Job Outcomes Research Articles

Relationships among demands at work, aggression, and verbal abuse among registered nurses in South Korea

BackgroundIn order to improve organizational culture and job outcomes, it is important to characterize and better understand the relationship between aggression and verbal abuse among nurses. PurposeTo examine the relationships among demands at work, aggression, and verbal abuse among nurses. MethodsA cross-sectional study was conducted using survey data from three tertiary hospitals located in South Korea. Sixteen nursing units were selected and 378 nurses’ data were used as the final sample. The relationships were examined by multiple linear or logistic regression analyses. FindingsMore than 70% of the nurses had experienced at least 1 type of verbal abuse. Higher physical aggression and hostility were significantly related to greater verbal abuse experience. ConclusionTo prevent the vicious cycle of victims becoming perpetrators, it is necessary to develop and implement concrete strategies to manage verbal abuse and aggression among nurse colleagues.

Linking role definition rigidity to elementary school teachers’ e-service for in-service teacher development

Elementary school teachers are important intangible resources that enhance learners' competence. Recently, e-service for in-service teacher development provides service and resources to enhance teachers' teaching. Nevertheless, the clarification of the association of teachers' e-teacher development with overall job outcome in the different paradigm of teacher development still lacks. The link of teacher role definition rigidity toe-teacher development also needs clarification. This study therefore clarifies the issues based on the IS success model. Data from two hundred and forty-nine valid respondents were gathered and analyzed with SEM using R. The results clarified that teachers gained support from e-service for in-service teacher development in teaching. The study provides references for teachers to shift from conventional training to a sustainable global training paradigm which maintains quality in teaching. However, the results also show that teachers with strong teacher role definition rigidity presented higher outcome. The results indicated that conventional role definition affected teachers’ e-service for in-service teacher development in a different paradigm.

“The glue that makes the glitter stick”: Preliminary outcomes associated with a trauma-informed, resiliency-based, interprofessional graduate course for child welfare, mental health, and education

ABSTRACTAmong school-age children, there is a high prevalence of trauma-related mental health needs across child welfare, mental health, and education settings. The purpose of this manuscript is to describe an interprofessional graduate course which aims to build capacity among community providers to improve well-being for children and families. Specifically, it is the goal of this Academy to increase the number of professionals across professions who enter the field equipped to effectively support the strengths and complex needs of children, youth, and families who have been adversely impacted by trauma. Specifically, this paper will share findings from a pre-experimental study of the “Academy” measuring pre-post change on: (a) trauma knowledge, (b) trauma skills application, (c) job-related self-efficacy, (d) job outcome expectations, and (e) interdisciplinary collaboration and interprofessional practice. Implications for workforce development and system initiatives are discussed. With replication and more rigorous study, the trauma-informed, interprofessional curriculum holds promise.

Analysing drivers and outcomes of job and professional satisfaction at health centres in Portugal

PurposeThe purpose of this paper is to analyse antecedents, associations and outcomes of job and professional satisfaction of doctors and nurses in Portuguese health centres.Design/methodology/approachThe authors have used structural equation modelling to examine the causal relationships between multiple variables placed in a path model reflecting the theoretical foundation.FindingsThe percentage of those satisfied or very satisfied with their jobs was just above 50 per cent. Doctors’ satisfaction stems from personal achievement and the formal component of work environment, leading them to strongly recommend their work in the health centre to dear ones but not to put aside other job options. Nurses’ level of job satisfaction seems to be affected by co-workers and interpersonal relationships beside personal achievement and has more strong and multifaceted impact on their feelings and behaviour that goes from recommending their job position to considering to quit job and even regretting the option made in terms of career.Originality/valueThis study represents the first attempt to conceptualise and test a simultaneous model comprising antecedents and outcomes of both job satisfaction and professional satisfaction in primary care, investigating also differences between genders and professions. Results shed light on determinants of satisfaction among specialised staff in Portuguese primary care and how they affect commitment to the organisation and the way career choice is regarded.

Unlocking the black box: Psychological contract fulfillment as a mediator between HRM practices and job performance

This research examines the influence of psychological contract fulfillment (PCFul) on the relationship between human resources management practices (HRMP) and job outcomes. A pre-tested self-administrated questionnaire with employees from 36 hotels in the Red Sea region resort, Egypt was employed for data collection. Structural Equation Modeling (SEM) results demonstrate that high performance HRMP through the mediation effect of PCFul have significant relationships to job outcomes. The results revealed that the HR managers should identify and put more emphasis on the important role of PCFul in the mediating mechanisms between high performance HRMP and performance outcomes to enhance hotel employees' job satisfaction and make them more inclined to exhibit organizational citizenship behavior (OCB). Hotel managers need to develop clear practical frameworks for which to analyze, assess and potentially guide HRMP and PCFul and the impact of PCFul on job performance.

