Healthcare Sector Of Pakistan Research Articles

Why do nurses leave their jobs? Understanding person-related hostility in the healthcare sector of Pakistan.

Nursing is considered indigent and oppressed because of uneven organizational hierarchies and unsatisfactory work environments. This study aimed to highlight the critical aspects of organizational culture in the nursing profession and, in general, those propagating hostile behaviours among female nursing staff that result in dissatisfaction and intention to leave the organization. A quantitative research approach was applied and a survey research strategy was used to collect the data. Convenience sampling was applied and data were collected from female nurses who were easily accessible and willing to participate in the research. A total of 707 questionnaires were collected from 14 hospitals and the data was analyzed using SmartPLS 4. Lack of administrative support and gender discrimination positively affected person-related hostility. In contrast, person-related hostility mediated the relationship between gender discrimination and lack of administrative support with the intention to leave. Direct or indirect person-related hostility factors can severely damage organizational reputation and quality and may cause the loss of employees with specific organizational knowledge and exposure. Losing an experienced employee to a newer one cannot replace the costs incurred on hiring, training, and providing knowledge to older employees. HR managers in organizations should devise strategies and policies that allow for the timely resolution of issues of nursing staff based on fair work performance.

Examining the Effect of Interpersonal and Intrapersonal Conflict on Job Dissatisfaction and Employees Turnover Intention in the Health Care Sector of Pakistan

This study explains the effect of conflicts within individuals and between individuals in the healthcare industry, and examines their impact on employees' intentions to leave the organization. The objective of this study is to thoroughly examine the impact of certain factors, such as conflicts within oneself and conflicts with others, on employees' intention to leave their current positions. In addition, the study examines the moderating influence of perceived organizational support and the mediating role of job dissatisfaction. A structured questionnaire consisting of 40 items will be utilized to gather relevant insights and collect data. The analytical framework incorporates a variety of statistical tests, including factor analysis, descriptive statistics, reliability tests, correlation tests were performed using Smart PLS. In this study all the hypothesis were found significant. We found that interpersonal conflict with the supervisor has a positive influence on the turnover intentions of the young worker and an insignificant effect on job satisfaction and organizational commitment. Similarly a significant positive impact of intra-personal conflict on turnover intentions were people usually perceive themselves in a personality which also defines how they are going to react towards conflict resolution. We also found that intra-personal conflict of an individual causes barrier against their ability to resolve conflict as their desires and intentions. We also conclude that there is a significant positive impact of intra-personal conflict on the job dissatisfaction. Job satisfaction plays a vital role among employee’s productivity and intention to stay in organization as job satisfaction has been defined as an internal happy feeling of an employee which caused by number of factors like good education, experience, work nature, job security, presence of work-life balance, chances of better career development opportunity.

Adaptive leadership and safety citizenship behaviors in Pakistan: the roles of readiness to change, psychosocial safety climate, and proactive personality.

Challenging times have put organizations in a perilous and chaotic state that demands immediate resolution and calls for effective leadership to help navigate out of the crisis. In this context, we focused on psychosocial safety climate theory to investigate the influence of adaptive leadership on safety citizenship behaviors by looking at the mediating effect of readiness to change and the moderating impact of psychosocial safety climate and proactive personality, particularly in the Pakistani healthcare sector. To test the hypotheses, the data were collected from 397 employees working in the healthcare sector of Pakistan at two different times. The results of this study supported the model. The moderated path analysis revealed that psychosocial safety climate strengthens the direct effect of adaptive leadership on readiness to change, whereas the moderating impact of a proactive personality also strengthens the relationship between readiness to change and safety citizenship behaviors. Similarly, both moderators significantly moderated the indirect impact of adaptive leadership on safety citizenship behaviors via readiness to change. To conclude, the present study has significant implications for organizations and practitioners in both steady and uncertain environments.

