities. There were 406 participants with no missing data who were analyzed. The survey period ranged from September to November 2021. Questions consisted of basic attributes, turnover intention, problems with workplace personal relations, content of personal relation problems, and psychological distress. RESULTS Female care workers were 2.25 times more likely than male care workers to have turnover intention. Care workers with workplace personal relation problems were 1.97 times more likely than those without these problems to have high turnover intention. Moreover, with regard to psychological distress, the ratio increased to 4.99 times. The following six categories were extracted from the text data on workplace personal relation problems: insufficient communication, bullying, sense of unfair workload, different attitudes to care work, difficulty in guidance for subordinates/new staff, and labelling. CONCLUSIONS Gender, workplace personal relation problems, and psychological distress have shown to affect care workers' turnover intentions. To prevent care worker turnover, future studies should focus on the development and impact of strategies to improve workplace personal relations specific to care workers, targeting the six factors identified in this study.
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Affiliation(s)
- Shinya Takeda
- Department of Clinical Psychology, Tottori University Graduate School of Medical Sciences, Yonago, Tottori, Japan
| | - Toshiki Fukuzaki
- Department of Clinical Psychology, Tottori University Graduate School of Medical Sciences, Yonago, Tottori, Japan
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Asfahani AM. The impact of role conflict on turnover intention among faculty members: A moderated mediation model of emotional exhaustion and workplace relational conflict. Front Psychol 2022; 13:1087947. [PMID: 36619069 PMCID: PMC9811317 DOI: 10.3389/fpsyg.2022.1087947] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/02/2022] [Accepted: 12/02/2022] [Indexed: 12/24/2022] Open
Abstract
This study examines the impact of emotional exhaustion on faculty role conflict as a source of stress that leads to turnover intention, which is considered to be an undesirable organizational behavior. Drawing on conservation of resources and job-demand theories, the study investigates the moderating effect of workplace relational conflict on the relationships between role conflict among faculty members and both emotional exhaustion and turnover intention. Cross-sectional survey data were collected from 321 faculty members employed in 58 Saudi universities and institutions of higher education. Structural equation modeling revealed that emotional exhaustion mediates the significant positive relationship between faculty members' role conflict and their turnover intention and that these mediating effects are enhanced by the moderating effect of workplace relational conflict on the significant positive relationship between emotional exhaustion and turnover intention. Unexpectedly, the moderating effect of workplace relational conflict on the relationship between role conflict and emotional exhaustion was not supported by the results. The study concludes by highlighting several theoretical and practical implications and providing suggestions for future research.
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12
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Parray ZA, Islam SU, Shah TA. Exploring the effect of workplace incivility on job outcomes: testing the mediating effect of emotional exhaustion. JOURNAL OF ORGANIZATIONAL EFFECTIVENESS: PEOPLE AND PERFORMANCE 2022. [DOI: 10.1108/joepp-07-2022-0178] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
PurposeThe main goal of this research study is to look at the mediating effect of emotional exhaustion in the association between workplace incivility and job outcomes (job stress, job satisfaction, and employee turnover intentions).Design/methodology/approachThe authors gathered field data from individuals working in the higher education sector of Jammu and Kashmir to test the proposed study paradigm. A total of 550 respondents reported their perceptions of workplace incivility, emotional exhaustion, and job-related outcomes (job stress, job satisfaction, and employee turnover intention) at Time 1 in the Kashmir division and Time 2 in the Jammu division of Jammu and Kashmir via a two-wave data collection design.FindingsThe findings supported the hypothesized relationships, demonstrating that emotional exhaustion acts as a mediator between workplace incivility and employee job outcomes (job stress, employee job satisfaction, and employee intention to leave).Practical implicationsThe findings of this research study will assist organizations and practitioners in comprehending the implications of workplace incivility and emotional exhaustion, as well as how they positively impact job-related outcomes (employee job stress, turnover intention), and negatively on job satisfaction.Originality/valueThis study adds to existing knowledge on COR theory by suggesting workplace incivility as a stressor and also testing emotional exhaustion as a defense mechanism for determining the effect of workplace incivility on employee job outcomes.
