Antecedents and outcomes relating to public and private nurses’ use of intuition in England

This paper examines public and private sector nurses’ use of intuition in England using structural equation modeling. Leader–member exchange (LMX) and perceived organizational support (POS) correlated positively with nurses’ perception of discretionary power and use of intuition. Nurses’ perception of discretionary power and use of intuition were positively correlated with their engagement. Further, differences were identified between private sector and public sector nurses in relation to the impact of workplace relationships (POS and LMX) and intuition onto perceived discretionary power and employee engagement. The results are important for all hospital managers seeking to foster employees’ use of intuition, perception of discretionary power, and engagement.     

Leader–member exchange,affective commitment,engagement, wellbeing,and intention to leave: public versus private sector Italian nurses

In the context of nurse shortages and budget constraints in hospitals, retaining skilled nurses is crucial. This paper investigates the impact of supervisor–nurse relationships on engagement, wellbeing, affective commitment and turnover intention for Italian private and public sector nurses. Private sector nurses in Italy were found to be more committed, engaged and had higher perceptions of wellbeing than public sector nurses. Based on these results, public managers need to do more to sustain the motivation of nurses in public sector hospitals.     

Exploring employee engagement in Scottish nursing at a time of multi-faceted change: developing a research agenda

Given the unprecedented levels and pace of change being experienced in the UK's National Health Service, it is critical to maximize the engagement of key staff. This paper identifies the most important issues that need to be addressed for nurses (the largest group of NHS employees). The case study for this paper on Scottish nurses in a new hospital focused on the interaction between feeling valued, involved and having a voice; and line management support. Themes and challenges for future empirical research are identified. Lessons from the case study will find application internationally.     

组织内信任、敬业度和工作绩效关系的实证研究

依据知识密集型企业的员工问卷样本数据,考量组织内信任、员工敬业度和工作绩效间的关系。结果表明,组织内信任的各维度之间存在着潜在的逻辑递进关系;同事信任、组织信任通过工作敬业度正向影响任务绩效;领导信任影响组织信任并通过工作敬业度和组织敬业度间接对员工工作绩效产生影响;同事信任直接对关系绩效产生显著的影响。     

Aligning employees’ work engagement and behavioral performance with internal branding: the missing link of employees’ perceived brand authenticity

The present research examines the relationship between internal branding and employees’ behavioral performance and proposes a research model that includes employees’ perceived brand authenticity and work engagement as sequential mediators to explain the examined relationships. Structural equation modeling with partial least squares (PLS-SEM) in SmartPLS 3.0 statistical software is used to validate the proposed research model. The results of a self-administered online survey distributed to 95 frontline employees in a Kuwaiti bank confirm the positive direct effect of internal branding on employees’ behavioral performance. Interestingly, mixed results are obtained regarding the mediating effects of work engagement and brand authenticity. Overall, the results indicate that employees’ perceived brand authenticity is the missing link for internal branding and its effects on employees’ work engagement and behavioral performance. The findings provide important theoretical and practical implications for researchers and practitioners on the use of internal branding to promote the brand promise to frontline employees and support employees' brand-building behaviors.

     

Debate: Shrinking the quango state— an international view

Social exchange theory is used in this paper to explore how the quality of leader–member exchange (LMX) and perceived organizational support (POS) affect Brazilian nursing professionals’ perceptions of bullying and harassment and, in turn, their wellbeing. Data was obtained from 868 nursing professionals in four public hospitals in Brazil. Statistically significant linkages were found between LMX, POS, bullying/harassment and wellbeing, except for the relationship between POS and bullying/harassment. Healthcare managers and human resource managers clearly need to take initiatives to strengthen LMX and POS, minimize bullying and to strengthen nursing professionals’ wellbeing.     