System within System: World Health Organization Building Blocks and Public-Private Partnership in Healthcare sector of Pakistan

"Health systems" (also called "health care systems" and "healthcare systems") are organizations that provide health care services to target populations by integrating
 people, institutions, and resources. A health care system is nothing more than a collection of interdependent pieces and their relationships. People, organizations,
 and behaviors whose primary goal is to promote, restore, or maintain health are part of a "health system." This system relies on the interdependence of its various
 components. Numerous components that make up a health care system, like patients, families, communities, health departments, health care professionals, and
 organizations responsible for funding health care are just a few examples. The duties and functions of each component are intertwined. WHO proposes supporting
 and building a health care system based on the following framework, the Six Health System Building Blocks? It is possible to produce more equitable and long-lasting gains in health services and outcomes by enhancing the six components of the health system and 1 managing their interrelationships .

Work–family conflict and organizational outcomes: moderating effect of intrinsic motivation among women in health care sector of Pakistan

PurposeThis study analyses the organizational consequences of work–family conflict (WFC) among female nurses in health care sector. Moreover, this study focuses on the moderating effect of intrinsic motivation on the association between WFC dimensions with different organizational outcomes.Design/methodology/approachData are collected from 347 female nurses working in health care sector at Islamabad, Rawalpindi, Lahore, Multan and Bahawalpur regions of Pakistan, using random sampling technique. Regression analysis is used to test the hypotheses of this study.FindingsThe findings demonstrate that WFC conflict lowers job satisfaction, affective commitment and organizational citizenship behaviour. Contrary, WFC reduces job satisfaction, affective commitment and organizational citizenship behaviour and increases turnover intentions among female nurses. Moreover, intrinsic motivation moderates the association between WFC and certain organizational outcomes.Originality/valueThe study offers valuable insights for female nurses at health care sector about WFC and finally leads to theoretical contributions and practical implications for the healthcare sector of Pakistan.

Psychological Capital and Work Engagement: A Mediated Moderation Model of Positive Emotions and Emotional Intelligence

The current study sought to investigate and add critical consequences of work engagement to the literature on psychological capital in the healthcare sector of Pakistan. For better understanding of the mechanism, Positive Emotions (PE) is added as potential mediator between the relationship of psychological capital (PsyCap) and work engagement. Also, the moderating role of emotional intelligence is studied. A total of 370 registered nurses working in tertiary public and private hospitals of Lahore participated in the survey. Using convenience sampling technique, the data were collected through a standardized and structured questionnaire using cross-sectional time frame. Results revealed that PE partially mediated the relationship between PsyCap and work engagement. Moderation revealed a statistically significant moderation of EI between PsyCap and PE. Also, it was worth noting that mediating effect of positive emotions among psychological capital and work engagement was moderated by emotional intelligence at all three levels of moderation. Workplace interventions need to be developed and implemented to increase the psychological capital and work engagement of registered nurses. Findings from this research have implications for registered nurses and hospital management as well as the literature of positive psychology. The results underlined the vital role of sub dimensions of PsyCap, EI and PE in developing work engagement among registered nurses.

Systematic Literature Review of Performance Measurement Systems in Health Sector of Pakistan

Building The research study is primarily focused on identifying the parameters of Performance Measurement System within the healthcare sectors of Pakistan. The main purpose is to identify the efficacy of different Performance Measurement Systems within Pakistan, and its impacts on performance of physicians. Considering the current performance and situation in healthcare sector of Pakistan, it has been analyzed that the country has come a long way towards progress, however there is still a major lacking of proper standards and guidelines which must be followed in all the healthcare institutions. The problem statement emphasizes over the need of PMS in the healthcare institutions, with the help of which the improvements and efficacy in performance of the healthcare professionals can be determined. The research objective designed for this study is identify the impact of Performance Measurement Systems on the improvisations in current practices, on patient satisfaction and recovery, changes in patterns of mortality rates and budgetary control within the country for healthcare sectors. In order to conduct this research study, the type of research method which has been mainly opted is qualitative analysis involving the write up of a Systematic Literature Review. This review has been designed on the basis of PRISMA method, and proper skimming of research articles have been performed accordingly. 22 articles have been taken for further investigation, published after the year of 2010. The indicators which have been focused on in this study include Patient Satisfaction, Mortality, Survival rates and Cost Allocation to healthcare sectors of the country. Based on the findings of number of research articles, it has been identified that Patient Satisfaction and Cost Allocation have not been improved via Performance Management System. However, during the COVID-19 pandemic, the mortality and survival rates in the public and private sectors of the country were controlled due to constant supervision by governmental agencies and the use of an effective and efficient Performance Measurement method for staff members in the healthcare industry.