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Qi L, Chaudhary NI, Yao K, Mirza F, Khalid R. The moderating role of transformational leadership on the relationship between deviant workplace behaviors and employee turnover intentions in China. Front Psychol 2022; 13:1005055. [PMID: 36304849 PMCID: PMC9592725 DOI: 10.3389/fpsyg.2022.1005055] [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: 07/27/2022] [Accepted: 09/20/2022] [Indexed: 11/21/2022] Open
Abstract
This study aimed to analyze the effect of deviant workplace behaviors, such as mistreatment, bullying, and incivility on employee turnover intention and identify the transformational leadership role as a moderator. The data was collected through a survey questionnaire with the help of a purposive sampling technique. A total of 318 respondents’ data was gathered from university academic and general staff in China. The results were analyzed through SPSS and structural equation modeling structural equation modeling (SEM) software. The findings indicate that deviant workplace behavior, i.e., mistreatment, bullying, and incivility, significantly affect employee turnover intention. Moreover, a result shows that transformational leadership has a significant moderating role on the relationship between turnover intention and workplace bullying and incivility but was insignificant between turnover intention and workplace mistreatment. Lastly, implications and limitations were also discussed in this article.
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Affiliation(s)
- Linkai Qi
- Business School, Shanghai University of Engineering Sciences, Shanghai, China
- *Correspondence: Linkai Qi,
| | - Naveed Iqbal Chaudhary
- Department of Business Administration, University of the Punjab (Gujranwala Campus), Lahore, Pakistan
- Naveed Iqbal Chaudhary,
| | - Kai Yao
- Business School, Fudan University, Shanghai, China
| | - Farhan Mirza
- Knowledge Unit of Systems and Technology (KUST) Department, University of Management and Technology (Sialkot Campus) Sialkot, Lahore, Pakistan
| | - Rabia Khalid
- Department of Business Administration, University of the Punjab (Gujranwala Campus), Lahore, Pakistan
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Zhang Y, Yin R, Lu J, Cai J, Wang H, Shi X, Mao L. Association between horizontal violence and turnover intention in nurses: A systematic review and meta-analysis. Front Public Health 2022; 10:964629. [PMID: 36276344 PMCID: PMC9583538 DOI: 10.3389/fpubh.2022.964629] [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: 06/08/2022] [Accepted: 09/12/2022] [Indexed: 01/24/2023] Open
Abstract
Background Horizontal violence is common in nurses. Most published studies have focused on horizontal violence and higher turnover rates in nurses; however, it lacks systematic reviews and meta-analyses. The purpose of this review is to quantitatively assess the correlation between horizontal violence and turnover intention in nurses. Methods Systematic review and meta-analysis were performed in accordance with PRISMA guidelines. The relationship between horizontal violence and turnover intention in nurses was obtained by systematically searching related literature in four English databases (Cochrane, PubMed, Embase, and CINAHL) and three Chinese databases (SinoMed, CNKI, and Wanfang) (up to 6 March 2022). The relationship between horizontal violence and turnover intention was evaluated using Fisher's z-value, which was then converted to r. STATA 16.0 was used to perform statistical analysis. The random-effects model was performed to synthesize data. Results A total of 14 studies with 6,472 nurses were included. A low-positive correlation of horizontal violence with turnover intention was found (pooled r=0.32 [0.29-0.34]). Subgroup analysis showed that sample size and quality were not the source of heterogeneity. Measurement tool was the source of heterogeneity. Although geographic region might not be the source of heterogeneity, further subgroup analysis of the country reveals heterogeneity. The funnel plot and Egger's test showed no publication bias. Conclusion Horizontal violence had a low positive correlation with turnover intention in nurses. Nurses who experienced horizontal violence were more likely to leave or change careers than those who did not experience horizontal violence. This finding helps to draw attention to horizontal violence by nursing managers and implement effective interventions for nurses, so as to reduce nurses' turnover.