The case of the hidden harassment

The past year has seen a growing public awareness of sexual harassment in the workplace. The question of what constitutes sexual harassment and how to recognize it has been debated in the news, the courts, and Congress. This HBR case study is less concerned with defining it than with examining what a manager should do about it. When Filmore Trust manager Jerry Tarkwell found out one of his employees was being sexually harassed on the job, he thought he knew exactly what to do. Following company policy, he immediately notified the bank's equal employment office. Then he called Jill McNair, the employee being harassed. Her response dumbfounded him. "You had no right to call EEO before talking to me," McNair said angrily. Do you have any idea what could happen to me and to my career if people find out about this?" Tarkwell didn't understand; McNair wasn't to blame. He believed the only person who should be worried was the harasser. Tarkwell tried to spell out the procedure for her. "All you have to do is write a letter and ..." McNair cut him off. "If this gets investigated by EEO, everyone in the building could be questioned. I'll probably get transferred, and then I won't have a chance at promotion. And who'd want to work with me? Every man in the company would be afraid I'd report him if he so much as opened a door for me."(ABSTRACT TRUNCATED AT 250 WORDS)     

Effects of an Information Sharing System on Employee Creativity,Engagement, and Performance

Many service organizations rely on information sharing systems to boost employee creativity to meet customer needs. We conducted a field experiment in a retail chain, based on a registered report accepted by JAR, to test whether an information sharing system recording employees’ creative work affected the quality of creative work, job engagement, and financial performance. We found that, on average, this system did not have a significant effect on any of these outcomes. However, it significantly improved the quality of creative work in stores that had accessed the system more frequently and in stores with fewer same‐company nearby stores. It also improved creative work and job engagement in stores in divergent markets, where customers needed more customization. We found weak evidence of better financial results where salespeople had lower creative talent before the system was introduced. Our findings shed light on those conditions in which information sharing systems affect employees’ creative work.     

独生子女护士生职业素质培养的探索与实践

独生子女护士从事护理职业显现出了一定的职业素质缺陷,在护理教育中,必须采取积极有效的干预措施,通过有意识地、有重点地对独生子女护士生进行针对性的护理职业素质的培训,有目的地纠正她们的个性缺陷,把她们培养成为一个具有良好职业素质的合格护士。     

独生子女护士生职业素质培养的探索与实践

独生子女护士从事护理职业显现出了一定的职业素质缺陷,在护理教育中,必须采取积极有效的干预措施,通过有意识地、有重点地对独生子女护士生进行针对性的护理职业素质的培训,有目的地纠正她们的个性缺陷,把她们培养成为一个具有良好职业素质的合格护士。     

The price of fear: Estimating the financial cost of bullying and harassment to the NHS in England

Using a spectrum of measures, this paper estimates some of the financial costs of bullying and harassment to the NHS in England. By means of specific impacts resulting from bullying and harassment to staff health, sickness absence costs to the employer, employee turnover, diminished productivity, sickness presenteeism, compensation, litigation and industrial relations costs, we conservatively estimate bullying and harassment to cost the taxpayer £2.281 billion per annum.     

Sexual harassment . . . some see it . . . some won't

Is sexual harassment a serious issue for managers, and does it occur as much in business as the popular press would have us believe? How difficult will it be to implement the newly issued EEOC guidelines? Out of a joint survey with Redbook magazine, HBR takes a look at these and other questions. Eliza Collins and Timothy Blodgett explore definitions of harassment, analyze respondents' replies, and suggest ways to counter the problem.     

Rising to the challenge: A model of contest performance

Contests are a ubiquitous form of promotion widely adopted by financial services advertisers, yet, paradoxically, academic research on them is conspicuous in its absence. This work addresses this gap by developing a model of contest engagement and performance. Using motivation theory, factors that drive participant engagement are modeled, and engagement's effect on experience and marketing success of the contest specified. Measures of contest performance, in-contest engagement and post-contest enduring interest are included. From the model, propositions are developed. Overall, the model provides financial service marketers with a theory-based foundation for designing and operating successful contests.     

Rising to the challenge: A model of contest performance

Contests are a ubiquitous form of promotion widely adopted by financial services advertisers, yet, paradoxically, academic research on them is conspicuous in its absence. This work addresses this gap by developing a model of contest engagement and performance. Using motivation theory, factors that drive participant engagement are modeled, and engagement's effect on experience and marketing success of the contest specified. Measures of contest performance, in-contest engagement and post-contest enduring interest are included. From the model, propositions are developed. Overall, the model provides financial service marketers with a theory-based foundation for designing and operating successful contests.     

