A time-lagged analysis of the effect of authentic leadership on workplace bullying, burnout, and occupational turnover intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a 1-year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. Results of structural equation models on new graduate nurses working in acute care settings in Ontario (N = 205) provide support for the hypothesized model linking supervisor's authentic leadership, subsequent work-related bullying, and burnout, and these in turn to job and career turnover intentions. Thus, the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organizational outcomes

The protective role of self-efficacy against workplace incivility and burnout in nursing: A time-lagged study

Background: Incivility has negative consequences in the workplace and remains a prevalent issue in nursing. Research has consistently linked incivility to nurse burnout and, in turn, to poor mental health and turnover intentions. To retain high quality nurses it is important to understand what factors might protect nurses from the negative effects of workplace mistreatment. Purpose: This study investigated the role of relational occupational coping self-efficacy in protecting nurses from workplace incivility and related burnout and turnover intentions. Methodology: A two-wave national sample of 596 Canadian nurses completed mail surveys both at Time 1 and one year later at Time 2. Structural equation modeling was used to test the hypothesized model. Results: The model showed a good fit and most of the hypothesized paths were significant. Overall, the results supported the hypothesized protective effect of relational occupational coping self-efficacy against incivility and later burnout, mental health, and turnover intentions. Conclusion: Relational occupational coping self-efficacy is an important protective factor against negative work behavior. Practice Implications: Organizations should provide nurses with opportunities to build their coping strategies for managing job demands and difficult interpersonal interactions. Similarly, providing exposure to effective role models and providing meaningful verbal encouragement are other sources of efficacy information for building nurses’ relational coping self-efficacy

P12. The Influence of Leader-Member Exchange and Structural Empowerment on Nurses Perception of Patient Safety Climate

Background: Reports have illustrated the lack of supportive and inclusive work environments is a causative factor of health related absences and nursing attrition. This has been reported to lead to increased risk to nurses’ safety, patients’ safety and poorer patient outcomes. Methods: The purpose of this study is to examine the impact of the four dimensions of Leader-Member Exchange (LMX) (contribution, affect, loyalty, and professional respect) of nurse managers and access to the four structures of structural empowerment (SE) (support, opportunity, resources, and information) on nurses’ perceptions of patient safety climate (PSC). A cross-sectional survey is conducted using a random sample of 230 nurses across Ontario in acute care settings. Leader-Member Exchange-MDM, Conditions for Work Effectiveness Questionnaire-II, and Patient Safety Climate Questionnaire are used to measure study variables. Results: No specific research has examined the influence of LMX, and structural empowerment, on patient safety climate. This research proposal will meet the needs of the gap identified within the literature. Currently data is collected and waiting for analysis. Discussion & Conclusion: This study may uncover some of the processes by which each of these variables influences the next. Interdisciplinary Reflection: This study targets nursing leaders in front-line managerial positions, possibly increasing their awareness of SE allowing them to develop a more positive working environment on their unit that will lead to increased productivity and increased patient safety. Middle and upper management will be interested in these findings to examine positive influences to LMX and developing strategies and training to be provided to front-line managers to enhance a PSC

Workplace health promotion in health care settings in Finland, Latvia, and Lithuania

Funding Information: This work was supported by the Nordplus Adult project “The health education at workplace survey: reality and needs” (NPAD-2013/10083). The project was developed to study WHP in health care settings in Lithuania, Latvia and Finland and had following goals: (1) to analyze theoretical bases and legal database of WHP in three European countries (see [24] ); (2) to analyze existed situation of WHP in health care institutions as well as to identify possible needs for WHP activities. Publisher Copyright: © 2017 The Lithuanian University of Health Sciences Copyright: Copyright 2018 Elsevier B.V., All rights reserved.Background and objective Health care workers (HCWs) have a great background to promote their health – not only their professional knowledge on health but often also special equipment in their work environment. However, it is unclear if HCWs can use such infrastructure to promote their own health as well as what is their motivation to change their own lifestyles. Thus, the aim of the article was to describe workplace health promotion (WHP) situation in health care settings in Finland, Latvia, and Lithuania. Materials and methods A questionnaire survey of 357 workers from health care sector in three European countries was conducted. Participants were asked to indicate various WHP activities/facilities/programs organized at their workplaces, WHP needs, opportunities to initiate changes related to the healthiness of their workplaces, and readiness to change their lifestyles. Results Participants from three European countries differed in their WHP needs and in their responses on various activities/facilities/programs implemented at the institutions. Workers from Finnish institutions had the greatest opportunities to make initiatives relevant to their workplaces’ healthiness, while Lithuanian workers were least provided with such opportunities. Furthermore, the results showed that there were differences of readiness to change among the workers from the three countries. Conclusions HCWs recognized various WHP activities, facilities and programs organized at their workplaces; however, their needs were notably higher than the situation reported. WHP situation differed among the three European countries.publishersversionPeer reviewe