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Affiliation(s)
- Yue Zhang
- Department of Nursing, The First Affiliated Hospital of Soochow University, Suzhou, China,School of Nursing, Medical College of Soochow University, Suzhou, China
| | - Rulan Yin
- Department of Rheumatology, The First Affiliated Hospital of Soochow University, Suzhou, China,Faculty of Nursing, Chiang Mai University, Chiang Mai, Thailand
| | - Jing Lu
- Department of Nursing, The First Affiliated Hospital of Soochow University, Suzhou, China,School of Nursing, Medical College of Soochow University, Suzhou, China
| | - Jianzheng Cai
- Department of Nursing, The First Affiliated Hospital of Soochow University, Suzhou, China
| | - Haifang Wang
- Department of Nursing, The First Affiliated Hospital of Soochow University, Suzhou, China
| | - Xiaoqing Shi
- Department of Nursing, The First Affiliated Hospital of Soochow University, Suzhou, China
| | - Lifen Mao
- Department of Nursing, The First Affiliated Hospital of Soochow University, Suzhou, China,*Correspondence: Lifen Mao
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Cuc LD, Feher A, Cuc PN, Szentesi SG, Rad D, Rad G, Pantea MF, Joldes CSR. A Parallel Mediation Analysis on the Effects of Pandemic Accentuated Occupational Stress on Hospitality Industry Staff Turnover Intentions in COVID-19 Context. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph191912050. [PMID: 36231347 PMCID: PMC9564611 DOI: 10.3390/ijerph191912050] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/17/2022] [Revised: 09/19/2022] [Accepted: 09/20/2022] [Indexed: 05/13/2023]
Abstract
The purpose of this research was to analyze how different effects of the COVID pandemic, expressed through pandemic accentuated occupational stress, perceived job insecurity, occupational safety and health perception and perceived organizational effectiveness, may impact turnover intentions of the personnel in the hospitality industry. Our research team designed an online questionnaire which was analyzed with network analysis to depict the relationship between factors, and, then, a confirmatory factor analysis was employed to confirm the distribution of the items to the envisaged five factors. Based on a sample of 324 randomized Romanian hospitality industry staff, the results of our cross-sectional study revealed that occupational safety and health perception, perceived organizational effectiveness and perceived job insecurity in the pandemic accentuated occupational stress to indirectly and significantly impact hospitality industry staff turnover intentions (TI). The results indicated that, while the total effect of PAOS on TI was significant, the direct effect was still significant, while all three mediators remained significant predictors. Overall, mediators partially mediated the relationship between PAOS and TI, indicating that employees with low scores on occupational safety and health perception (OSHP), and perceived organizational effectiveness (POE) and high scores on perceived job insecurity (PJI) were more likely to have higher levels of TI turnover intentions.
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Affiliation(s)
- Lavinia Denisia Cuc
- Faculty of Economical Sciences, Aurel Vlaicu University of Arad, 310032 Arad, Romania
| | - Andrea Feher
- Department of Economy and Firm Financing, University of Life Sciences “King Mihai I” from Timisoara, 300645 Timisoara, Romania
- Correspondence: (A.F.); (D.R.)
| | - Paul Nichita Cuc
- Department of Statistical Science, University College London, London WC1E 6BT, UK
| | | | - Dana Rad
- Center of Research Development and Innovation in Psychology, Aurel Vlaicu University of Arad, 310032 Arad, Romania
- Correspondence: (A.F.); (D.R.)
