Comparing the impact of management on public and private nurses in Bangladesh

Purpose The purpose of this paper is to use conservation of resources (COR) theory as a lens for comparing the impact of line management on Bangladeshi public and private nurses’ perception of work harassment, well-being and turnover intentions where Anglo-American and European management models have been super-imposed on an existing different culture. Design/methodology/approach Survey data were collected from 317 Bangladeshi nurses’ (131 from the public sector and 186 from the private sector). Structural equation modelling was used for analysis. Findings High work harassment was associated with low-being, and together with management practices, it explained approximately a quarter of private sector nurses’ well-being. In total, management, work harassment and employee well-being explained approximately a third of the turnover intentions of public sector nurses, whereas only work harassment explained approximately a third of private sector nurses’ turnover intentions. The findings suggest a differential impact of management on work harassment across the public and private sector. Research limitations/implications Cross-sectional data are susceptible to common method bias. A common latent factor was included, and several items that were explained by common method variance were controlled. Further, the findings are limited by the sample size from one sector and the use of only one developing country. Practical implications It is a waste of resources to transplant Anglo-American and European management models to developing countries without understanding the impact on nurses’ outcomes. Originality/value Anglo-American and European management models are not easily transferable to the Bangladesh context probably because of the impact of ties and corruption. Line management is a positive resource that builds employee well-being for public sector employees only

Social Fringe Dwellers: Can chat-bots combat bullies to improve participation for children with autism?

Autism Spectrum Disorder (ASD) can cause a gulf in communication that casts children with autism to the fringes of social and family life, despite the best efforts of their carers. These children often struggle with social interaction, lack of interest and empathy, and require intensive therapy to improve their ability to communicate with others. Improvements in social interaction are often hampered by experiences in which children with autism are more susceptible to being bullied. Social and communication technologies (e.g. smartphones and tablets), which children with autism tend to gravitate toward, and to which many families have access, may play a significant future role in building resilience and improving social interaction. Based on technology reviews and stakeholder interviews, we are developing modules for a machine learning artificial intelligence platform (a chat-bot) that assists children attending an Australian mainstream school to recognise and respond to social bullying and sarcasm, allowing bullied autistic children to develop the social prowess to withstand their aggressors. &nbsp

Comparing the impact of management on public and private sector nurses in the UK, Italy, and Australia

The research examined the impact of management upon employee outcomes (perceptions of discretionary power, well-being, engagement, and affective commitment), comparing public and private sector nurses in Australia, the United Kingdom, and Italy. Overall, 1,945 nurses participated in a self-report survey within these core- and laggard-New Public Management countries. While management influenced employee outcomes for each country, there were significant differences between the public and private sectors, with private sector nurses reporting higher perceptions of outcomes. Importantly, nurses’ engagement was affected by management practice for each country. This study raises important implications for nurse managers, especially public sector managers, described within

The role of team compassion in mitigating the impact of hierarchical bullying

Hierarchical bullying in public healthcare organizations is an entrenched negative behaviour that results in a range of adverse outcomes for staff, including diminished wellbeing. This study integrates social exchange and conservation of resources theories as a lens for formulating hypotheses and employs multilevel statistical modelling to examine whether team-level compassion moderates the impact of hierarchical bullying on wellbeing. Using multilevel statistical modelling, the study analysed cross-sectional data from 632 healthcare workers nested within 48 teams in a single public health district in Australia. The findings indicate that work teams with higher levels of team compassion can mitigate the negative effects of hierarchical bullying on employee wellbeing. The results imply that investing in developing compassion within teams is an effective strategy for mitigating some harmful effects of hierarchical bullying on employee outcomes

The interaction between institutional and stakeholder pressures: Advancing a framework for categorising carbon disclosure strategies

Multiple institutional and stakeholder demands have led to different strategies in the measurement and disclosure of Carbon-related information. Although scholars acknowledge the prevalence of competing institutional logics as being a driver of different outcomes, existing research offers conflicting views on their implications, thus lacking clarity. In response, this paper proposes two frameworks (a) to clarify the institutional and stakeholder influences on carbon disclosure and (b) to depict four different types of carbon disclosure strategies to assess a company's "true" carbon position. We identify various concepts of institutional fields, organisations, and stakeholders that influence disclosure and combine the two critical concepts of logic centrality and stakeholder salience to categorise the multiple institutional and stakeholder pressures on carbon disclosure. Whereas the first framework proposes that institutional theory and stakeholder theory both provide, on different levels, a theoretical foundation to examine the influences on carbon disclosure, the second model categorises carbon disclosure outcomes in terms of logic centrality and stakeholder salience. Both frameworks advance the understanding of the interaction between firm-level agency and field-level pressures and synthesise the current literature to offer conceptual clarity regarding the varied implications and outcomes linked to carbon disclosure practices and strategies

