Positive Work Climate Research Articles

Maintaining Work Life Balance Among Female Medical Staff Through Positive Work Environment: Evidence from Malaysia

The concept of work-life balance is based on the notion that paid work and personal life should be seen ascorresponding essentials of a full life. Work-life balance reflects a person's orientation across career and non-career life roles, and a conflict between work and life is seen as a mismatched between inter-role phenomenon. The need for work-life balance(WLB) has become even more pressing because of changes in the composition of the workforce. Longer working hours and after-hours connectivity not only negatively affect employees' lifestyle health but also limits their time available for non-work life. Women are more likely to spend more working hours than men are and the larger share of household work that is generally borne by women could cause this. A positive work climate leads to a strong emotional bond between organizational members, which in turn increases employees' engagement, commitment, loyalty and performance. If employees feel that the work environment is not safe, uncomfortable and unharmonious, it will cause discomfort, which may affect organizational performance. Organization need to take care of their employees by helping them maintaining a stable balance between their personal and professional life. This paper analyzed the relationship between a positive work environment (via supervisory support and flexible work arrangement) and the work-life balance of selected female medical staff in a hospital in Peninsular Malaysia. The findings of this study revealed that supervisory support and flexible work arrangements are important in helping employees developed a caring and helpful workplace.

Implementation of patient-focused care: before-after effects.

The purpose of this paper is to evaluate an organizationally oriented, patient-focused care (PFC) model's effects on care quality and work climate. The study has a before-after (PFC implementation) design. The sample included 1,474 patients and 458 healthcare providers in six participating wards before and after PFC implementation, plus five additional randomly chosen wards, which only featured in the post-assessment. No pre-post differences were found regarding care perceptions or provider work climate evaluations. Statistically significant improvements were noted among provider care evaluations. Using aggregate-level ward data, multiple regression analyses showed that high adherence to PFC principles and a positive work climate contributed significantly to variance among care quality ratings. Among healthcare providers, questions related to specific PFC aspects during evenings, nights and weekends had to be dropped owing to a low response rate. An important requirement for both practice and research is to tailor PFC to various health and social care contexts. The study is large-scale before-after PFC model review, where patient and provider data were collected using well-established measurements.

Job satisfaction and associated variables among nurse assistants working in residential care

While the work situation for nurse assistants in residential care is strenuous, they themselves often state that they are satisfied with their job. More knowledge is clearly needed of the interrelationship of variables associated with job satisfaction. This study aims to investigate job satisfaction and explore associated variables among nurse assistants working in residential care. A total of 225 respondents completed a questionnaire measuring general job satisfaction, satisfaction with nursing-care provision and measures concerning person-centered care, work climate, leadership, and health complaints. Job satisfaction was the outcome measure and comparisons were made among those reporting low, moderate, and high levels of job satisfaction; multiple regression analyses were used to explore associated variables. The caring climate and personalized care provision were associated with general job satisfaction. High levels of satisfaction with nursing-care provision were also associated with the general work climate, organizational and environmental support, and leadership. Low job satisfaction was mainly associated with health complaints. Nurse assistants working in a positive work climate, caring climate, with a positive attitude to their leaders, who receive organizational and environmental support, provide person-centered care and experience a higher degree of job satisfaction. It seems essential, however, to include both general and context-specific measures when investigating job satisfaction in this field as they reveal different aspects of the nurse assistant's work situation.

Turning off jail turnover: do generational differences matter?

Reducing turnover in America’s jails is a significant fiscal concern and a serious organizational challenge. When determining how to improve retention, the private sector has been influenced by the literature on generational relevance. To explore whether similar cohort-driven motivators might be productively directed toward reducing jail turnover, the application of generational relevance theory to jails was empirically tested. To assess the impact of retention-related variables on various age cohorts working in America’s jails, a national survey was administered to jail staff throughout the country. Results indicate that less than half of the variables included in the analysis reached levels of statistical significance when analyzed by generational cohorts, and even among significant variables, over one-third were age-driven by nature. Although the findings do little to advance the cause of generational relevance theory, they are not without merit for jail administrators seeking to reduce turnover, pointing toward the universal appeal such intrinsic factors as treating people fairly, creating a positive work climate, and assuring that employees are listened to, have input, and are recognized, respected, and appreciated. Essentially, results indicate that reducing jail turnover is more likely to be a product of initiatives that are generically requisite than generationally relevant.