Work Related Stressors and Teachers’ Performance: Evidence from College Teachers Working in Punjab

This study is conducted to determine the impact that job stress (job conflict, work overload, inadequate reward policy and job burnout) has on teacher’s job outcomes (employee loyalty and employee performance). In order to explain the relationship among the variables, hypothesis testing was used since the study is causal. This paper focuses on teachers of five best intermediate level colleges of Lahore and a sample size of 100 respondents. The independent variable of the study is work related stressors (job conflict, work overload, inadequate reward policy, and job burnout), while dependent variable is teachers’ performance (employee loyalty and employee performance). SPSS version 20 was used for the initial analysis of collected data (descriptive statistics, reliability analysis, and correlation). Furthermore, SEM using AMOS is applied for checking the fitness of the model as well as the relationship among dependent and independent variables. The analyzed results show impact of all independent variables on dependent variables. However, job conflict, job burnout, and inadequate reward policies have significant impact on teacher’s performance. The largest influence comes from job conflict and job burnout on employee loyalty and inadequate reward policy on employee performance.

The impact of customer incivility and verbal aggression on service providers: A systematic review.

Working in direct contact with the public may involve psycho-social hazards for employees who are frequently exposed to rude or verbally aggressive customers. Negative encounters may undermine employees' well-being and job performance, impairing the quality of the service provided with tangible costs for organizations. The paper provides a systematic review of research on customer incivility and verbal aggression in service settings using the following framework 1) antecedents of customer misbehavior as reflected in worker perceptions, customer reasons and environmental factors; 2) maladaptive and adaptive coping strategies used by service providers in response to customer incivility and verbal aggression; 3) effects of customer incivility and verbal aggression on service providers' well-being and work-related outcomes; and 4) practical implications for the management. We present a model of the relationships between these four areas. A systematic review was conducted using PsychINFO and Scopus. Fifty-three papers (20 pertaining to customer incivility and 33 pertaining to customer verbal aggression) were included. Both customer incivility and verbal aggression may impair employees' well-being and job outcomes. Current gaps, practical implications, and directions for future research are discussed.

Sharers and sellers: A multi-group examination of gig economy workers' perceptions

The increased usage and proliferation of businesses entering the gig economy has meant more employment options for individuals wishing to participate in the gig economy. However, not all gig employment opportunities are the same. Typically, gig employment opportunities fall into one of two categories: the sharing economy or direct selling. These two types of gig employment are unique in the perceptions of those that choose to engage in them. This research seeks to provide insights into the drivers of gig worker perceptions of the product, organizational trust, job outcome status and satisfaction. Results suggest that direct sales workers have higher levels of self-congruence, and lower levels of perceived commerciality, leading to positive evaluations of the product offered, organizational trust and job satisfaction. Conversely, sharing economy workers have much lower levels of self-congruence, and higher levels of perceived commerciality, leading to a more complicated relationship with the outcome variables.

Workplace spirituality, employee wellbeing and intention to stay

PurposeThe purpose of this paper is to examine the influence of workplace spirituality on employee well-being and intention to stay with the organization among teachers in technical higher education institutions. Furthermore, the study endeavors to test the difference in model estimates across two groups of teachers who differ in their intentional career choice.Design/methodology/approachThis descriptive study was conducted amongst a sample of 523 teachers working in technical educational institutions in India. Self-reporting questionnaires were administered among the respondents, who were selected through purposive sampling method. Structural equation modeling and multi-group analysis were done to test the hypotheses.FindingsAnalysis revealed that workplace spirituality enhanced employee well-being and intention to stay. Differences were observed on the effects of different dimensions of workplace spirituality on job outcomes. Also, teachers’ intentional career choice was found to moderate these relationships.Originality/valueThis study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, employee well-being and intention to stay, particularly in the context of teachers who differ in their intentional career choice. Implications with regard to the experience of workplace spirituality and job outcomes in the specific context of teaching are elaborated, thus striving to fill a gap in existing literature.

Leader member exchange leading service employee desired job outcomes and performance: an Indian evidence

Leader member exchange theory, being an emergent theory in leadership literature, has been associated with several desired job outcomes in past. However, least research is conducted regarding job outcomes like service employee satisfaction, trust and service performance particularly in an Asian context. To plug the gap, the current study examines leader member exchange in relationship with desired employee job outcomes like employee satisfaction and trust and its influence on service performance. The current study is also an endeavour to be first research study examining the relationship in Indian service industry with integration of insurance, banking and postal service organizations. The study is conducted in Kashmir region, the northern most part of India that offers valuable findings, implications and suggestions regarding betterment of leader member exchange quality, desired job outcomes and employee service performance.