Coordination in climbing: effect of skill, practice and constraints manipulation

BACKGROUND: Climbing is a physical activity and sport involving many subdisciplines. Minimization of prolonged pauses, use of a relatively simple path through a route and smooth transitions between movements broadly define skilled coordination in climbing. OBJECTIVES: To provide an overview of the constraints on skilled coordination in climbing and to explore future directions in this emerging field. METHODS: A systematic literature review was conducted in 2014 and retrieved studies reporting perceptual and movement data during climbing tasks. To be eligible for the qualitative synthesis, studies were required to report perceptual or movement data during climbing tasks graded for difficulty. RESULTS: Qualitative synthesis of 42 studies was carried out, showing that skilled coordination in climbing is underpinned by superior perception of climbing opportunities; optimization of spatial-temporal features pertaining to body-to-wall coordination, the climb trajectory and hand-to-hold surface contact; and minimization of exploratory behaviour. Improvements in skilled coordination due to practice are related to task novelty and the difficulty of the climbing route relative to the individual's ability level. CONCLUSION: Perceptual and motor adaptations that improve skilled coordination are highly significant for improving the climbing ability level. Elite climbers exhibit advantages in detection and use of climbing opportunities when visually inspecting a route from the ground and when physically moving though a route. However, the need to provide clear guidelines on how to improve climbing skill arises from uncertainties regarding the impacts of different practice interventions on learning and transfer

Comparing the impact of authentic leadership on Italian and UK police officers’ discretionary power, well-being and commitment

© 2020, Emerald Publishing Limited. Purpose: This paper compares the impact of leadership behaviours on the discretionary power, and well-being, and affective commitment of police officers from Italy and the United Kingdom (UK). In contrast to Italy, UK is an example of a core-New Public Management (NPM) country that has implemented reforms, in turn, changing the management and administration of public organizations. Consequently, it is expected that there will be significant differences in the behaviour of police officers. In particular, the paper examines the antecedents and outcomes of police officers\u27 well-being. Design/methodology/approach: The study involves collecting and analysing survey data using Structural Equation Modelling from 220 Italian and 238 UK police officers. Findings: There was a significant path from Leadership to Discretionary Power to Employee Well-being to Affective Commitment – at least for the Italian sample. The UK sample does not have a significant link between leadership and discretionary power. Discretionary power was similarly low for both groups as was affective commitment. Authentic leadership and discretionary power explained approximately a third of their well-being, particularly discretionary power. Together, directly and indirectly (mediated by well-being), they explained at least a third of police officers\u27 commitment to their organization. Well-being appears to be the key to ensuring effective police officers. Research limitations/implications: The limitation of this paper includes the use of cross-sectional data (Podsakoff et al., 2003). However, a common latent factor (CLF) was included, and several items that were explained by common method variance were controlled, as per George and Pandey\u27s recommendations (2017). Additionally, a Harmon\u27s single factor test was applied to the data. Practical implications: The UK police officers have significantly lower commitment compared with the Italian police officers (non-commitment), and both Italian and UK police officers have less discretionary power and well-being compared with police from the United States of America (USA) police officers and other street-level bureaucrats (SLBs). The findings suggest that the present police leadership behaviours erode rather than supports police officers\u27 discretionary power and well-being, leading to a low organizational commitment. Leadership training will better prepare managers to ensure the well-being of police officers working under conditions of work intensification. Originality/value: The UK police officers have significantly lower commitment compared with the Italian police officers (non-commitment), and both Italian and UK police officers have less discretionary power and well-being compared with US police officers and other SLBs. The findings show that the police leadership erodes rather than supports police officers\u27 discretionary power and well-being, leading to low organizational commitment. Leadership models that enhance employee well-being rather than efficiency targets must be a priority if police are to be prepared to cope effectively with emergencies and pandemics

The antecedents, consequences, and mediating role of workload among Chinese courier drivers

The growth of e-commerce in China can be regarded as a significant factor in the increase in occupational stress and the voluntary turnover of courier drivers. This paper aims to investigate selected occupational stress factors behind the turnover intentions of Chinese courier drivers. Using data from 229 couriers employed at the largest delivery companies in China, this study applies structural equation modelling to investigate not only the direct relationships between job-stress factors and turnover intentions but also the extent to which workload indirectly mediates turnover intentions among couriers. The results indicate that a combination of high workload with social stressors leads to turnover intentions. In particular, it was found that workload completely mediated the relationship between both the independent variables and the intention to leave the industry, suggesting that when workloads are high, the net effect of negative work experiences with regard to verbal aggression and ambiguous customer expectations increases the likelihood of an intention to leave the industry. Although restricted to China, this is one of the first studies investigating the effects of courier drivers’ job stressors which highlights the importance of delivery companies working with staff to mitigate job stressors to reduce turnover intention