Job satisfaction, stress and burnout in anaesthesia

Job satisfaction is defined as an employee's positive reaction towards his/her work. Changes in health policies, which are seen as a threat to the autonomy of health workers, are associated with a decrease in satisfaction levels, increase burnout among physicians, and may impair the quality and safety of care. The work environment of anaesthesiologists include stressful areas such as the operating theatre, the ICU, and the emergency setting, and this has been linked to higher levels of stress and lower satisfaction. We frequently lack feedback from patients and even our colleagues despite usually working within a team. Nevertheless, job satisfaction and burnout rates in anaesthesia are similar to other specialties. The most relevant factors in job satisfaction are worker autonomy, control of the working environment, recognition of our value, professional relationships, leadership and organisational justice. Although these can be manipulated for good or otherwise, there are additional, less malleable factors such as personality, expectations and motivation of the employee, that play a part. Within organisations there needs to be the will to evaluate employees' satisfaction, to improve their work environment and to develop strategies and coping mechanisms for professional stress. Personal wellness should also be nurtured, as a satisfactory work-life balance and an adequate social support network might act as a buffer for dissatisfaction and burnout. Improvement in satisfaction might create a positive work climate that would benefit both the safety of our patients and our profession.

A comprehensive model for development of organizational citizenship behaviors

The purpose of this paper is to present the comprehensive model for organizational citizenship behavior that expresses how to develop a plan to obtain continual organizational citizenship behaviors (OCB) through formal system and informal environmental setting in work place. OCB describe actions in which employees are willing to go above and beyond their prescribed role requirements. Some studies have shown that OCB are positively related to indicators of individual, unit, and organizational performance. This paper focuses on clearly defining all of the factors that affect OCB. This paper will also discuss the implications of OCB and try to find out how to improve OCB. Results indicate that positive work climate, organization resources, employee’s personality, organizational culture and so on are all related to OCB. This research is important for any businesses which want to create competence and organizational effectiveness and to improve OCB to the lowest cost and best way for businesses to reach organizational effectiveness. Key words: Citizenship behaviors, organizational effectiveness, model of organizational citizenship behaviors (OCB).

Preceptors' Experiences Training New Graduate Nurses

Preceptors are a key to retaining new graduate nurses in a hospital setting. Thus, it is important to understand new staff teaching experiences from their own perspectives. Preceptor experience is an inadequately explored topic in Taiwan. The purpose of this study was to explore preceptor experiences related to their training of new graduate nurses in a hospital setting in Taiwan. For this interpretive phenomenological study, researchers purposively recruited 15 nurse preceptors from a medical center in central Taiwan. Study data were collected by means of semistructured, in-depth interviews. Tape recordings were transcribed verbatim, and transcripts were analyzed using a hermeneutic circle approach. Three general themes captured the new nurse training experiences of the preceptors: (a) applying a variety of teaching strategies, (b) feeling the burden of being a preceptor, and (c) developing a sense of achievement. Being in the role of both a preceptor and nurse was perceived as a challenge by participants because of heavy workloads and fears of failure. Thus, reducing the preceptor's patient care responsibilities while educating new nurses should be a priority. This study also found cultivating a positive work climate as crucial to support preceptors and new nurses so that preceptors do not feel alienated or overly stressed. A workshop is a useful strategy to introduce preceptors and new nurses to standardized training procedures and documents; this, in turn, can provide a more holistic approach to teaching and learning and reduce pressures on preceptors caused by additional, unfamiliar paperwork.

Understanding nurse anesthetists' intention to leave their job

The retention of nurse anesthetists is of paramount importance, particularly in view of the fact that the health care workforce is shrinking. Although many health care providers find their work satisfying, they often consider leaving their jobs because of the stress. Are there ways to improve this situation? This study investigated how work environment characteristics and personality dimensions relate to burnout and job satisfaction and ultimately to turnover intention among Dutch nurse anesthetists. An online self-reporting questionnaire survey was performed among Dutch nurse anesthetists. The questionnaire included scales to assess personality dimensions, work climate, work context factors, burnout, job satisfaction, and turnover intention. The research model stated that personality dimensions, work climate, and work context factors, mediated by burnout and job satisfaction, predict turnover intention. Structural equation modeling was used to test the research model. Nine hundred twenty-three questionnaires were completed (46% response rate). Burnout mediated the relationship between personality dimensions and turnover intention; job satisfaction mediated the relationship of work climate and work context factors to turnover intention. To retain nursing staff and to maintain adequate staff strength, it is important to improve job satisfaction by creating a positive work climate and work context and to prevent burnout by selecting the most suitable employees through personality assessment.

EFFECT OF ORGANIZATIONAL WORK CLIMATE ON JOB SATISFACTION: AN EMPIRICAL STUDY OF ENGRO FOODS LTD PAKISTAN

Purpose:-The purpose of this research is to identify the effect of organizational work climate on employee’s job satisfaction and in particular Engro Foods Limited Pakistan was taken as a case. Methodology and Sample:-Post-positivism research philosophy has been used in this research. Structured questionnaire was developed from the literature and collected data from 184 employees of Engro Foods Limited head office, including both the executive and operational staff. The four constructs of organizational work climate is used like human relation, open system, internal process and rational goals. Findings:-The results shows that the human relations and open system have a strong impact on employees job satisfaction at Engro Foods Limited and there is a correlation exist between human relations, open system, rational goals and job satisfaction among employees of Engro Foods Limited. Practical Implications:-This research will be instrumental for Engro Foods Limited to work more on the stated dimension to ensure a positive and congenial work climate.