Stress in nurses : stress-related affect and its determinants examined over the nursing day

Peer reviewedPostprin

Pride and confidence at work: potential predictors of occupational health in a hospital setting

BACKGROUND: This study focuses on determinants of a healthy work environment in two departments in a Swedish university hospital. The study is based on previously conducted longitudinal studies at the hospital (1994–2001), concerning working conditions and health outcomes among health care personnel in conjunction with downsizing processes. Overall, there was a general negative trend in relation to mental health, as well as long-term sick leave during the study period. The two departments chosen for the current study differed from the general hospital trend in that they showed stable health development. The aim of the study was to identify and analyse experiential determinants of healthy working conditions. METHODS: Thematic open-ended interviews were carried out with seventeen managers and key informants, representing different groups of co-workers in the two departments. The interviews were transcribed verbatim and an inductive content analysis was made. RESULTS: In the two studied departments the respondents perceived that it was advantageous to belong to a small department, and to work in cooperation-oriented care. The management approaches described by both managers and co-workers could be interpreted as transformational, due to a strain of visionary, delegating, motivating, confirmative, supportive attitudes and a strongly expressed solution-oriented attitude. The daily work included integrated learning activities. The existing organisational conditions, approaches and attitudes promoted tendencies towards a work climate characterised by trust, team spirit and professionalism. In the description of the themes organisational conditions, approaches and climate, two core determinants, work-pride and confidence, for healthy working conditions were interpreted. Our core determinants augment the well-established concepts: manageability, comprehensiveness and meaningfulness. These favourable conditions seem to function as a buffer against the general negative effects of downsizing observed elsewhere in the hospital, and in the literature. CONCLUSION: Research illuminating health-promoting aspects is rather unusual. This study could be seen as explorative. The themes and core dimensions we found could be used as a basis for further intervention studies in similar health-care settings. The result could also be used in future health promotion studies in larger populations. One of the first steps in such a strategy is to formulate relevant questions, and we consider that this study contributes to this

The meaning, antecedents and outcomes of employee engagement: a narrative evidence synthesis

The claim that high levels of engagement can enhance organizational performance and individual well-being has not previously been tested through a systematic review of the evidence. To bring coherence to the diffuse body of literature on engagement, the authors conducted a systematic synthesis of narrative evidence involving 214 studies focused on the meaning, antecedents and outcomes of engagement. The authors identified six distinct conceptualizations of engagement, with the field dominated by the Utrecht Group’s ‘work engagement’ construct and measure, and by the theorization of engagement within the ‘job demands–resources’ framework. Five groups of factors served as antecedents to engagement: psychological states; job design; leadership; organizational and team factors; and organizational interventions. Engagement was found to be positively associated with individual morale, task performance, extra-role performance and organizational performance, and the evidence was most robust in relation to task performance. However, there was an over-reliance on quantitative, cross-sectional and self-report studies within the field, which limited claims of causality. To address controversies over the commonly used measures and concepts in the field and gaps in the evidence-base, the authors set out an agenda for future research that integrates emerging critical sociological perspectives on engagement with the psychological perspectives that currently dominate the field

Power

About the book: Doing Research with Children and Young People introduces researchers to the key considerations involved in working with children and young people. The book highlights issues which arise at different stages in the process and which all researchers need to take account of as they plan and carry out a study