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1 – 10 of over 3000Leadership literature has identified that the servant leadership style can reduce employee negative work outcomes, even in challenging work environments like the health-care…
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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Amal Abdullah Hasan, Syed Zamberi Ahmad and Abdullah Osman
This study aims to investigate the mediating effect of transformational leadership (TL) and work engagement (WE) on health-care clinic nurses’ performance and the crucial role of…
Abstract
Purpose
This study aims to investigate the mediating effect of transformational leadership (TL) and work engagement (WE) on health-care clinic nurses’ performance and the crucial role of these variables in the work environment (WEV).
Design/methodology/approach
Data were collected from 353 nurses working across various health-care clinics in the United Arab Emirates. This study used descriptive correlational statistics from the Statistical Package for the Social Sciences, the Pearson correlation coefficient, confirmatory factor analysis for model validity, Cronbach’s alpha for reliability and path analysis to determine the results.
Findings
The relationship between TL and job performance among nurses in health-care clinics was strongly influenced by WE. In addition, a moderate WEV increased the positive influence of TL on job accomplishment. Furthermore, there were no statistically significant differences between the participants’ demographics characteristics and the main variables of the study.
Practical implications
Health-care management can support and enhance nurses’ job performance through TL, create a more structured WEV and support WE.
Originality/value
This study involves a specific investigation into WE as a mediator, WEV as a moderator and the effect of TL on nurses’ job performance.
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Faitma Mohammed Al Badi, Jacob Cherian, Sherine Farouk and Moza Al Nahyan
Nurses who are more engaged in their work, and have the right job characteristics and positive organizational factors, are expected to perform better. The purpose of this study is…
Abstract
Purpose
Nurses who are more engaged in their work, and have the right job characteristics and positive organizational factors, are expected to perform better. The purpose of this study is to improve the performance in the healthcare sector in the United Arab Emirates (UAE), thus this study explored the job characteristics and organizational factors that affect work engagement and job performance of nurses.
Design/methodology/approach
Nurses (N = 2,369) working in the public healthcare sector in the UAE were asked to provide their perceptions on work engagement and its antecedents, their performance and how they perceive justice in their workplace.
Findings
Regardless of job demands, nurses’ job performance remained unaffected by demographic factors, which was a striking finding: nurses provide quality services and manage to accomplish their tasks, at any level of demand. Justice acted as a moderator of the relationship between job resources and work engagement, which was a new addition to the literature. Nurses with low overall perceptions of justice had stronger links between job resources and work engagement. Even if the level of justice was perceived as low, work engagement remained unaffected.
Originality/value
Work engagement is a critical issue, but has received little attention, with most focusing on its relationship with performance as the outcome variable. This paper has therefore enriched the literature and is significant in both country and sector.
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Mijeong Kim and Jinuk Oh
Given that the relationship between proactive personality and turnover intention is not straightforward in the literature, the authors address two research questions focusing on…
Abstract
Purpose
Given that the relationship between proactive personality and turnover intention is not straightforward in the literature, the authors address two research questions focusing on the nursing profession: does proactive personality negatively influence nurses' turnover intention by alleviating their lack of professional recognition? And does a supervisor’s proactive personality act as a boundary condition for the mediating effects of the lack of professional recognition in the link between proactive personality and turnover intentions?
Design/methodology/approach
A moderated mediation model linking proactive personality and turnover intentions was developed and tested on a sample of 579 nurses in 88 work units in general hospitals in South Korea.
Findings
The results of multilevel path analysis reveal that proactive personality has a negative indirect relationship with turnover intention via lack of professional recognition. Additionally, the indirect relationship is strengthened when the supervisor’s proactive personality is low.
Originality/value
These findings provide valuable empirical evidence on the inconclusive relationship between proactive personality and turnover intention by highlighting the role of proactive personality in attenuating the influence of negative occupational factors. Moreover, proactive personality as a boundary condition for the aforementioned relationship was empirically examined.
