Multisource Study Research Articles

Turning strain into gain: leveraging manager compassion to promote team innovation and customer satisfaction in response to teams’ emotional exhaustion

ABSTRACT Although emotional exhaustion is generally regarded as a threat to individual and team functioning, research on the effects of team emotional exhaustion is scant and inconsistent. The present research offers a novel perspective on the implications of team emotional exhaustion for team innovation and customer satisfaction. By integrating conservation of resources theory and the literature on compassion, we identified manager compassion, reflecting managers’ engagement with teammates’ suffering and actions aimed at relieving it, as a moderator of the relations among teams’ emotional exhaustion, team innovation, and customers’ service satisfaction. Using hierarchical linear modelling, the results of a three-wave multisource study conducted on 56 retail stores of a consumer electronics and household appliances company showed that manager compassion strengthened the positive relationship between team emotional exhaustion and team innovation and between team innovation and customer satisfaction with teams’ services. The team emotional exhaustion-team innovation-customer satisfaction chain of relationships was also stronger when managers exhibited high levels of compassion. A post-hoc multisource study on 38 units of a healthcare centre further supported the moderating role of manager compassion between team emotional exhaustion and team innovation. We discuss the theoretical and practical implications of these findings.

Exploring factors influencing pedestrian accident severity: a multi-source study in the city of Berlin

BackgroundRoad safety remains a critical concern in Europe’s transport sector. In urban areas, where 40% of total road fatalities occur, pedestrians are particularly vulnerable, since according to road safety data accidents involving a pedestrian are 2.8 and 15 times more probable to be fatal than in rural areas and motorways respectively. In line with the Vision Zero concept and the European Commission’s directives, many EU members are taking steps to improve road safety. Accordingly, the identification of the key factors behind pedestrian accident occurrence and pedestrian accident severity in urban areas is ever more relevant.MethodologyThe proposed methodology employs traditional logistic regression models and artificial neural networks, using accident data from Berlin, Germany, sourced from the Berlin Open Data portal. The dataset comprises information on 3,257 accidents involving pedestrians in 2018 or 2019, including details about involved vehicles, accident details, and injury severity information. Additionally, the dataset was augmented with average network speed data from Uber Movement and road network information from Geographic Information System (GIS) applications.ResultsFormal analysis results indicated several factors as significant to accident severity, such as involvement of bicycle or heavy vehicles, lighting conditions, speed limit and accident type. Additionally, a comparison between modelling approaches shows a clear performance advantage of ANNs over statistical models. Research findings provide insight for various stakeholders working to enhance pedestrian safety in urban areas.

PSC as an organisational level determinant of working time lost and expenditure following workplace injuries and illnesses

ObjectivesFinding an association between organisational factors and working time loss following workplace injury and illness (hereafter injury) could rightfully shift the focus in injury management strategies from the individual to the organisation. We investigate whether working time loss and expenditure following compensable injury can be predicted by knowing about organisational characteristics, particularly the Psychosocial Safety Climate (PSC) − the organisation’s climate for worker psychological health. MethodsOur prospective multisource study linked ‘objective’ reports of working conditions assessed in an independent Australian Workplace Barometer (AWB) sample (random population interviews of 1067 workers) to future workers compensation claims data held by a government safety regulator, by aggregating both data sets to the organisational (employer) level. We selected compensation data prior to big policy changes to a short tail scheme. We selected claims with working time loss due to injury or illness ≥1 day yielding 100 organisations and 12,624 claims. ResultsResults support organisational PSC as a leading indicator of future time loss and expenditure, and its effect was mediated through skill discretion, job satisfaction, and rewards. Decision authority, supervisory support, and bullying were also related to time loss but not as strongly as PSC. In very low PSC organisations, days lost were 160 % higher than for those in high PSC organisations (177 vs 68 days). Likewise, expenditure for the injury or illness (e.g., health expenses, wages) was 104 % higher in very low PSC vs high PSC organisations (AUD $67 260 vs $32 939). ConclusionPSC is a modifiable social determinant of injured workers working time loss and expenditure. Practically, it is essential to target PSC for safety improvement — beyond injury prevention PSC is important for return to work and to prevent the shift of the burden of organisational problems to the individual and public health.