| | - Gavril Rad
- Center of Research Development and Innovation in Psychology, Aurel Vlaicu University of Arad, 310032 Arad, Romania
| | - Mioara Florina Pantea
- Faculty of Economical Sciences, Aurel Vlaicu University of Arad, 310032 Arad, Romania
| | - Cosmin Silviu Raul Joldes
- Faculty of International Business and Economics, Bucharest University of Economic Studies, 010374 București, Romania
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Mat Rifin H, Danaee M. Association between Burnout, Job Dissatisfaction and Intention to Leave among Medical Researchers in a Research Organisation in Malaysia during the COVID-19 Pandemic. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:10017. [PMID: 36011652 PMCID: PMC9407700 DOI: 10.3390/ijerph191610017] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/10/2022] [Revised: 08/07/2022] [Accepted: 08/11/2022] [Indexed: 06/15/2023]
Abstract
Employee turnover could affect the organisation's performance. Job dissatisfaction and burnout have been identified as factors influencing the intention to leave. Thus, this study aimed to determine the level of intent to leave, and predictors associated with intention to leave among medical researchers in Malaysia. A cross-sectional, stratified random sampling study was conducted among researchers in a research organisation under the Ministry of Health. Respondents answered an online questionnaire that included sociodemographic information, job dissatisfaction, burnout, and intention to leave. A total of 133 researchers participated. More than one-third (41.4%) of the researchers had a moderate and high level of intention to leave. Burnout and job dissatisfaction were identified as significant predictors. Burnout was noted to have a positive relationship with the intent to leave (β = 0.289, 95% CI (B): 0.287, 1.096). Meanwhile, job satisfaction was found to have a negative relationship with the intention to leave (β = -0.348, 95% CI (B): -0.768, -0.273). Burnout among researchers is quite worrisome as more than two-thirds of the researchers experienced moderate to high burnout. Reducing burnout and job dissatisfaction would increase work performance and produce high-quality research output, hence decreasing the turnover rate.
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Affiliation(s)
- Halizah Mat Rifin
- Institute for Public Health, National Institutes of Health, Ministry of Health Malaysia, Shah Alam 40170, Malaysia
| | - Mahmoud Danaee
- Department of Social and Preventive Medicine, Faculty of Medicine, University Malaya, Kuala Lumpur 50603, Malaysia;
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Khattak SI, Haider A, Ahmed SK, Rizvi STH, Shaokang L. Nexus of Ethical Leadership, Career Satisfaction, Job Embeddedness, and Work Engagement in Hospitality Industry: A Sequential Mediation Assessment. Front Psychol 2022; 13:865899. [PMID: 35668982 PMCID: PMC9164137 DOI: 10.3389/fpsyg.2022.865899] [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: 01/30/2022] [Accepted: 03/21/2022] [Indexed: 11/24/2022] Open
Abstract
The paper proposes a research model explaining the sequential mediation effect of job embeddedness (JE) and work engagement (WENG) between ethical leadership (EL) and career satisfaction (CS). The model also examines whether JE heightens WENG, a factor indirectly influenced by ethical practices ending in employee satisfaction. The study used a time-lagged data collection procedure and survey responses of 247 hotel workers in China. Data were analyzed through structural equation modeling. The results showed that EL directly and indirectly (through sequential mediation effect of JE and WENG) contributes to employee CS. The present empirical framework extends the hospitality industry literature by explaining the precise mechanism (i.e., JE and WENG) through which EL generates CS among hospitality workers in China. The paper offers theoretical and practical implications and future research directions.
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Affiliation(s)
| | - Aftab Haider
- Business Studies Department, Bahria University, Islamabad, Pakistan
| | - Syed Khalil Ahmed
- Department of Management Sciences, University of Loralai, Balochistan, Pakistan
| | - Syed Tahir Hussain Rizvi
- Department of Management Sciences, Faculty of Management Sciences, International Islamic University, Islamabad, Pakistan
| | - Lin Shaokang
- School of Finance, Renmin University of China, Beijing, China
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18
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Gharbi H, Aliane N, Al Falah KA, Sobaih AEE. You Really Affect Me: The Role of Social Influence in the Relationship between Procedural Justice and Turnover Intention. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:5162. [PMID: 35564571 PMCID: PMC9102441 DOI: 10.3390/ijerph19095162] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/22/2022] [Revised: 04/19/2022] [Accepted: 04/21/2022] [Indexed: 12/10/2022]
Abstract
This research aims to test the impact of procedural justice on employees’ turnover intention via their intention to stay or give up their positions by putting social influence in the spotlight as a mediating variable. Although the topic dealing with the relationship linking organizational justice to turnover intention has taken some wrinkles, there has been no published research, to the best of researchers’ knowledge, that integrates social influence as a mediating variable between the aforementioned relationships. A questionnaire survey was administered to 558 employees working in a renowned banking institution located in the capital city of Tunis, Tunisia. Structural equation modeling (SEM) results using AMOS software, IBM, version 23, showed that social influence partially mediated the relationship between procedural justice and turnover intention. More specifically, procedural justice has a significant negative effect on turnover intention (β = −0.30, p < 0.01) and a significant positive effect on social influence (β = +0.54, p < 0.01), which will have a significant positive effect on turnover intention (β = +0.91, p < 0.01). The results confirm that procedural justice is necessary for any organization; however, it is not enough to eliminate the turnover intention, especially with the presence of social influence. Social influence alters the judgments of those caught in its nets. This intangible aspect and power is even more enigmatic and harmful, which can lead to a change in cognitive references and behaviors. Social influence heavily affects the spontaneity of individuals and they became subject to dominant forces, which has to be properly controlled by management.
