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

Sustainability and Social-Ecological Systems: Navigating Oil Palm Cultivation and Sustainable Livelihoods

This study reports on the results of research undertaken to assess the role of oil palm cultiva-tion for local livelihoods in the sub-district of Karaket in Thailand. Oil palm cultivation has become a product of heated debate within the international community and various stakehold-ers have raised serious concerns over its environmental and social sustainability. Karaket has recently experienced substantial uptake of oil palms by independently operating smallholder farmers. As such, it served as interesting case to explore the main outcomes of oil palm culti-vation for local livelihoods; regarded to operate in a system at interface with the social and the ecological. Through placing such system outcomes in the context of economic, social and environmental sustainability, implications for sustainable local livelihoods were unveiled. The study was guided by its own conceptual model and relied on interpretive, qualitative case study evidence that put local stakeholders at the centre of investigation. Evidence showed that oil palm cultivation has created high social and economic value for sustainable livelihoods without seriously undermining the natural resource base. Data revealed that multiple interrelations between the contextual, governance, resource, and resource user system have created such values, and if beneficial system interrelations are strengthened, sustainability may be secured

The Nursing Worklife Model: Extending and Refining a New Theory

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/75205/1/j.1365-2834.2007.00670.x.pd

Job enrichment: Creating meaningful career development opportunities for nurses

© 2013 John Wiley & Sons Ltd. Aim: This paper presents an evaluation of a career development policy in South Australia which increased the number of senior staff nurse positions and provided senior registered nurses with time away from clinical duties to undertake agreed projects. We use Kanter's model of structural power and commitment theory to understand the dimensions of this policy. Background: Development strategies for experienced staff who wish to remain at the bedside are needed, especially in smaller health services with limited opportunities for horizontal or vertical mobility. Methods: Face-to-face semistructured interviews were conducted with 54 senior staff nurses who participated in the career structure arrangements. Results: The policy enhanced the structure of opportunity in three ways: by increasing the number of senior staff nurse positions, the ladder steps were improved; undertaking strategic projects developed new skills; and the job enrichment approach facilitated time out from the immediate pressures of ward work and challenged nurses in a different way. Conclusions: Through job enrichment, South Australia has found a novel way of providing meaningful career development opportunities for experienced nurses. Implications for nursing management: Methods of job enrichment need to be considered as part of career development policy, especially where movement between clinical facilities is limited and staff wish to remain at the bedside

Testing the Nursing Worklife Model in Canada and Australia: A multi-group comparison study

© 2014 Elsevier Ltd. Study aim: To test a model derived from the Nursing Worklife Model linking elements of supportive practice environments to nurses' turnover intentions and behaviours in Canada and Australia. Background: With the worldwide shortage of nurses, retaining nurses within fiscally challenged health care systems is critical to sustaining the future of the nursing workforce and ultimately safe patient care. The Nursing Worklife Model describes a pattern of relationships amongst environmental factors that support nursing practice and link to nurse turnover. This model has been tested in north American settings but not in other countries. Methods: A secondary analysis of data collected in two cross-sectional studies in Canadian and Australian hospitals ( N= 4816) was conducted to test our theoretical model. Multigroup structural equation modelling techniques were used to determine the validity of our model in both countries and to identify differences between countries. Results: The hypothesized model relationships were supported in both countries with few differences between groups. Components of supportive professional practice work environments, particularly resources, were significantly linked to nurses' turnover intentions and active search for new jobs. Leadership played a critical role in shaping the pattern of relationships to other components of supportive practice environments and ultimately turnover behaviours. Conclusion: The Nursing Worklife Model was shown to be valid in both countries, suggesting that management efforts to ensure that features of supportive practice environments are in place to promote the retention of valuable nursing resources

New nurses burnout and workplace wellbeing:The influence of authentic leadership and psychological capital

The detrimental effects of burnout on nurses’ health and wellbeing are well documented and positive leadership has been shown to be an important organizational resource for discouraging the development of burnout. Intrapersonal resources also play a protective role against workplace stressors. This study investigated the influence of authentic leadership, an organizational resource, and psychological capital, an intrapersonal resource, on new graduate burnout, occupational satisfaction, and workplace mental health over the first year of employment (n = 205). Results supported the protective role of organizational and intrapersonal resources against burnout, job dissatisfaction, and mental health. © 2014 The Authors. Published by Elsevier GmbH. This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/3.0/)

Transfusion Management of Patients with IgA Deficiency and Anti-IgA during Liver Transplantation

Severe anaphylactic or allergic reactions may occur during blood transfusion to patients who are IgA-deficient and have anti-IgA in their blood, particularly those with class-specific antibodies. These patients are a particular challenge to the hospital transfusion service when large volumes of blood components are required for transfusion support, as in liver transplantation. We have successfully provided blood components for 3 such patients undergoing liver transplantation. Red cells were washed manually or by automated technique. Platelets were washed manually. All plasma was from IgA-deficient donors. One patient's entire plasma requirements were supplied by autologous plasmapheresis. Serial determinations of IgA levels and anti-IgA titers in 1 patient demonstrated an abrupt fall in anti-IgA with the appearance of barely detectable amounts of IgA during the surgery. IgA-containing plasma cells were demonstrated in the biopsies of liver homografts of 2 patients following transplantation. IgA deficiency with anti-IgA can be successfully managed during liver transplantation with advance planning.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/74856/1/j.1423-0410.1992.tb01229.x.pd

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