How Leaders ‘Strength of Heart’ and ‘Strength of Will’ Enhance Team Performance

ABSTRACT We investigate the influence of leaders’ dispositional compassion on team development and performance through two studies. In the first multi-source study (n = 154 team leaders), leaders’ dispositional compassion is found to be associated with improved team performance through the adoption of helping behaviors aimed at developing team capabilities. This relationship is moderated by leaders’ perseverance, suggesting that compassionate leaders transition from being inclined to help to actually helping only when they also demonstrate perseverance. In the second multi-source longitudinal study (n = 52 team leaders), we find support for the notion that the positive effect of leaders’ dispositional compassion on team development-helping behaviors is conditional on leaders’ perseverance, thus reinforcing our findings from the first study. We suggest that although dispositional compassion, a “strength of heart,” is a well-known predictor of helping, the feelings and intentions of compassion do not guarantee helping behaviors. Translating these feelings and intentions into compassionate behaviors requires perseverance – a “strength of will.” Hence, our study indicates that leaders’ dispositional compassion is not just a potential humanizing force but also positively correlates with team performance. However, the impact of leaders’ dispositional compassion on team performance only emerges through perseverance in the face of challenges.

Do intelligent leaders differentiate exchange relationships intelligently? A functional leadership approach to leader-member exchange differentiation.

The burgeoning literature on leader-member exchange (LMX) differentiation indicates that differentiating LMX relationships within groups has both benefits and costs when it comes to group effectiveness. Although some clarity is emerging surrounding the null total effect of LMX differentiation on group performance, we still know little about how leaders themselves shape the differentiation process. In this article, we extend theory to suggest that some leaders may differentiate more effectively than others. Drawing from functional leadership theory, we first identify a potential approach available to leaders likely to enhance their functional effectiveness-strategically investing in and developing stronger social exchange relationships with subordinates who can best help them fulfill the task functions (via task performance-based differentiation) and group maintenance functions (via contextual performance-based differentiation) specified within functional leadership theory. Embedding this potential approach within the ability-motivation-opportunity framework, we then develop a theory for which leaders are best positioned to recognize and pursue strategic relationship development this way. Specifically, we posit that leaders with stronger cognitive abilities (g) are more likely to recognize the value of such an approach, and those high in core self-evaluation are more likely to believe in their capabilities to successfully process, execute on, and persist with the approach. The results from two studies-a multisource study of leaders and team members in newly formed teams as well as a preregistered online vignette study using a sample of current and former supervisors-largely supported our predictions. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Contagious resilience – how leaders’ resilient behaviour promotes followers’ resilient behaviour

PurposeLeaders are role models and through social influence processes, they shape the behaviour of their followers. We build on social learning, social identity and person-environment (P-E) fit theories of leadership to explore the association between leaders’ and followers’ resilient behaviours.Design/methodology/approachIn a three-wave, multisource study amongst 269 Dutch leaders and their followers, we investigate the mediating role of coaching in the relationship between leaders’ resilient behaviour and followers’ resilient behaviour and the moderating role of regulatory focus in this mediation path.FindingsOur results show that coaching is a key relational vehicle through which leaders’ resilient behaviours shape employees’ resilient behaviours, and this indirect association is stronger for employees scoring low on promotion focus. In addition, our results show that resilient employees attract more coaching from their leaders, which further strengthens their resilient behaviours.Originality/valueExisting studies have shown the occurrence of trickle-down effects of various leader behaviours, moods and work states on those of their followers. However, it remained obscure whether leaders’ resilient behaviour could trickle down to followers’ as well. Our study shows that such a link indeed exists and that coaching is a relational vehicle that embodies two key mechanisms to (1) foster social learning through behavioural entrainment and contagion and (2) facilitate support provision through which leaders promote resilient behaviour in their followers.