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Affiliation(s)
- Hassane Gharbi
- Management Department, College of Business Administration, King Faisal University, Al-Ahsaa 31982, Saudi Arabia; (H.G.); (N.A.); (K.A.A.F.)
- School of Business, University of Sfax, Sfax 3018, Tunisia
| | - Nadir Aliane
- Management Department, College of Business Administration, King Faisal University, Al-Ahsaa 31982, Saudi Arabia; (H.G.); (N.A.); (K.A.A.F.)
| | - Khaled A. Al Falah
- Management Department, College of Business Administration, King Faisal University, Al-Ahsaa 31982, Saudi Arabia; (H.G.); (N.A.); (K.A.A.F.)
| | - Abu Elnasr E. Sobaih
- Management Department, College of Business Administration, King Faisal University, Al-Ahsaa 31982, Saudi Arabia; (H.G.); (N.A.); (K.A.A.F.)
- Faculty of Tourism and Hotel Management, Helwan University, Cairo 12612, Egypt
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19
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Kavakli BD, Yildirim N. The relationship between workplace incivility and turnover intention in nurses: A cross-sectional study. J Nurs Manag 2022; 30:1235-1242. [PMID: 35293052 DOI: 10.1111/jonm.13594] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/29/2021] [Revised: 03/06/2022] [Accepted: 03/10/2022] [Indexed: 12/01/2022]
Abstract
AIM The aim of this study was to examine the relationship between workplace incivility and the turnover intention in nurses. BACKGROUND Studies assessing the association between nurses' turnover intention and workplace incivility are limited. METHODS The research was carried out on a total of 250 nurses working in three private hospitals in Antalya, Turkey. The data were collected using a Demographic Questionnaire, the Workplace Incivility Scale and the Turnover Intention Scale. RESULTS The mean workplace incivility scores of the nurses were determined to be 6.68±7.96. The mean turnover intention scores of the nurses were 6.38±3.44. A statistically significant positive relationship was found between workplace incivility scores and turnover intention scores (r = 0.632, p = 0.0001). The linear regression model showed that workplace incivility, working in the emergency or intensive care unit, and dissatisfaction with the current institution were independent factors of turnover intention. CONCLUSIONS The results of the study demonstrated a significant relationship between workplace incivility and turnover intention in nurses. Nurses who are less exposed to workplace incivility were seen to have a lower turnover intention. IMPLICATIONS FOR NURSING MANAGEMENT Simple measures that organizations may take to reduce workplace incivility may increase nurses' workplace satisfaction, reduce turnover intention, and enable them to work more efficiently. It would be useful for nursing managers to lead initiatives in institutions to reduce workplace incivility and improve the culture of civility.
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Affiliation(s)
- Bahar Dündar Kavakli
- Akdeniz University, Institute of Health Sciences, Nursing Management Department, Antalya, Turkey
| | - Nezaket Yildirim
- Faculty of Nursing, Department of Nursing Management, Akdeniz University, Antalya, Turkey
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