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Nicholas O'Neill, Julien Mercille and Justin Edwards
The purpose of this paper is to compare home care workers' views of their employment conditions by provider type – private for-profit vs public and non-profit – using the case…
Abstract
Purpose
The purpose of this paper is to compare home care workers' views of their employment conditions by provider type – private for-profit vs public and non-profit – using the case study of Ireland.
Design/methodology/approach
An online survey was distributed to care workers (n = 350) employed by private for-profit, public and non-profit home care providers in Ireland. Returned questionnaires were analysed statistically in R using chi-squared tests to systematically compare key aspects of employment conditions.
Findings
Analysis shows that conditions are perceived to be significantly worse for those employed by private for-profit providers (and to a lesser extent non-profit organisations) compared to the public provider. There are wide disparities between public and private sector conditions in terms of contracts, pensions, unsocial hours pay and travel time allowances. The main area of convergence is in relation to employer support, where although the public sector performed better, the difference between the three provider types is smaller.
Originality/value
Relatively little research compares working conditions in private for-profit providers vs public and non-profit providers in Ireland and other countries. The findings can be understood in the context of marketisation reforms and may partly be explained by a lack of regulation in Ireland's home care sector and low unionisation rates amongst care workers employed by private for-profit providers.
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Shaikhah Rashed Alabdouli, Hajer Mousa Alriyami, Syed Zamberi Ahmad and Charilaos Mertzanis
This paper aims to explore the impact of interprofessional healthcare collaboration among nurses on patient healthcare services in the United Arab Emirates (UAE).
Abstract
Purpose
This paper aims to explore the impact of interprofessional healthcare collaboration among nurses on patient healthcare services in the United Arab Emirates (UAE).
Design/methodology/approach
Data were gathered through a randomly distributed questionnaire (N = 248), constructed using established scales or the variables under study. The sample consisted of nurses and patients from various hospitals and clinics across the UAE. The collected data were analyzed using SPSS (Version 28) and Amos (Version 29) software, employing factor analysis, reliability testing and mediation analysis.
Findings
The study reveals a positive relationship between swift trust (ST) and its dimensions with both team interactive behavior (TIB) and nurse team creativity (TC). TIB was found to significantly mediate the effect of ST on TC. Additionally, based on closed-ended questions, a positive correlation was observed between team task conflict (TTC) and TC. However, no significant impact of TTC on nurse TC was identified through open-ended questions.
Originality/value
This research presents a unique analysis of the influence of interprofessional collaboration on patient healthcare services in the UAE, offering valuable insights for policy improvement by enhancing nursing conditions. Furthermore, the study contributes to the existing literature by examining the relationship between ST, TIB, TTC and TC.
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Carla Freire and Adriano Azevedo
In recent decades, human resource management (HRM) in health organizations has faced several problems associated with employees' efficiency and happiness, which has been…
Abstract
Purpose
In recent decades, human resource management (HRM) in health organizations has faced several problems associated with employees' efficiency and happiness, which has been particularly exacerbated after the pandemic crisis. In this scenario, this study seeks to analyze nurses' turnover intention by comparing Portuguese public and private healthcare organizations. As determining factors, transformational leadership, perceived organizational support and organizational commitment were considered.
Design/methodology/approach
A survey was digitally applied to 277 nurses from Portuguese public and private healthcare organizations.
Findings
Results suggested that there are differences in nurses' turnover intentions: there is a greater likelihood of nurses in the private sector planning to leave the healthcare organizations the nurses work for when compared to public hospital nurses. Furthermore, nurses in public hospitals perceive lower levels of transformational leadership, organizational support and organizational commitment than those in the private sector. The underlying cause as to the intention of leaving the public sector resides in normative commitment. On the other hand, lower affective commitment explains the intention to abandon the private sector.
Practical implications
This study is relevant for human resource managers and administrators in public and private hospitals since it enables a diagnosis of the situation, as well as a definition of the most appropriate policies for each of the sectors as a strategy to attract and retain health professionals.