Does Technostress Inhibit Employee Innovation? Examining the Linear and Curvilinear Influence of Technostress Creators

Despite the increasing quantum of research on technostress, three particularly noteworthy gaps remain. First, though prior studies have described “technostress creators” through the five dimensions techno-overload, techno-invasion, techno-complexity, techno-insecurity, and techno-uncertainty in an aggregated way, they have not adequately considered how these technostress creators individually influence job outcomes. Second, though past organizational research suggests a curvilinear relationship between job stress and job outcomes, research has yet to examine whether the stress-performance dynamics for the technostress context follows the organizational stress literature. Third, even though the literature emphasizes information and communication technology (ICT)-enabled innovation in firms, research has not explored what influence the technostress creators have on ICT-enabled innovation in-depth. Grounding our arguments in the control theory of occupational stress and conservation of resources (COR) theory, we first theorize the linear and curvilinear relationships for each of the five technostress creators with ICT-enabled employee innovation and then test the hypothesized relationships via conducting a survey on organizational employees who regularly used ICTs for professional tasks. The results offer a nuanced understanding about the nature of individual technostress creators and their relationships with ICT-enabled employee innovation. On the practical front, our research paves the way for more meaningful technostress-management strategies in organizations.

Integrating Public Service Motivation in the Job-Demands-Resources Model: An Empirical Analysis to Explain Employees’ Performance, Absenteeism, and Presenteeism

ABSTRACT:Public service motivation (PSM) is a focal construct in public management research, and while sound evidence exists that PSM is positively associated with several desired outcomes, knowledge on the underlying mechanisms which explain these associations and on potential negative consequences of PSM remains limited. Addressing these research gaps, this study investigates how PSM relates to relational job resources, work engagement, and outcomes. We thereby account for both direct and moderating effects of PSM and consider positive (employee performance) and negative outcomes (sickness absenteeism and presenteeism). We empirically test our model in the German public sector and find that the PSM dimensions relate differently to the assessed outcomes, providing varying support for our hypotheses. In particular, commitment to public value and compassion seem to drive the positive effect of PSM on employee performance, whereas self-sacrifice and client orientation are linked to reduced absenteeism, and only compassion is associated with increased presenteeism.

How leaders’ perceived emotional labor leads to followers’ job performance

PurposePrevious research has focused mainly on the antecedents and consequences of service employees’ emotional labor during the enactment of service roles, with little attention having been paid to how perceptions of leaders’ emotional labor are related to followers’ job outcomes. The purpose of this paper is to propose a model in which followers’ perceptions of the uses of emotional labor by leaders toward customers influence followers’ job performance in their service encounters.Design/methodology/approachWorking with a sample of 268 medical service employees in South Korea, structural equation modeling was employed to test the research hypotheses.FindingsThe results indicate that perceptions of leaders’ deep acting toward customers are positively related to followers’ perceptions of authentic leadership. Second, followers’ perceptions of authentic leadership are positively associated with their identification with and trust in their leaders. Finally, followers’ identification with and trust in their leaders is positively related to their job performance.Research limitations/implicationsThe research shows that leaders’ use of deep acting toward customers has a positive effect on followers’ job outcomes. Thus, service firms should consider training programs, mindfulness and policy changes regarding display rules at the organizational level so that service employees are encouraged to use deep acting with customers by empathizing with the customers’ needs, while regulating their inner feelings.Originality/valueThe current study broadens the conceptual work and empirical studies in the emotional labor literature related to the service sector by presenting a fundamental mechanism for the effect of perceptions of leaders’ use of emotional labor toward customers on service employees’ job performance. This study is the first to provide an empirical test of how leaders’ emotional labor is related to followers’ job performance.

Impact of Aversive Leadership on Job Outcomes: Moderation and Mediation Model

Aversive leadership has picked up a lot of consideration as a result of its effect on a few activity results. The motivation behind the momentum inquire about work is coordinated to explore the association of aversive leadership (AVL) with job outcomes (Aggressive voice and organizational deviance), directing psychological hardiness (PH). Work Alienation (WA) was utilized as a mediating variable. Banks from Private sector situated at Peshawar District were chosen to get data. The sample size was 3oo employees from these banks. Random sampling technique was utilized through proportional distribution method and information was gathered through structured questionnaires. The aftereffects of this exploration work examined that AVL has a noteworthy impact on AV and OD. Moreover, WA completely interceded between AVL and an AV and halfway intervened between aversive leadership and organizational deviance. Managers and supervisors should maintain a strategic distance from AVL and attempt to propel and enable their subordinates or supporters to accomplish organizational expressed goals successfully.