Job Characteristics and Employees’ Organizational Citizenship Behavior in Healthcare Sector of Pakistan

We tested job characteristics model (JCM) of Hackman & Oldham (1976) in predicting the organizational citizenship behavior of healthcare sector employees in Pakistan. A cross-sectional design was employed by collected data from the 183 healthcare employees working at three tertiary healthcare centers in twin cities of Rawalpindi and Islamabad. The results of study reported that all the five job characteristics of JCM of Hackman & Oldham (1976) predicted organizational citizenship behavior of healthcare sector employees in Pakistan. The study also presents implications for the theory and practice along with directions for future research. The results of the study could be generalized in other field since data is collected from the health sector however, it is suggested that the study could be replicated with a relatively larger sample size to obtain a larger picture of the relationship between employees; job characteristics and citizenship behavior in Pakistan healthcare institutions.

Assessing Resilience in Healthcare Setups of Karachi using Connor Davidson Resilience Scale

Abstract: Background: Healthcare sector of Pakistan is complex and changing rapidly. This complex and transforming phase create more hurdles for employees especially for healthcare managers. During this transition phase, healthcare managers are burdened with more ncertainties and adversities. Managing under these circumstances is not an easy task as this requires frequent adaptations. One of the most important traits that can aid in these adaptations is resilience, which is ignored in healthcare management. Objectives: The first and main objective of the study is to assess the extent to which the healthcare managers are resilient. Secondly, to compare the resilience of public and private sector healthcare managers. At last, to assess the impact of gender, income and other demographic variables like age, socioeconomic status, marital status, education, designation, and work experience etc. Materials and Methods: It was a cross sectional study conducted at 13 different leading healthcare institutes of Karachi. These hospitals and healthcare services were divided broadly according to public and private sector categories. Employees were asked to complete structured questionnaire, a 25 item Connor Davidson Resilience Scale (CD-RISC) and demographic characteristics. Data were collected from 438 healthcare managers working at tertiary care hospitals in Karachi. Results: Health managers at both sectors were found resilient, with mean score of public sector and private sector were 52.55 (SD± 15.05), and 50.74 (SD± 14.15) respectively although the relationship was found insignificant relationship. Income, experience, designation, and worksite variables were significantly associated with resilience while age, gender, working hours, marital & socioeconomic status were insignificant. Conclusion: In conclusion, the healthcare managers working in both public and private sector were found resilient. There was no significant difference found in resilience of male and female healthcare managers. In addition demographic variables like age, marital status, socioeconomic status, and working hours showed no significant relationship with resilience while designation, income, working experience, and worksite variables showed significant relationship with resilience.

How workplace bullying affects knowledge hiding? The roles of psychological contract breach and learning goal orientation

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.

Impact role stress on turnover intentions of Pakistan's healthcare workers: Mediating and moderating role of organizational cynicism and self-efficacy.

