Leader empowering behaviour: relationships with nurse and patient outcomes

2020 ◽  
Vol 33 (4) ◽  
pp. 397-415
Author(s):  
Karen Cziraki ◽  
Carol Wong ◽  
Michael Kerr ◽  
Joan Finegan
Keyword(s):  
Patient Care ◽  
Performance Management ◽  
Patient Outcomes ◽  
Turnover Intentions ◽  
Interprofessional Collaboration ◽  
Job Turnover ◽  
Content Type ◽  
Experienced Nurses ◽  
Quality Patient Care ◽  
The Impact

Purpose This study aims to test a model examining the impact of leader empowering behaviour on experienced nurses’ self-efficacy, interprofessional collaboration, job turnover intentions and adverse patient outcomes. Design/methodology/approach Structural equation modelling in Mplus was used to analyse cross-sectional survey data from experienced nurses in Alberta, Ontario, and Nova Scotia, Canada (n = 478). Findings The results supported the hypothesized model: (164) = 333.021, p = 0.000; RMSEA = 0.047; CFI = 0.965; TLI = 0.959; SRMR = 0.051. Indirect effects were observed between leader empowering behaviour and nurses’ assessment of adverse events and leader empowering behaviour and nurses’ job turnover intentions through interprofessional collaboration. Research limitations/implications Leader empowering behaviour plays a role in creating collaborative conditions that support quality patient care and the retention of experienced nurses. Practical implications The findings will be of interest to academic and hospital leaders as they consider strategies to retain experienced nurses, such as nurse manager selection, development and performance management systems. Originality/value The influx of new graduate nurses to the nursing profession and changing models of care requires the retention of experienced nurses in the workforce. The findings suggest that leader empowering behaviour and interprofessional collaboration are important factors in supporting quality patient care and stabilizing the nursing workforce.

Racial dissimilarity and diversity climate effect organizational identification

2016 ◽  
Vol 35 (5/6) ◽  
pp. 314-327 ◽  
Author(s):  
Brooklyn Cole ◽  
Raymond J. Jones ◽  
Lisa M. Russell
Keyword(s):  
Organizational Identification ◽  
Turnover Intentions ◽  
Ordinary Least Squares ◽  
Important Variable ◽  
Hierarchical Regression ◽  
Diversity Climate ◽  
Climate Effect ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to empirically examine the relationship between psychological diversity climate (PDC) and organizational identification (OID) when influenced by racial dissimilarity between the subordinate and supervisor. Design/methodology/approach Ordinary least squares hierarchical regression analysis was run for hypotheses testing. Findings Three of the four hypothesized relationships were supported. Support was found for the direct relationship between PDC and OID. The moderator race was significant thus also supported. The moderator of dissimilarity was not supported. Finally the three-way interaction with race and dissimilarity was supported. Practical implications OID is an important variable for overall organizational success. OID influences a wealth of organizationally relevant outcomes including turnover intentions. Considering higher turnover exists for minority employees, understanding how diversity climate perceptions vary by employee race and therefore impact OID differently, helps managers when making decisions about various initiatives. Originality/value This study is the first the authors know of to investigate the impact of dissimilarity on the PDC-OID relationship.

Organizational learning, knowledge management practices and firm’s performance

2015 ◽  
Vol 22 (1) ◽  
pp. 14-39 ◽  
Author(s):  
Ajay K. Jain ◽  
Ana Moreno
Keyword(s):  
Knowledge Management ◽  
Organizational Learning ◽  
Performance Management ◽  
Management Practices ◽  
Achievement Orientation ◽  
Content Type ◽  
Power Generation Equipment ◽  
Engineering Organization ◽  
Reward And Recognition ◽  
The Impact