Consulting is more than giving advice

Of all the relationships that executives enter into with outsiders, perhaps none is so tainted by misunderstanding as the engagement of management consultants. To executives, consultants may seem concerned mainly with prolonging their assignments and unable to appreciate the practicalities of managerial issues. Conversely, consultants may see their clients as short-sighted and lacking the backbone necessary to make important decisions. How can such stereotypes be done away with? By starting at the beginning of the assignment. Mr. Turner maintains that if managers and outside advisers work out in advance what is expected of each party during their work together, the chances of solving problems are improved. He suggests that managers and consultants structure the engagement according to a hierarchy of goals--which proceeds from the most basic objective, providing information, to the most sophisticated, permanent improvement of organizational effectiveness. The best way to move up that hierarchy is for executives and advisers to work together to identify needs and develop solutions.     

Compromiso laboral del trabajo social en el sector salud

Given that social work is involved in public policy and social programs that target vulnerable, marginalized or excluded groups, it is necessary to analyze its commitment considering its relation to the management for the treatment of illness and rehabilitation of health sector institutions. In this regard, the objective of this study was to establish the reliability and validity of an instrument for measuring work commitment in the health sector. For this purpose, we used a nonrandom sample of 125 social work professionals with experience in implementing social programs and monitoring of institutional strategies for health promotion. Normality, reliability and validity on the scale that measured labor commitment were established. A reflective structural model was established in which commitment to the institution was positively related to work engagement. The residual and fit indices corroborated the multidimensionality hypothesis of work commitment.     

Youth-led social change: Topics,engagement types,organizational types,strategies, and impacts

This paper provides a framework for evaluating youth-led social change. The framework considers: seven topics (e.g., environment, human health and safety, and education); nine engagement types (e.g., volunteerism, research and innovation, and political engagement); six organizational types (e.g., advisory body, social enterprise, and individual); three strategies (socialization, influence, and power); and three scales of impacts (individual, community/inter-organizational, and national/international). Using this framework, empirical research provides evidence of how youth – defined as young people 15–24 years of age – have been agents of change in Canada over the 35 years from 1978 to 2012. A media content analysis of 264 articles, combined with frequency and chi-square tests, were completed to study the factors and the relationships among them. The results show a strong relationship between the impact and the strategy, topic, engagement type, and organizational type. The results also show a strong relationship between the strategy and the impact, engagement type and organizational type. The findings have implications for youth leaders and those who advocate for, work with, support, and educate them, and for those interested in evaluating social change efforts.     

The Effects of Anticipation and Frequency of Errors on Auditors' Selection of Substantive Procedures

The process of audit planning continues throughout an audit engagement. Preliminary audit plans are developed in the early phases of an engagement, and are revised in light of information received in subsequent phases, such as the results of substantive tests. This study examines the effects of (1) auditors' anticipation of finding a particular error-type in substantive tests and (2) the frequency of occurrence of the error-type on auditors' revision of preliminary audit plans. An experiment was conducted with practising auditors as subjects. Three error-types were manipulated as part of eighteen sets of exceptions from accounts receivable confirmations that each auditor reviewed. We found that auditors who do not anticipate finding an error-type in substantive tests are more likely to increase the amount of planned audit work. No effect of frequency of an error-type within a sample was found.     

What brain science tells us about how to excel

Millions of people are struggling at work. Some are in the wrong jobs. Others feel no connection to their colleagues or engagement with their. The result is rampant dissatisfaction and underachievement. Hallowell, a child psychiatrist specializing in learning differences, describes the Cycle of Excellence, a plan for helping people achieve peak performance. It consists of five steps: Select a job that reflects what you like to do and what you do best and that adds value to the organization. Research has shown that good job fit reduces stress and increases satisfaction and performance. Connect with the people around you. Robust relationships in the workplace galvanize people and build their engagement with their jobs. Small talk may seem trivial, but it pays big dividends. Play on the job. It sounds like an oxymoron, but people do their best--and are most satisfied--when they're imaginatively involved with their work. And when you're hard at play, you're building your brain. Grapple and Grow--that is, work hard to achieve a difficult task. The stress you may feel as you engage with a tough assignment and connect with others to complete it is not the toxic kind. Shine in the acknowledgment of your achievements. Praise releases chemicals that make us feel good, and it fills our uniquely human need to be of value, to matter. If you aren't getting it, ask for it. The need for recognition is fundamental to optimal human performance.