Nurses make up most of the global healthcare system, thus justifying their significance in the respective industry. The healthcare profession is amongst the very few careers that are attributed to a very high level of stress and imbalanced work-life equilibrium. Over past decades, the said nature of work has been observed to coerce countless nurses to leave their respective organizations. Considering this, the current study primarily evaluates the impact of role stressors on the turnover intentions of nurses employed in the healthcare industry of Pakistan. Secondly, the study examines the mediatory role of organizational cynicism between the role stressors and turnover intentions to explain the escalating trend of nurses intending to leave the industry. Lastly, it assesses the moderating role of self-efficacy between the organizational cynicism and the intended turnover of a nurse, to gauge the amount of variation self-efficacy can cause to mitigate the negative attitudes of employed individuals. The current study was conducted in the twin metropolitans of Pakistan i.e., Rawalpindi and Islamabad. A total of 394 responses were statistically evaluated using SmartPLS 3.0. The results of the current study indicated a significant impact of role stressors on the turnover intentions of nurses. Also, organizational cynicism was observed as a significant mediator between role stressors and turnover intentions. Further, self-efficacy as well was observed as a significant moderator between organizational cynicism and the intent of healthcare workers to leave the organization. The present study addressed the conceptual research gap by exploring the direct cumulative effect of role stress (role ambiguity, role conflict, role stressors, work-family conflict) in developing the intents of professionals to quit their employing organizations, the mediatory role of organizational cynicism, and the moderation effect of self-efficacy between the undertaken variables. While in terms of abridging the contextual research gap, the current study evaluated the proposed research model within the healthcare sector of Pakistan. The findings of the current study commended the management personnel of the healthcare industry to provide the nurses with healthy professional environments to work in, as well as catering to their professional and personal expectations to a better extent. Hence, increasing the ownership of an individual depicted towards his/her employing organization.

The Role of Thriving and Determinants of Adaptive Performance: A Moderated Mediated Model in the Health Sector of Pakistan

Changes in organizational architecture (e.g., a change toward team-based management, downsizing) and technology innovation are becoming more complicated difficulties that workers must deal with. Opportunities and changing environmental demands that are required by the workers to adopt otherwise work processes have become less formalized. Finding and locating the “right person for the right job” has become extremely necessary for organizations. Nevertheless, who is the “right” choice? How should the capabilities of the employees be unbridled by the organization? Imprecise human solutions and uncertainty can lead which is a predicament. This study examined the determinants of adaptive performance in the healthcare sector of Pakistan. Also, examined the mediating role of the thriving and moderating role of psychological capital. Data were collected from 420 doctors working in private and government hospitals having experience in middle-level and upper-level management based on the convenience sampling technique. Statistical software SPSS and SMART PLS were used for data analysis. Results validates the hypothesis and question for the research to achieve the aims of the study. Based on the findings for direct and indirect hypothesized relationships found strong empirical support. This research contributes to a more in-depth understanding of the constructs, Abusive supervision, Workplace Incivility, Pro-Social Motivation, Thriving, Psychological Capital, and Adaptive Performance. Limitations suggested some guidelines for future studies. Research implications (theoretical and practical) were provided.

Hunting the Best Opportunity Through the Arrow of General Decision-Making Styles: Unfolding the Role of Social Capital and Entrepreneurial Intention.

This research aims to identify the investor’s decision-making styles and their impact on entrepreneurial opportunities through the mediation role of entrepreneurial intention and moderation effect of social capital in the healthcare sector of Pakistan. This study applied a structural equation modeling (SEM) to test the hypotheses on a sample of 400 healthcare investors. Our findings reveal that the conditional indirect relationship of entrepreneurial intention through social capital was significant on opportunity creation and an insignificant influence on opportunity discovery from decision-making styles. This study provides implications for policymakers to enhance entrepreneurial opportunity creation by providing robust social environment investors and encouraging them to create business ventures in the healthcare sector.

Can paternalistic leaders enhance knowledge sharing? The roles of organizational commitment and Islamic work ethics