Originality/value
This study is significant as the study provides a better understanding of the reasons which lead nurses to consider leaving the organization where the nurses work and the difference between nursing professionals in public and private hospitals.
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Atsushi Katsuda, Yoshiyuki Naito and Toshihiko Ishihara
In Japan, health-care systems have long been supported by physicians' long working hours. To solve this problem, there is an urgent need to improve the working environment for…
Abstract
Purpose
In Japan, health-care systems have long been supported by physicians' long working hours. To solve this problem, there is an urgent need to improve the working environment for physicians while practicing patient-centered medicine and controlling health-care costs. This paper aims to examine the effect of task shifting to nurses and discuss its usefulness from the perspective of health-care value co-creation.
Design/methodology/approach
This paper analyzes task shifting to nurses in acute care hospitals in Japan as a solution for the shortage of anesthesiologists. The authors discuss how the value was created from the perspective of the health-care ecosystem, with conceptual consideration of the value co-creation mechanism through patient-centered practices.
Findings
The study showed that task shifting initiatives in Japan can improve the motivation of nurses through human resource development while maintaining high quality. The study also suggested that task shifting from physicians to nurses may contribute to improving net income and maintaining the health-care system.
Practical implications
The findings are highly reproducible and can be immediately applied to initiatives at other medical institutions in Japan. Furthermore, it is suggested that these findings might provide some perspective on the realignment of fragmented healthcare in the USA.
Originality/value
It was confirmed in practical terms that micro-level initiatives have an impact on the macro level as well. In addition, the academic presentation of the concept has contributed to the deepening of value research.
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Muhammad Asim Faheem, Hafiz Yasir Ali, Muhammad Waheed Akhtar and Muhammad Asrar-ul-Haq
The present study aims to analyze the effect of workplace incivility and coworker deviant behavior on turnover intentions and nurses' job performance.
Abstract
Purpose
The present study aims to analyze the effect of workplace incivility and coworker deviant behavior on turnover intentions and nurses' job performance.
Design/methodology/approach
Data were obtained from 318 nurses using a structured questionnaire. The multistage sampling technique was used to distribute the questionnaire and analysis was performed through structural equation modeling.
Findings
The findings show association between workplace incivility and coworker deviant behavior on turnover intentions and nurses' job performance. Further, the findings state that coworker deviant behavior has impact on turnover intentions and nurses' job performance.
Research limitations/implications
Results of the study show critical situation for healthcare sector. Findings show that negative behaviors influence nurses' performance and escalate their intentions to leave this profession. These findings can help authorities to take some actions and use interventions to suppress or control these negative behaviors to improve the nursing performance at workplace.
Originality/value
The nursing literature is devoid of evidence about how workplace incivility and coworker deviant behavior influence employee outcomes.
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Katrien Verleye and Sofie Holvoet
The aim of this research is to provide insight into how organizations can co-create value with family members engaged in service journeys of customers experiencing…
Abstract
Purpose
The aim of this research is to provide insight into how organizations can co-create value with family members engaged in service journeys of customers experiencing vulnerabilities, thereby paying attention to their organizational practices (i.e. recursive or routinized patterns of organizational actions and behaviors).
Design/methodology/approach
To investigate, this research relies upon a multiple case study in a group of nursing homes in Flanders that had the ambition to engage family members in service journeys of their loved ones while measuring their value perceptions as a performance indicator (here, satisfaction with nursing home services).
Findings
The case evidence shows that nursing homes co-create value with family members through caring practices that focus on their role as secondary customers (i.e. welcoming, connecting and embedding) and empowering practices that focus on their role as partial employees (i.e. teaming up, informing and listening practices). However, the way in which the different caring and empowering practices are enacted by the nursing home and its staff affects their value co-creation potential.
Originality/value
By focusing on the practices with which organizations can co-create value with family members engaged in service journeys of their loved ones, this research bridges the service literature with its attention for value co-creation practices and the literature on customers experiencing vulnerabilities with its focus on extended customer entities.
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