Purpose – The study aims at investigating the impact of organizational learning (OL) on the firm’s performance and knowledge management (KM) practices in a heavy engineering organization in India. Design/methodology/approach – The data were collected from 205 middle and senior executives working in the project engineering management division of a heavy engineering public sector organization. The organization manufactures power generation equipment. Questionnaires were administered to collect the data from the respondents. Findings – Results were analyzed using the exploratory factor analysis and multiple regression analysis techniques. The findings showed that all the factors of OL, i.e. collaboration and team working, performance management, autonomy and freedom, reward and recognition and achievement orientation were found to be the positive predictors of different dimensions of firm’s performance and KM practices. Research limitations/implications – The implications are discussed to improve the OL culture to enhance the KM practices so that firm’s performance could be sustained financially or otherwise. The study is conducted in one division of a large public organization, hence generalizability is limited. Originality/value – This is an original study carried out in a large a heavy engineering organization in India that validates the theory of OL and KM in the Indian context.

Influence of human resource capital information disclosure on investors’ share investment intentions

2017 ◽  
Vol 46 (3) ◽  
pp. 551-571 ◽  
Author(s):  
Sugumar Mariappanadar ◽  
Alma Kairouz
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Information Disclosure ◽  
Banking Sector ◽  
Strategic Human Resource Management ◽  
Annual Reports ◽  
Individual Investors ◽  
Content Type ◽  
Investment Intentions ◽  
The Impact

Purpose The purpose of this paper is to apply the strategic human resource management (HRM) perspective to investigate the schematic relationship between the dimensions of human resource (HR) capital information and intentions to use such information in individual investors’ decisions relating to investing equities in the banking industry. Design/methodology/approach A two-stage empirical study was conducted in 2010 using a four-part HR capital disclosure questionnaire, which was developed and validated in stage 1 (n=145) of the study. In stage 2 (n=157), current or previous shareholders in one of the Australian banking sector corporations participated in the study. The collected data were analyzed using confirmatory factor and logistic regression analyses. Findings The findings of this explorative study highlight that the individual investors’ perception on the importance of performance management dimension of HR capital information has varied impacts on their intentions to use such information in investment decisions to buy, hold on to, or sell stocks. Practical implications This study has made an important contribution to the strategic HRM and behavioral finance literature that the human capital information facilitates the propensity to avoid regrets in selling shares too early (dispositional effect bias) to achieve utility benefits in future which is different from the findings of financial information disclosure study. Originality/value A recent critical review of HR disclosure indicated that most of the published articles on HR capital have used company annual reports for data source. However, this is the first study that attempts to understand the impact of HR capital disclosure information on investment intentions from individual investors’ schema rather than drawing data from company annual reports.

Social norms in the salesforce: justice and relationalism

2019 ◽  
Vol 34 (1) ◽  
pp. 49-61 ◽  
Author(s):  
Ilgım Dara Benoit ◽  
Thomas Brashear Alejandro ◽  
Jeffrey Foreman ◽  
Christian Chelariu ◽  
Shawn Bergman
Keyword(s):  
Social Norms ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Sales Manager ◽  
Equation Modeling ◽  
Interpersonal Justice ◽  
Content Type ◽  
Informational Justice ◽  
Relational Norms ◽  
The Impact

PurposeThis paper aims to examine the role of social norms of justice and relationalism in salesperson–sales manager relationships, and their role in developing salesforce commitment and turnover.Design/methodology/approachThis study uses structural equation modeling to analyze survey data from 402 business-to-business salespeople.FindingsAs discrete foundational norms, distributive, procedural and interactional (interpersonal, informational) justice develop higher-order norms of relationalism, which then reflect on increased commitment and reduced turnover intention of the salesforce. Among the justice norms, interpersonal justice has the strongest impact on relationalism.Research limitations/implicationsThe paper shows how each justice norm has a distinct impact in shaping relational norms, and that interpersonal justice has the highest impact. In addition, with enhanced relationalism salespeople become more committed and have lower turnover intentions. Future research could use a longitudinal study, present manager’s side in the model and measure and compare the impact of supervisor- versus organization-focused justice.Practical implicationsTo enhance relationalism, and thus in turn increase commitment and decrease turnover intention of salesforce, sales managers should pay attention to the salespeople’s perceptions of justice norms (distributive, procedural, informational and interpersonal justice), especially interpersonal justice, as it has the highest impact on relationalism. The specific ways to enhance justice perceptions are discussed.Originality/valueThis paper is the first to show how each justice norm is unique in its importance to shape the relationship between sales manager and salespeople in a way that increases the quality of relational norms, governing the relational process into a highly committed one. It also shows that among the four justice norms, interactional justice has the highest impact on relationalism. In addition, this is the first study to show that relationalism decreases turnover intention of salespeople.