Impact of High-Performance Work Practices on Service Recovery, Creative Job Performance and Absence Intentions

To improve the influences of workforce facing high performance work system on employee job outcomes, previous study has mainly represented public discussion concept to explain the fundamental instrument in the high performance work system study (Takeuchi et al., 2007; Messersmith et al., 2011; Kehoe and Collins, 2017). Public argument study recommends that when workforce obtain outcomes from the companies, they are similarly to reply with their performances and thoughts appreciated by the companies (Blau, 2014). High performance work system incorporates human resource procedures for example training & development, growth-related efficiency organization, and benefit reflects company’s stock in workforces. Therefore, when organizations offer high performance work system to workers, workforce would respond by representing optimistic actions and manners such as work efficiency, work fulfillment, as well as structural responsibility. The effort of the public argument viewpoint is that high performance work system assist to viewpoint extended period employee-manager argument link. Additionally to switching main reserves, occupation link might convey many senses for workforces since effort is an intermediate by which workforces can’t merely become monetary and public reserves, but also increase value and the consciousness of individual achievement (Liu et al., 2013). Therefore, we additional debate that the outcomes of high performance work system are not only about correspondence (that is., public argument), however also critically around impacting personality value insights. Though, this viewpoint has been ignored in the high performance work system study.
 
 Organization- centered self-confidence states to the observed worth those employees have of themselves as workforce participant in the structural setting (Pierce et al., 2009). We propose that when high performance work system is settled, workforce would experience those companies worth them. This employee high performance work system may promote workforce. Therefore, the research is imbedded in “self-concept-based theory” (Shamir et al., 2013; Chan et al., 2013) to hypothesize how self-concept-based theory connects the links among workforce skilled high performance work system and work efficiency and work fulfillment by ascertaining its incremental authority above the public argument method. The results predict previous varying outcomes can be partially described by the mediating results of efficiency evaluating positively and information of efficiency values on the link among response occurrence and evaluating feedback (Shaun, Gerard, & Stephen, 2018).
 
 Generally, previous researches have only highlighted the impact of few human resource practices on high performance work system or they might have relate the high performance work system directly with job outcomes. But this research investigates the effectiveness of human resource practices as a high performance work systems. Moreover, based upon the previous literatures by theorizing and examining in what way line managers’ aim similarity reduces the space among organizational-stage and increases job engagement. Additionally, only few researches have focused on organizational based experience while others have highly focused on employees based. But this research has concentrated on both the aspects that are organization based experience and employee based experience.

Performance appraisal and workplace culture: A qualitative study investigating differences in job roles and outcomes

Research in the field of positive organisational scholarship highlights the benefits of a positive culture to both the organisation and the employees. Workplace culture also affects the likelihood that the performance evaluation process will generate positive outcomes. One of the more challenging areas of healthcare management is the difference in perspectives of clinical and nonclinical employees. Both types of employees bring vital skills important in generating positive patient outcomes, but they may value different things in the workplace. This complicates the evaluation process in providing feedback to employees to help improve performance. To investigate what employees value, this paper compares data from a healthcare organisation in the USA. Early evidence indicates that nonclinical respondents report a more positive perception of workplace culture than clinical employees. This difference in perceptions, however, does not appear to result in different intentions with respect to retention. Both groups show a strong indication to remain with the organisation and are equally committed to it. Performance appraisals are not perceived as accurately reflecting the efforts of both types of employees. In the sample organisation, employees are committed, but clinical employees do not perceive an environment where the performance review system leads to better performance.

Predictors and outcomes of nurse professional autonomy: A cross-sectional study.

This paper is a report examining the level of professional autonomy as well as its predictors and outcomes among practicing nurses in the Philippines. This study adopted a descriptive, cross-sectional research design. One hundred sixty-six (n=166) nurses participated in the study or a response rate of 83% during the months of January 2017 to May 2017. Seven self-reported scales were used for this study: the Nurse Autonomy Scale, Job Stress Scale, Burnout Measure Scale, Job Satisfaction Index, Organizational Commitment Questionnaire, Turnover Intention Inventory Scale, and the Six Dimension Scale of Nursing Performance. Inferential and descriptive statistics were used to analyse the collected data. Nurses demonstrated moderate levels of professional autonomy with education and hospital bed capacity as strong predictors. Regression analysis showed positive effects of professional autonomy on nurses' job outcomes such as organizational commitment, job satisfaction, and work performance. Consistent to international studies, nurses in the Philippines demonstrated moderate levels of professional autonomy. Nurses who had higher levels of autonomy tended to be high performing, satisfied, and committed in their jobs. Organizational efforts are critically important to foster autonomy in practicing nurses through adequate support, education, training, and developed policies.