The double-edged sword effect of mega sport event strength on volunteer performance

Purpose This study aims to use event system theory and job demands–resources (JD-R) model to examine the double-edged sword effect of event strength of Beijing Winter Olympics (BWO) on volunteers’ in-role performance and proactive behavior as mediated by work overload and meaningfulness. Design/methodology/approach The sample included 193 volunteer–leader dyads working at one BWO venue. The authors conducted a multitime and multisource study using Mplus 8 to examine the hypotheses. Findings Volunteers’ perceived BWO event strength was positively related to work overload, which reduced in-role performance and proactive behavior. Volunteers’ perceived BWO event strength was also positively related to work meaningfulness, which promoted in-role performance and proactive behavior. Perceived organizational support served as a moderator by mitigating the positive relationship between perceived BWO event strength and work overload; however, it did not strengthen the positive relationship between perceived BWO event strength and work meaningfulness. Originality/value This study developed a comprehensive model of how BWO event strength affected volunteers’ performance from the perspective of event system theory and the JD-R model, which enriches theoretical application and research in the context of mega sport events.

Influence mechanism of undergraduate students’ green innovation behavior: AMO perspective and multilevel empirical study

PurposeTo contribute to achieving the Sustainable Development Goals, this study aims to explore how to encourage innovative green behaviors among college students and the mechanisms behind the formation of green innovation behavior. Specifically, this study examines the influences of schools, mentors and college students themselves.Design/methodology/approachA multilevel, multisource study involving 261 students from 51 groups generally supported this study’s predictions.FindingsProenvironmental and responsible mentors significantly predicted innovative green behavior among college students. In addition, creative motivation mediated the logical chain among green intellectual capital, emotional intelligence and green innovation behavior.Practical implicationsThe study findings offer new insights into the conditions required for college students to engage in green innovation. In addition, they provide practical implications for cultivating green innovation among college students.Originality/valueThe authors proposed and tested a multilevel theory based on the ability–motivation–opportunity framework. In this model, proenvironmental and responsible mentors, green intellectual capital and emotional intelligence triggered innovative green behavior among college students through creative motivation.

How are newcomer proactive behaviors received by leaders and peers? A relational perspective.

Although most studies have shown that newcomers benefit from proactive behaviors, these behaviors are not always viewed positively by colleagues, resulting in negative consequences for newcomers. Drawing on uncertainty reduction and social cognitive theories, we contend that newcomer proactive behaviors are viewed positively by competent leaders and peers but negatively by those with low competence. Further, we argue that newcomer proactive behaviors impact leader and peer threat perceptions, affecting subsequent workplace relationships, which in turn influence newcomer voluntary turnover. We empirically test our hypotheses in a three-time multisource study, utilizing a sample of 377 newcomers, 132 leaders, and 721 peers. Supporting our hypotheses, when leaders and peers are less competent, newcomer proactive behaviors, through impacting leader and peer threat perceptions, result in lower quality relationships with leaders and peers. These cascading effects positively correlate with newcomer voluntary turnover. Conversely, opposite effects arise for more competent leaders and peers. Implications of how newcomer proactive behaviors impact workplace relationships and turnover are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The relationship between quick return shift schedules and burnout among nurses: A prospective repeated measures multi-source study

BackgroundIn today's world, essential health care services are expected round the clock, leading to distinct shift work requirements. A notable aspect is the “quick return,” where the rest interval between nursing shifts is <11 h. Preliminary research suggests a potential association between quick return schedules, diminished sleep quality, and possible nurse burnout. Yet, the motivation of nurses could potentially moderate this relationship. ObjectiveTo examine a moderated-mediation model, whereby sleep duration and nurse's motivation act together to mediate the link between quick return schedules and nurse's burnout. DesignA prospective repeated measures (4–5 nursing shifts per nurse) multi-source (self-report and objective measures) study. SettingInternal and surgical departments across one large and one medium scale teaching hospitals in Israel. ParticipantsRegistered nurses who provide direct patient care (n = 79) across 369 shifts. MethodsNurses completed a questionnaire containing personal information and information regarding their shifts during the study week. They wore an accelerometer (a wrist worn device that monitors and records an individual's activity level) during a work-week to objectively determine their sleep duration, completed a motivation questionnaire at the beginning of each shift, and completed a burnout questionnaire at the end of the week. Mixed-model regression analysis was used to test a moderated-mediation model following Hayes' recommendations, whereby the joint effect of sleep duration and motivation mediates the link between quick return schedules and burnout. ResultsThe moderated-mediation model was supported. Quick return schedules were negatively statistically significantly associated with sleep duration (b = −126.54, SE = 20.85, p < 0.001); so that more frequent quick return schedules were related to shorter sleep duration. However, no direct correlation was observed between sleep duration and burnout (p = 0.171). A statistically significant interaction was observed between sleep duration and motivation (b = 0.00, SE = 0.00, p < 0.001) concerning burnout. Thus, nurses with lower motivation were prone to experiencing higher levels of burnout with shorter sleep duration compared to nurses with higher motivation. ConclusionsThe mediating role of sleep duration, moderated by motivation, plays a role in the connection between quick return schedules and burnout. This indicates that nurses can sustain their work motivation even within the demands of quick return schedules, consequently mitigating burnout levels. To prioritize employees' well-being, organizations should adopt shift work structures that minimize quick return schedules and extend nurses' sleep duration. Consequently, managers must employ strategies to enhance nurses' motivation when addressing scenarios that necessitate quick return schedules.