Authentic Leadership and Follower Development

This article contributes to the theoretical understanding of the relationship between authentic leadership and follower psychological capital. Structural equation models using a representative national sample of working adults revealed a positive relationship between authentic leadership and followers’ psychological capital, partially mediated by positive work climate, and a significant moderating effect from gender. Findings support previous predictions about the effects of authentic leadership and begin to reveal the mechanisms by which authentic leaders affect followers. Moreover, they underscore the need to consider the influence of follower characteristics in understanding leadership outcomes. Implications and directions for future research are discussed.

Predicting Employees' Commitment To and Support for Organisational Change

AbstractThis study aimed to identify factors that predict employees' commitment to and support for organisational change. The three components of Herscovitch and Meyer's (2002) commitment to organisational change model were hypothesised to mediate the relationship between organisational climate and behavioural support for organisational change. Data were collected from a Queensland government department (N = 342). Analysis of correlations revealed that organisational climate, commitment to change, and behavioural support for change variables were all significantly related. Structural equation modelling demonstrated that affective, normative, and continuance commitment to change were all predictors of behavioural support for organisational change. Positive work climate also contributed directly to the prediction of behavioural support for change over and above the indirect influence through commitment to organisational change, indicating a partial mediation effect. These findings support Herscovitch and Meyer's (2002) three-component model of commitment to organisational change and extend their nomological network by showing the relevance of two types of organisational climate to the core components of the model. Affective commitment to organisational change is a positive influence on employees' behavioural support for change and also reflects healthy aspects of the organisational climate. However, continuance commitment to organisational change is detrimental influence on employees' behavioural support for change and is linked with unhealthy dimensions of the organisational climate.

Work climate perception and turnover intention among Korean hospital staff

To examine the impact of work climate perception (WCP) on turnover intention among public hospital personnel in Korea. With increased competition and high staff turnover in hospitals, managers focus on human resource management. Positive work climate is considered as a strategy to retain valued staff, but previous studies have shown occupationally different relationships between turnover intention and work environment characteristics as perceived by staff. A cross-sectional questionnaire survey was conducted of employees (n = 852) in four public hospitals in Korea to gather information about WCP, intention to leave and demographics. The work climate was measured by 32 items categorized into 13 factors in five dimensions. For each occupation, logistic regression analyses were performed to determine the significant factors of WCP that influenced turnover intention. Positive WCP inversely influenced turnover intention. For all occupations, the most significant factor was 'workgroup friendliness and warmth' (OR = 0.01-0.21). For the nursing group, an additional significant factor was 'adherence to job standard' (OR = 0.63). In contrast, there were different significant factors for other hospital staff: 'workgroup esprit de corps' (OR = 0.16) and 'role clarity' (OR = 0.19) for physicians, 'adherence to job standard' (OR = 3.08) and 'role adaptation' (OR = 2.23) for paramedicals, and 'flexibility and innovation' (OR = 0.14) and 'interdepartmental cooperation' (OR = 0.19) for administrators. Nurses with perceptions of work climate emphasizing 'workgroup friendliness and warmth' and 'adherence to job standard' had lower turnover intention. Physicians, paramedicals and administrators have different WCPs. To retain qualified personnel, hospitals should focus on human relations, maintaining a consideration for occupation-specific characteristics.

The Impact Of School Climate On School Outcomes

The purpose of this article is to provide insight into an elementary school whose climate issues appear to plague and impact it's performance as measured by it's Annually Yearly Progress (AYP). The Northwest Georgia elementary school is located in a rural school system approximately 50 miles northwest of Atlanta, Georgia. A review of the literature suggests school climate can affect many areas and people within schools. It further suggests that positive interpersonal relationships and optimal learning opportunities in all demographic environments can increase school achievement levels and reduce maladaptive behaviors (McEvoy & Welker, 2000). Providing a positive and supportive work environment and climate for faculty and staff, more often than not, improves faculty, staff and student performance (Freiberg, 1998). An in-depth analysis of the environment of the school in question suggests a lack of faculty and staff respect for administration, a hostile work environment, and overall low morale. Deep frustration and anger on the part of faculty and staff were apparent in a substantial number of written responses to open-ended questions. Although responses to work environment and administration were split along mean scores, the overall data indicate that the status quo cannot continue without continued negative consequences. When half of the faculty and staff are dissatisfied with their work environment and administration, teaching and learning is almost certain to be negatively impacted. A Rasch analysis further supports recommendations.