Correlates of hair cortisol concentrations in disadvantaged young children.

Children from highly disadvantaged families tend to experience worse health, educational, and job outcomes than less disadvantaged peers. However, the mechanisms underlying these relationships remain to be explicated. In particular, few studies have investigated the relationships between the psychosocial influences that children are exposed to early in life and longer term cortisol output. This study aims to contribute to the literature by exploring how disadvantaged young children's experiences of family adversity, and parenting and family functioning, are related to their long-term cortisol levels. A sample of 60 children (26 males, mean=4.25years, SD=1.68) and their mothers (mean=34.18years, SD=7.11) from a low-income population took part in a single assessment. Mothers completed questionnaires on the family environment, parenting practices, and child behaviour. Children provided a hair sample for cortisol assay and anthropometric measures. A parsimonious multivariate regression model (including potential predictors identified by a selection algorithm) was used to investigate the correlates of hair cortisol concentration (HCC) in children. Higher levels of social exclusion, being male, and younger age were each associated with higher HCC. Maternal nurturing and emotion coaching were associated with lower HCC. Findings suggest that chronic stress may underlie relationships between adversity and its long-term effects and that HCC offers a promising method for examining chronic stress in children and evaluating interventions by which it can be ameliorated.

An examination of reduced audit quality practices within the beyond the role stress model

PurposeThe purpose of this paper is to investigate the role stress model originally developed by Fogarty et al. (2000) using more refined measures, a context-specific performance metric and a targeted respondent group. The investigation uses a sample of working professional auditors to investigate the associations between job stressors, burnout and job outcomes using an industry-specific measure of job performance.Design/methodology/approachThe analyses use structural equations modeling procedures to examine a model that postulates that burnout will mediate the relations between job stressors and job outcomes. The data for the study come from 293 survey instruments completed by auditors working at the offices of 11 public accounting firms. A parsimonious job satisfaction scale based on Churchill et al.’s (1985) 27-item scale is developed using classical test-item analysis and is incorporated into the analysis.FindingsThe results suggest three significant items of note. First, although prior research has found that burnout partially mediates relations between job stressors and job outcomes, this study shows that burnout fully mediates these associations. Second, the study provides support for the reduced audit quality practices (RAQP) scale as an audit-specific construct for job performance. Finally, results show that the 27-item job satisfaction scale can successfully be reduced to a six-item scale.Research limitations/implicationsWhile this study is subject to the limitations inherent to all cross-sectional studies that use self-report instruments, the results further the knowledge related to the role stress paradigm in auditor work settings.Practical implicationsThis study’s findings provides a cogent argument for human resource managers at public accounting firms to monitor staff burnout levels and implement interventional strategies (Jones III et al., 2010) when these levels become excessive. Efforts to mitigate staff burnout levels may decrease the likelihood of staff engagement in dysfunctional audit practices and the associated costs to the firm and the individual(s) involved.Originality/valueThe findings also demonstrate the superiority of the RAQP scale in terms of explaining variance in auditor performance when compared to the modified performance measures utilized in prior research.

TEAM INCLUSION AND EMPOWERMENT AMONG NURSING STAFF IN LONG-TERM CARE

The prevalence of Alzheimer’s disease and other dementias will continue to increase as the U.S. population ages, exacerbating the need for long-term care in both home and residential care settings. Further, team-based approaches to care have become more apparent as part of the landscape in residential care facilities in an effort to improve staff performance and resident outcomes vis-a-vis empowering direct care staff. This purpose of this study was to characterize the perceptions of inclusion or the extent licensed and unlicensed nursing staff (N=95) felt included as a care team member by others, including co-workers, supervisors and non-nursing clinicians. Given the emphasis on inter-disciplinary teams, a secondary goal was to explore if greater internal and external inclusion was correlated with heightened empowerment and its related dimensions using the Perceptions of Empowerment Instrument (Roller, 1988). Further, regression analyses revealed that levels of total empowerment, autonomy, responsibility and participation vary according to how included team members felt and by whom. This information can influence how long-term care organizations structure team building activities among staff to create truly empowered workers. These findings shed light on the importance of tailoring staff training to target specific team members in order to increase a sense of empowerment that aligns with the specific dimension(s) associated with the targeted group. Increasing empowerment along all dimensions may have a positive influence on job outcomes which, in turn, can result in higher quality of care.