Leader trait affective presence and safety behaviors: The role of work engagement

Due to the potential influence of motivation on employee safety behaviors and safety outcomes, exploring the antecedents that affect employees’ motivational states is critical in the workplace safety. Considering the significant role of leaders and their interpersonal emotion-related characteristics, our research introduces the construct of leader trait affective presence and investigates its effects on employee safety behaviors via work engagement. In a multisource study based on 467 dyads of leaders and their employees in a nuclear power plant, we tested and supported hypotheses that leader positive affective presence was positively related to employee work engagement, whereas leader negative affective presence was negatively related to employee work engagement. And work engagement was positively related to safety behaviors. Furthermore, leader affective presence has an indirect effect on employee safety outcomes via work engagement. These findings indicate the theoretical value of leader trait affective presence in shaping employee motivational state and further safety behaviors, as well as practical implications for safety organizations.

The relationship between sensory impairment and home care client's received care time-A cross-sectional study.

The aim of this study was to explore the relationship between sensory impairment and home care client's received care time. A cross-sectional multi-source study. Data from a self-reported staff survey on care time allocation were merged with registry data from the Resident Assessment Instrument registry (n = 1477). The data were collected during 1 week from 17 home care units in Finland in October 2021. The relationship between sensory impairment and clients received care time was examined using linear regression analyses. The linear regression analyses showed that having vision impairment alone increased care time, while dual sensory impairment resulted in decreased received care time. Hearing impairment alone was not statistically significantly associated with care time. The holistic care need of home care clients with dual sensory impairment may not be adequate. To ensure equality and the individually tailored care of clients, further attention must be paid to clients with sensory impairments, especially those with dual sensory impairment. Furthermore, the competence of home care workers to encounter and communicate with clients with sensory impairment must be developed to support the holistic care. The sensory impairments of home care clients must be identified in time and considered in care planning and encountering clients. As there is a risk that clients with dual sensory impairment are not able to fully express themselves, it is imperative that further attention is paid to clients with sensory impairments, to better understand and support this vulnerable group. Increased awareness and continuous education are needed to better identify and support home care clients with sensory impairment. The study adheres to the STROBE reporting guidelines. No patient or public contribution.

The Effects of Servant Leadership on Performance and Health: A Multilevel and Multisource Study

The Effects of Servant Leadership on Performance and Health: A Multilevel and Multisource Study

Healthcare-associated infections in adult intensive care units: A multisource study examining nurses’ safety attitudes, quality of care, missed care, and nurse staffing