Individual and organizational support

2017 ◽  
Vol 46 (4) ◽  
pp. 750-766 ◽  
Author(s):  
Yvonne Brunetto ◽  
Stephen T.T. Teo ◽  
Rodney Farr-Wharton ◽  
Kate Shacklock ◽  
Art Shriberg
Keyword(s):  
Organizational Support ◽  
Police Officers ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Self Report ◽  
Management Support ◽  
Discretionary Power ◽  
Content Type ◽  
Red Tape ◽  
The Impact

Purpose The purpose of this paper is to examine whether management supports police officers adequately, or whether police have to rely on their individual attributes, specifically psychological capital (PsyCap), to cope with red tape and stress. Work outcomes/consequences examined were discretionary power, affective commitment and turnover intentions. Design/methodology/approach A cross-sectional design using a survey-based, self-report strategy was used to collect data from 588 police officers from USA, who are most engaged with the public. The data were analysed using AMOS and a structural model to undertake structural equation modelling. Findings Two significant paths were identified Path 1: management support to red tape to discretionary power to affective commitment and turnover intentions; and Path 2: supervisor relationships to PsyCap to stress to affective commitment and turnover intentions. Further, management support predicted PsyCap, red tape and police stressors. Red tape increased police stressors and turnover intentions. Research limitations/implications The use of self-report surveys is a limitation, causing common methods bias. Using Harmon’s one-factor post hoc test, the authors were able to provide some assurance that common method bias was of no major concern. Originality/value As far as is known, this study is the first to examine, for police officers, how PsyCap impacts upon negative factors (stress and red tape) and enhances positive drivers for employees. Examining the impact of an individual attribute – PsyCap – provides an important piece of the organizational puzzle in explaining the commitment and turnover intentions of police officers. By examining the impact of both organizational and individual factors, there is now more knowledge about the antecedents of police outcomes.

Does hotel employees’ quality of work life mediate the effect of psychological capital on job outcomes?

2017 ◽  
Vol 29 (6) ◽  
pp. 1638-1657 ◽  
Author(s):  
Taegoo (Terry) Kim ◽  
Osman M. Karatepe ◽  
Gyehee Lee ◽  
Seungjae Lee ◽  
Kyungsuk Hur ◽  
...  
Keyword(s):  
Turnover Intentions ◽  
Psychological Capital ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Frontline Employees ◽  
Content Type ◽  
Quality Of Work ◽  
The Impact

Purpose This study aims to investigate quality of work life (QWL) as a partial mediator of the impact of psychological capital (PsyCap) on service recovery performance (SRP) and turnover intentions (TI). Design/methodology/approach Data were obtained from 288 frontline employees in ten five-star hotels with a one-month time lag in three waves in Busan, Korea. Structural equation modeling was used to assess the direct and mediating effects. Findings As expected, PsyCap heightens QWL and SRP, while it reduces propensity to leave the current organization. QWL partially mediates the association between PsyCap and the two critical outcomes. Practical Implications Management of hotels should recognize the importance of PsyCap and assess candidates’ PsyCap during selection process. Using the PsyCap questionnaire, organizations can select candidates who possess positive personal resources. In addition, hotels may consider the assessment of frontline employees’ PsyCap to ascertain which employees can succeed in challenging situations. It is also important to create a healthy and happy environment where employees are willing to be more productive and contribute more to organizational performance. Originality/value The extant hospitality research is devoid of empirical evidence about the outcomes of PsyCap and QWL such as SRP.