PurposeThis paper aims to investigate the effect of paternalistic leadership (benevolent, moral and authoritarian) on knowledge sharing of nurses through the mediation of organizational commitment (affective, continuance and normative). Further, the study examines the moderating role of Islamic work ethics on the association between organizational commitment and knowledge sharing.Design/methodology/approachIn this quantitative study, data was collected from 312 nurses working in the health-care sector of Pakistan through “Google Forms” in two waves. Moreover, structural equation modeling was used to test the proposed hypotheses.FindingsThe study noted affective and normative commitment as mediators between the associations of benevolent, moral and authoritarian leadership with knowledge sharing, whereas continuance commitment was not found as an explaining variable. In addition, Islamic work ethics was found to strengthen the association of affective and normative commitment with knowledge sharing. However, Islamic work ethics was found to weaken the association between continuance commitment and knowledge sharing.Practical implicationsThis study offers practical insights for health-care executives to act as fatherly figures to enhance the knowledge sharing of their nurses. The study recommends that managers in the health-care system build such an environment that helps nurses follow Islamic work ethics. It may enhance their level of organizational commitment and encourage them to engage in knowledge sharing behaviors to have a successful work environment.Originality/valueTo the best of the authors’ knowledge, this research is the first to extend the literature on paternalistic leadership. More specifically, this study investigated how various dimensions of paternalistic leadership (benevolent, moral and authoritarian) effects three-dimensional commitment (affective, continuance and normative) to enhance knowledge sharing behavior among nurses.

The impact of job security, job satisfaction and job embeddedness on employee retention: an empirical investigation of Pakistan’s health-care industry

PurposeThe purpose of this study is to determine the impact of job security on doctors’ retention, with job satisfaction and job embeddedness as the mediators. In doing so, the authors seek to contribute to the existing literature by providing additional empirical evidence on the links between job security, job satisfaction, job embeddedness and employee retention by using social exchange theory.Design/methodology/approachAn empirical study was conducted on doctors working in public hospitals in Pakistan. Data from selected public hospitals were collected using semi-structured questionnaires. The simple random sampling method was applied for participant selection and partial least squares-structural equation modelling was used for data analysis purposes.FindingsThe findings confirmed the direct and mediation relationships. Thus, all of this study’s hypotheses are supported. The results indicate that job security can improve doctors’ retention. Further, job satisfaction and job embeddedness play crucial roles in mediating the direct relationship.Originality/valueThis study elaborates job security in health-care sector of Pakistan and also provides empirical evidence of the antecedents and mediators of doctors’ intention to continue working in the health-care industry.

Impact of Workplace Bullying on Psychological Wellbeing of Doctors in Health Care Sector of Pakistan

Organizations today are globally facing the dilemma of inappropriate work behaviours especially bullying, as it has long term negative effects on target employees. Workplace bullying is a major reason for work-related distress and subsequently psychological wellbeing issues for employees. The main objective of this study was to identify the effect of bullying on the psychological well-being of doctors in Karachi, Pakistan. Data from 135 doctors were collected through a structured questionnaire. Results of the study indicated that workplace bullying significantly affects the psychological well-being of employees’ and gender plays moderating effect in the relationship between workplace bullying and the psychological well-being of the doctors. The findings of the study are very important for policymakers and top management of the hospitals, to prevent the healthcare sector from the detrimental impact of this unhealthy practice and to minimize the psychological effect of bullying. This study suggests management should pay attention to designing and executing rules and policies against bullying in order to minimize the adverse results of workplace bullying. Moreover, the findings demonstrated that bullying affects create more devastating effects on female doctors than their male counterparts. Further, it was observed that skills and experience are major factors to obtain positive outcomes of employee psychological wellbeing.

The Inter-Relation of Corporate Social Responsibility at Employee Level, Servant Leadership, and Innovative Work Behavior in the Time of Crisis from the Healthcare Sector of Pakistan.

Organizational crisis can serve as a base to provide an opportunity to an organization for enhancing individuals, organizations, and communities. The healthcare sector is one of those sectors that remains under continuous pressure to provide high-quality service delivery to the patients. Hence, the requirement of innovation for this sector is huge when compared to other sectors. The majority of the previous studies have investigated the phenomenon of CSR at the employee’s level (CSR-E) to influence employee behavior positively. However, the importance of CSR-E to enhance the innovative capability of the employees at the workplace is not well-explored in extant literature. Moreover, it is not clear from previous studies how the concept of servant leadership can explain the employee’s engagement towards innovative work behavior (EIB). Thus, the current survey aims to test the relationship of CSR-E and EIB in the healthcare sector of Pakistan with the mediating effect of servant leadership. The data of the current study were obtained through a self-administered (paper-pencil) survey and they were analyzed through the structural equation modeling (SEM) technique. The empirical results of SEM analysis revealed that CSR-E and EIB are positively related and servant leadership partially mediates this relationship. The findings of the current study will be helpful for policymakers to improve their understanding towards CSR-E to induce EIB in the time of crisis. At the same time, the current study also highlights the importance of servant leadership to the policymakers in encouraging the employees to display their innovative capability at the workplace to serve their organization during the time of crisis.