ObjectivesThis study examined the association between safety attitudes, quality of care, missed care, nurse staffing levels, and the rate of healthcare-associated infection (HAI) in adult intensive care units (ICUs). MethodsA cross-sectional study was conducted in five hospitals. Nurses completed a validated survey on safety attitudes, quality of care, missed care, nurse staffing levels, and the frequency of HAIs. Secondary data were collected on the incidence of central line–associated bloodstream infection (CLABSI), catheter-associated urinary tract infection (CAUTI), and ventilator-associated pneumonia (VAP) in participating units. Descriptive analysis and generalized linear models were performed. ResultsA total of 314 nurses from eight ICUs participated in this study. The mean safety culture score was 60.85 (SD = 3.53). ICUs with strong job satisfaction had lower incidence and nurse-reported frequency of CLABSI, CAUTI, and VAP. Missed care was common, with 73.11% of nurses reporting missing at least one required care activity on their last shift. The mean patient-to-nurse ratio was 1.95. Increased missed care and higher workload were associated with higher HAIs. Nurses’ perceptions of CLABSI and VAP frequency were positively associated with the actual occurrence of CLABSI and VAP in participating units. ConclusionPositive safety culture and better nurse staffing levels can lower the rates of HAIs in ICUs. Improvements to nurse staffing will reduce nursing workloads, which may reduce missed care, increase job satisfaction, and, ultimately, reduce HAIs. Implications for clinical practiceHigher levels of job satisfaction among ICU nurses, lower proportions of missed nursing care and higher nurse staffing are associated with lower rates of HAIs. Nurse-reported HAI frequency was positively associated with the incidence of HAIs; therefore, nurses provide reliable data on infection control outcomes in ICU settings.

Associations of flow disruptions with patient, staff, and process outcomes: a prospective observational study of robotic-assisted radical prostatectomies

BackgroundTechnological advancements in the operating room (OR) have sparked new challenges for surgical workflow, OR professionals, and patient safety. Disruptive events are frequent across all surgical specialties, but little is known about their effects on patient outcomes and the influence of systemic factors. The aim was to explore the associations of intraoperative flow disruptions (FDs) with patient outcomes, staff workload, and surgery duration.MethodsProspective, single-center, and multi-source study comprising direct and standardized OR observations of urologic surgical procedures, clinical patient outcomes, and staff- and patient-reported outcome data (PROMs; 3-month follow-up). All data were recorded between 01/2020 and 10/2021. FDs were assessed using standardized procedure observations. Linear and logistic regression analyses including multiple system factors were used to explore the effects of FDs on surgical outcomes.Results61 robotic-assisted radical prostatectomy procedures were captured (with 61 patients and 243 staff reports). High rates of FDs were observed; however, our analyses did not show significant relationships with patient complication rates. Equipment- and patient-related FDs were associated with increased staff workload. No association was found between higher rates of FDs and procedure duration.ConclusionsFDs were not related to inferior patient outcomes. Our findings may inform future OR investigations that scrutinize the complex interplay of human, team, process, and technological components that mitigate the effects of FDs during surgery.Graphical abstract

Employees' Reactions to a Citizen Incivility Climate: A Multilevel Multisource Study.

Although public service employees are regularly exposed to uncivil behavior by citizens, we still know little about the effects of these incivilities. This study aims to examine the reactions of public employees who work in a climate of citizen incivility. Using a multilevel multisource design, we examine the indirect effects of citizen incivility climate on employee withdrawal and helping behaviors via job tension, and test the moderating influence of employees' public service motivation on these relationships. Our analyses were performed using data collected from a sample of 734 employees and 77 supervisors working in Canadian public libraries. Results show that public servants who work in a climate of citizen incivility experience greater job tension and consequently show more withdrawal and less helping behaviors. Our results also show that public service motivation acts as a buffer against the detrimental effects of incivility climate on helping behaviors, but not against withdrawal.

Strengths-based leadership and employee work engagement: A multi-source study

Strengths-based leadership and employee work engagement: A multi-source study

Safety culture, quality of care, missed care, nurse staffing and their impact on pressure injuries: A cross-sectional multi-source study

