Effects of Occupational Stressors on Nurses’ Safety Performance and Well-being: A Within-Individual Study

Occupational stressors have been extensively studied as predictors of safety performance and employee well-being in previous research. However, many newly introduced organizational constructs that have the characteristics of an occupational stressor have rarely been studied as such, especially from a within-person perspective. The current study focused on three occupational stressors in relation to safety performance. Based on previous literature, I proposed that within individuals, compulsory citizenship behavior, illegitimate tasks, and interpersonal conflict at work as occupational stressors would have negative effects on employees well-being and safety performance through negative emotions (anger), job attitudes (job satisfaction and organizational commitment) and role stressors (role conflict and role ambiguity). In addition, reception of organizational citizenship behavior (ROCB) and perceived safety climate were hypothesized to moderate the relationships of the three occupational stressors with safety performance and employee well-being. Seventy-one nurses were recruited, and data were collected from their survey responses about their daily experiences on the focal variables for 9 shifts over three consecutive working weeks. Results showed that within individuals, the three occupational stressors were positively associated with employee burnout and physical symptoms, and evidence was found that those associations might be mediated by anger, job satisfaction and role conflict. Further, ROCB was found to moderate some of the associations of occupational stressors with safety performance and employee well-being. However, the current study failed to find support for any of the hypotheses regarding perceived safety performance as a moderator in this sample. Findings, limitations and future directions were discussed

An Exploratory Study of Reception of Organizational Citizenship Behaviors and Work Related Outcomes: It is Good for Your Co-workers

The predictors of organizational citizenship behavior (OCB) - performance that supports the social and psychological environment in which task performance takes place - have been studied extensively in previous research. Surprisingly, only a few studies have looked into OCB\u27s effects on individuals who might benefit from it. The purpose of the current study was to explore effects of individual-level OCB on its recipients. Reception of OCB (ROCB) is described and proposed to be related to targets\u27 performance, job stress and job strains. In addition, narcissism and proactive personality were explored as predictors of reception of OCB also as moderators of the relationships between reception of OCB and job-related outcomes. I sampled 372 employed students through online surveys. Results showed that ROCB is positively related to the recipients\u27 proactive personality, narcissism, overall job performance, organizational citizenship behavior, job satisfaction, organizational affective commitment, and negatively associated with recipients\u27 work interfere with family and turnover intension. Moreover, the study found no moderating effects of proactive personality or narcissism on these relationships. It was showed that ROCB is an important construct that needs to be taken into account in future organizational studies since it has significant relationships with other commonly studied organizational variables. Future studies should try to replicate the current results using different samples. Moreover, longitudinal design should be used to study the casual relationships between ROCB and organizational variables

Additional file 2: of Study protocol: identifying and delivering point-of-care information to improve care coordination

ProMES indicator information form. (PDF 15 kb

Additional file 1: of Study protocol: identifying and delivering point-of-care information to improve care coordination

Measurement Criteria For ProMES Objectives and Performance Indicators [22]. (PDF 15 kb