Workplace Internet Leisure and Employee Productivity: Mediating Role of Employee Engagement

There is an ongoing discussion on the role of workplace internet leisure (WIL) and whether it is a vice or virtue. Considering this, Current study is aimed to examine the effects of Workplace internet leisure on employee productivity with mediating role of employee engagement in the Army health care sector of Pakistan. The data was collected through self-administered questionnaires from Armed forces nursing officers of different Army hospitals and institutes through convenience sampling size of 300.SPSS model macro Version 3 (Hayes, 2018) was used to analyze the respondents’ feedback. For analysis of workplace internet leisure influence on employee engagement regression is calculated and results indicates that workplace internet leisure has positive and significance impact on employee engagement, while work place internet leisure has positive but insignificance impacts on employee productivity. Additionally, indirect analysis is calculated for mediation analysis, results indicate that employee engagement positively mediates association between workplace internet leisure and employees productivity. Keywords: Workplace internet leisure (WIL), Employee productivity (EP), Employee engagement (EE), Self-determination theory(SDT), Job demand-resource model (JDR)

Corporate Social Responsibility at the Micro-Level as a "New Organizational Value" for Sustainability: Are Females More Aligned towards It?

While prior studies have largely addressed corporate social responsibility (CSR) at a macro or institutional level, its importance at the micro or individual level is to date underexplored, especially in the context of developing economies. Further, it is not clear from the studies in the extant literature how the role of females is more important in the context of environmental management as compared to males. Similarly, micro-level CSR (MCSR) is emerging as a “new organizational value”, and the organizations that acknowledge this “new organizational value” and incorporate it into their business operations are likely to achieve sustainability objectives far better as compared to their counterparts. The present study investigates the impact of MCSR on employees’ pro-environmental behavior with the moderating effect of gender in the healthcare sector of Pakistan. The data were collected from five large hospitals in the city of Lahore through a self-administered questionnaire and analyzed using structural equation modeling (SEM) in AMOS software. A total of 533 out of 800 responses were received, which were used for data analysis of the present study. The results revealed that MCSR positively influences employee’s pro-environmental behavior, and gender moderates this relationship but the moderating effect of females is stronger as compared to males. The findings of the present study would help policymakers understand the importance of MCSR as a “new organizational value” to influence employees’ pro-environmental behavior with a special focus to promote the proactive role of females at workplaces.

Effects of internal service quality on nurses' job satisfaction, commitment and performance: Mediating role of employee well-being.

AimThe attitudes and behaviours of nursing staff are critical to determine patients’ satisfaction and to have a competitive advantage for any healthcare organization. This study is set to investigate the effects of internal service quality (ISQ) on nurses’ job satisfaction, employee commitment, well‐being and job performance in the healthcare sector of Pakistan. Further, this study also examines the mediating role of nurses’ well‐being for the relationship of job satisfaction and commitment with their job performance.MethodsThis was a cross‐sectional quantitative research. A self‐administered survey was used to collect data from 412 nursing employees of 20 private sector healthcare centres operating in Pakistan. Partial least square of structural equation model (PLS‐SEM) and structural equation modelling (SEM) were employed through Smart PLS 3.2.8 for data analysis.ResultsStudy results revealed that ISQ directly effects employees’ satisfaction, commitment, well‐being of the nursing employees. Moreover, employees’ well‐being has mediated job satisfaction and job performance relationship; however, well‐being did not mediate the relationship between commitment and job performance.