Catch-22

2017 ◽  
Vol 38 (2/3) ◽  
pp. 78-87
Author(s):  
Thomas Kaarsted
Keyword(s):  
Side Effects ◽  
Performance Management ◽  
Management Systems ◽  
Original Research ◽  
Content Type ◽  
Performance Management Systems ◽  
Research Libraries ◽  
Course Of Action ◽  
Catch 22 ◽  
The Impact

Purpose Services to researchers are a key strategic focus point for academic libraries. In many cases these services are linked to performance management systems. However, this kind of system for measuring scholarly research has unintended side effects and may demotivate researchers on a number of levels. This presents somewhat of a catch-22 for research libraries. The purpose of this paper is to describe the Bibliometric Research Indicator (BRI) in Denmark, show why the researchers may feel demotivated, outline the dilemmas and the effects on libraries, and present a possible course of action. Design/methodology/approach At least 14 countries have implemented performance management systems for researchers. The impact has been the topic of several – primarily quantitative – studies, e.g., in Denmark. The analysis is made by means of a qualitative study (interviews with 43 Danish researchers), using motivation crowding as well as self-determination theory to further explore their motives and experiences, to determine whether these factors have any influence on their experience of the BRI. Findings The analysis confirms earlier studies which showed that researchers as a whole do not see the BRI as supportive and that this kind of system may have unintended side effects. Unintended side effects include pressure, limitation of freedom, a drop in the perceived standard of research, the slicing of articles, negative collegial behavior as well as borderline academic theft. In connection researchers do not see the incentives or rewards given by the system as supportive. Research limitations/implications This BRI study is made within only one country and as these systems tend to vary not only from country to country but also with incomparability within faculties and institutes, further studies might expose different patterns. However, as the results fit a more general trend within the research area, the takeaways could potentially prove useful for research libraries in general. Furthermore it could be beneficial to research libraries in general to get a clearer understanding of the role they play, which in part could be done by surveying them on this subject. Practical implications The finding presents potential dilemmas for research libraries, as they might get caught in the crossfire between expectations or demands from the university management and the hope and dreams from individual scholars with the risk of unintentionally alienating a key target group. Thus, a possible course of action is outlined including focus points and target areas for libraries. Originality/value This paper presents original research with some key findings with a focus on the dilemmas for research libraries with regard to BRI-like systems, strategic management and performance measurement.

scholarly journals Pharmacists as Care Providers for Stroke Patients: A Systematic Review

2017 ◽  
Vol 45 (1) ◽  
pp. 49-55 ◽  
Author(s):  
Jade E. Basaraba ◽  
Michelle Picard ◽  
Kirsten George-Phillips ◽  
Tania Mysak
Keyword(s):  
Systematic Review ◽  
Risk Factor ◽  
Acute Stroke ◽  
Patient Care ◽  
Patient Outcomes ◽  
Stroke Patient ◽  
Full Text ◽  
Stroke Patients ◽  
Pharmacist Interventions ◽  
The Impact