BackgroundSafety culture is known to influence patient outcomes, but the relationship between nursing units’ safety cultures and the development of pressure injuries in acute care hospitals is unclear. Pressure injuries are a nursing-sensitive patient outcome and are widely considered preventable. ObjectiveTo examine the impact of unit safety culture, nursing unit characteristics, and missed care on pressure injury rates in Saudi Arabian hospitals. DesignA multi-center cross-sectional study was conducted between August and November 2021 and compared to secondary data on the incidence of pressure injuries. Settings/ParticipantsA total of 653 nurses from 35 units in five Ministry of Health hospitals in Saudi Arabia participated in this study. MethodsThe survey included validated scales of safety culture, nurse staffing, and nurses’ perceptions of quality of care, missed care, and the frequency of pressure injury. Secondary data on pressure injuries were collected from the Ministry of Health administrative database between 2018 and 2021. Descriptive analysis and Generalized Linear Models were performed. ResultsHigher safety culture scores were associated with fewer pressure injuries (β = -2.000, 95% Confidence Interval [CI] -3.107, -0.893) and lower nurses’ perceptions of the frequency of pressure injuries in their unit (β = -1.224, 95% CI -2.255, -0.192). High scores on the sub-scales of hospital management (β = -2.105, 95% CI -2.835, -1.375) and safety climate (β = -1.402, 95% CI -2.383, -0.421) were the most statistically significant predictor for pressure injury prevention. Higher frequency of missed nursing care was positively associated with higher rates of pressure injuries (β = 1.606, 95% CI 0.187, 3.024) and higher nurses’ perceptions of the frequency of pressure injuries (β = 1.243, 95% CI 0.211, 2.363). There was a positive relationship between higher nurses’ perceptions of the frequency of pressure injury and higher incidence rate of pressure injury as reported in the incident management system (β = 1.183, 95% CI 0.065, 2.301). ConclusionNursing units with stronger safety climate and safety behavior scores, higher ratings of hospital and unit quality of care, and lower levels of missed nursing care were associated with lower incidence of pressure injury and nurses’ perceptions of the frequency of pressure injury in their units. Nurses’ perceptions of the frequency of pressure injuries are concordant with the incidence of pressure injuries and can be a valid measure to capture patient outcomes within a specific time. Tweetable abstractHigh safety culture and lower missed care are linked to fewer pressure injuries in Saudi Arabian hospitals. Nurses’ perceptions of pressure injury frequency aligned with reported incidence rates, indicating a valid measure of patient outcomes.

Workplace bullying as an organizational problem: Spotlight on people management practices.

Though workplace bullying is conceptualized as an organizational problem, there remains a gap in understanding the contexts in which bullying manifests-knowledge vital for addressing bullying in practice. In three studies, we leverage the rich content contained within workplace bullying complaint records to explore this issue then, based on our discoveries, investigate people management practices linked to bullying. First, through content analysis of 342 official complaints lodged with a state health and safety regulator (over 5,500 pages), we discovered that the risk of bullying primarily arises from ineffective people management in 11 different contexts (e.g., managing underperformance, coordinating working hours, and entitlements). Next, we developed a behaviorally anchored rating scale to measure people management practices within a refined set of nine risk contexts. Effective and ineffective behavioral indicators were identified through content analysis of the complaints data and data from 44 critical incident interviews with subject matter experts; indicators were then sorted and rated by two independent samples to form a risk audit tool. Finally, data from a multilevel multisource study of 145 clinical healthcare staff nested in 25 hospital wards showed that the effectiveness of people management practices predicts concurrent exposure to workplace bullying at individual level beyond established organizational antecedents, and at the team level beyond leading indicator psychosocial safety climate. Overall, our findings highlight where the greatest risk of bullying lies within organizational systems and identifies effective ways of managing people within those contexts to reduce the risk, opening new avenues for bullying intervention research and practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Sustainable human resource management practices, employee resilience, and employee outcomes: Toward common good values

AbstractExtant literature has generated limited understanding of whether and how sustainable human resource management (HRM) will lead to better and more sustainable outcomes, such as enhanced employee well‐being and improved employee performance. Moving toward common good values and drawing on the job demands‐resources model, this study theorizes and tests the relationships among sustainable HRM practices, employee resilience, work engagement, and employee performance. The empirical results of a multilevel and multisource study in the Chinese context provide supporting evidence for our theoretical model. The findings demonstrate that sustainable HRM practices positively affect employee resilience, and lead to a high level of work engagement among employees. Employee resilience also has an indirect effect on employee performance through work engagement. This study, with its theoretical and practical implications, reveals a serial mediation mechanism through which sustainable HRM practices contribute to both employee well‐being and employee performance.