AbstractBackground:Pharmacists have become an integral member of the multidisciplinary team providing clinical patient care in various healthcare settings. Although evidence supporting their role in the care of patients with other disease states is well-established, minimal literature has been published evaluating pharmacist interventions in stroke patients. The purpose of this systematic review is to summarize the evidence evaluating the impact of pharmacist interventions on stroke patient outcomes.Methods: Study abstracts and full-text articles evaluating the impact of a pharmacist intervention on outcomes in patients with an acute stroke/transient ischemic attack (TIA) or a history of an acute stroke/TIA were identified and a qualitative analysis performed.Results: A total of 20 abstracts and full-text studies were included. The included studies provided evidence supporting pharmacist interventions in multiple settings, including emergency departments, inpatient, outpatient, and community pharmacy settings. In a significant proportion of the studies, pharmacist care was collaborative with other healthcare professionals. Some of the pharmacist interventions included participation in a stroke response team, assessment for thrombolytic use, medication reconciliation, participation in patient rounds, identification and resolution of drug therapy problems, risk-factor reduction, and patient education. Pharmacist involvement was associated with increased use of evidence-based therapies, medication adherence, risk-factor target achievement, and maintenance of health-related quality of life.Conclusions: Available evidence suggests that a variety of pharmacist interventions can have a positive impact on stroke patient outcomes. Pharmacists should be considered an integral member of the stroke patient care team.

scholarly journals Sports Rehabilitation and Interprofessional Collaboration

10.3823/2613 ◽  
2019 ◽  
Vol 12 ◽  
Author(s):  
Nicholas B Washmuth ◽  
James M Sepich ◽  
Abby D McAfee
Keyword(s):  
Patient Care ◽  
Physical Therapist ◽  
Interprofessional Collaboration ◽  
Healthcare Setting ◽  
High Productivity ◽  
Quality Of Patient Care ◽  
The Impact ◽  
Collaborative Efforts ◽  
Successful Collaboration

Background: The demand for interprofessional collaboration continues to grow due to changing priorities of the health care system.  The benefits of interprofessional collaboration are well documented; however, the methods of collaboration are often unclear and often difficult to put into practice.  While there is a growing number of studies on the impact of interprofessional collaboration in settings such as inpatient, intensive care units, and acute care, there are limited documented cases regarding the interprofessional management of a physical therapy patient in the outpatient orthopedic private practice setting.   Purpose: The purpose of this paper is to describe the reflections of a physical therapist and an athletic trainer in their experience with interprofessional collaboration, describe the barriers they have experienced that make interprofessional collaboration challenging, and to offer solutions to these barriers.  The barriers discussed in the paper include limited knowledge of and respect for other professionals’ skill set, high-productivity work environments, medical hierarchy, overlapping bodies of knowledge, discrepancy between professional reasoning, territorial behavior, and ineffective communication.  Discussion: It appears that contextual factors, such as community in which the professionals practice, the healthcare setting, and the practice environment, have a far less important impact to successful collaboration than the professionals’ attitudes and investment in the collaborative efforts.  Conclusion: Collaboration between a PT and an AT can lead to power struggles and suboptimal patient care if these barriers are not overcome and collaboration may be necessary to provide the highest quality of patient care.

Industry perspectives on Malaysian hotel minimum wage issues

2020 ◽  
Vol 12 (2) ◽  
pp. 185-197
Author(s):  
Ann Selvaranee Balasingam ◽  
Kashif Hussain ◽  
Alwie Manaf
Keyword(s):  
Minimum Wage ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Productivity ◽  
Structured Interviews ◽  
Wage Policy ◽  
Content Type ◽  
Hotel Managers ◽  
The Impact

Purpose The purpose of this paper is to investigate and compare the impact of the minimum wage order from the perspectives of two different stakeholders, namely, hotel managers and employees, in the Malaysian hotel industry. Design/methodology/approach For the study, qualitative data were collected through semi-structured interviews from three managers and three employees from hotels in West Malaysia. Findings From the managers’ perspective, minimum wage implementation has resulted in managers adopting the best payment structure to reduce labour costs for the operators, deciding to reduce the service charge allocation to employees and having to deal with minimal improvement in employee productivity and motivation. In contrast, the positive impact from the managers’ perspective is lower turnover intentions and social justice for foreign workers. From the employees’ perspective, there is a rather negative impact – minimum wage policy has resulted in a minimal increase in the salary. From a positive perspective, employees said that they have experienced an improvement in living standards. Originality/value This research presents current responses from hotel participants regarding the latest wage increase impact, some six years after its implementation.

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