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3.
Scand J Psychol ; 65(1): 1-15, 2024 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-37399270

RESUMO

Drawing on attribution theory, we propose in Study 1 that subordinates' supervisor-directed responses to abusive supervision depend upon their causal attributions for the abuse. Using a scenario-based study (N = 183), we test a moderated mediation model in which the entity blamed for abusive supervision (supervisor, organization, self) is expected to predict subordinates' behavioral intentions toward their supervisor via affective responses (supervisor disliking). This relationship will be exacerbated when subordinates perceive the cause of abusive supervision as stable. We found that subordinates who blamed themselves or the organization for the abuse disliked their supervisor less and had higher OCB-supervisor intentions, and this relationship was stronger when subordinates perceived the cause of abuse as stable. Disliking mediated the relationship between supervisor attributions and OCB-supervisor, but this relationship is not moderated by perceived stability. In Study 2, we explore whether there are additional entities that are blamed for abusive supervision and the reasons they are held accountable. We examined qualitative responses (N = 107) from abused subordinates to find that they most commonly blame their supervisor, themselves, and the organization for abusive supervision. However, subordinates occasionally blame their relationship with their supervisor and their work group.


Assuntos
Gestão de Recursos Humanos , Humanos , Comportamento Social , Percepção Social
4.
Artigo em Russo | MEDLINE | ID: mdl-38142345

RESUMO

The article presents results of diagnostics of value consistence and interpersonal value conjugation in employees of medical organization. Purpose of the study is to identify the value consistence index and interpersonal value conjugation of employees of different departments of medical organization and on this basis to develop recommendations for executives concerning performance of their managerial functions. The study covered 284 employees of "The Municipal Clinical Hospital № 40 of the Moscow Health Care Department". The "Sh. Schwartz Value orientations" questionnaire was applied. The mean and centered values were calculated for each value index at both levels of values representation. At the level of normative ideals dominant value the first place in all departments except obstetrics, gynecology, and neonatology takes universalism. The employees of maternity hospital positioned safety on the first place. The second place was given to hedonism in departments of oncology, surgery and internal medicine; to kindness in departments of obstetrics, gynecology and neonatology, to achievement in department of intensive care; stimulation in department of diagnostic; safety in non-medical departments. The third place was given to safety in department of oncology, surgery and therapy; to conformity in departments of obstetrics, gynecology and neonatology; and to hedonism in non-medical departments. The comparison of value profiles of behavioral priorities established that in all departments one of the three dominant ranked values was power, in four departments - hedonism, in five departments - stimulation, in four - achievement, in one - tradition. The qualitative assessment of personality value profiles identified four types of department employees: mobile, sensitive, rational and stable one. Based on quantitative data of the Department Value Profile chart executive can develop management strategies using socio-psychological methods of personnel management.


Assuntos
Ginecologia , Obstetrícia , Gestão de Recursos Humanos , Humanos , Feminino , Gravidez , Medicina Interna , Inquéritos e Questionários
5.
Environ Sci Pollut Res Int ; 30(54): 115882-115895, 2023 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-37897574

RESUMO

The purpose of this study is to investigate the impact of a set of green human resource management (HRM) practices on sustainable performance in Pakistani higher education institutions (HEIs), while also taking into account the mediating influence of environmental consciousness and green intellectual capital. Furthermore, the study aims to assess the association between environmental consciousness and green intellectual capital, along with the sustainable outcome. The study data was collected from 250 HR managers and executive officers who were responsible for implementing green HRM practices and sustainable performance in the education sector of Pakistan. Smart PLS-4 software was used to perform the statistical analysis of the data. According to the results of this study, green HRM practices play a substantial role in enhancing sustainable performance. The study also identified a link between green HRM practices and sustainable performance via environmental awareness and green intellectual capital. The research contributes to the theoretical paradigm's social cognitive theory by offering information on green HRM practice bundles and sustainable performance. The research also demonstrates that green intellectual capital and environmental consciousness operate as a bridge between green HRM practices and long-term sustainable performance. The study's findings have real-world applications for education, policymakers, and human resource managers at the highest levels. In order to achieve sustainable performance, the study emphasizes the significance of developing green intellectual capital and implementing green HRM practices.


Assuntos
Gestão de Recursos Humanos , Desenvolvimento Sustentável , Recursos Humanos , Humanos , Povo Asiático , Estado de Consciência , Escolaridade , Paquistão , Gestão de Recursos Humanos/métodos
6.
Curr Opin Psychol ; 52: 101631, 2023 08.
Artigo em Inglês | MEDLINE | ID: mdl-37429075

RESUMO

Employee listening training in organizations has been sparse and under-researched until recently. The substantial work that Itzchakov and Kluger and their colleagues have conducted in the last six years has laid the foundation for researchers to come. When employees learn to listen better, it decreases turnover intentions and burnout. When employees exist in a positive listening culture, it creates well-being and ties to the bottom line. Employee listening training should not focus on theories or barriers to listening; rather, it should be experiential and contextual. The listening circle technique, as well as other techniques they share freely, show great promise as being easy to implement and tied to a host of positive outcomes.


Assuntos
Gestão de Recursos Humanos , Humanos , Intenção
7.
Med Educ Online ; 28(1): 2231614, 2023 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-37403584

RESUMO

PURPOSE: The unprecedented influx of patients in 2020 with COVID-19 to intensive care units (ICU) required redeployment of healthcare professionals without adequate previous ICU-training. In these extraordinary circumstances, pivotal elements of effective clinical supervision emerged. This study sets out to explore the nature, aspects and key features of supervision under highly demanding circumstances among certified and redeployed health-care professionals on COVID-19 ICUs. MATERIALS AND METHODS: A prospective qualitative, single center, semi-structured interview study among healthcare professionals at COVID-19 ICUs at University Medical Center Utrecht, the Netherlands between July and December 2020. Interview data were analyzed using an inductive coding style. RESULTS: A total of 13 certified and 13 redeployed health'hcare professionals, including physicians, nurses, and operation room technicians participated. Seven themes were identified as essential for both certified (supervisors) and redeployed (trainees) personnel: an open attitude, observing boundaries, gauging coworkers' capacities, being available, providing feedback, continuity in care and teams, and combining supervision with workload. CONCLUSIONS: This study provides seven recommendations for both supervisors and trainees to help optimize clinical supervision. They align with the known five factors determining entrustment and supervision (trainee, supervisor, task, context, and relationship). To ensure good clinical supervision, be it either during normal circumstances or under pressure, efforts should primarily focus on factors that are within a supervisor or trainee's span of control. MESH: Clinical supervision, interprofessional, COVID-19, Intensive Care.


Assuntos
COVID-19 , Internato e Residência , Mentores , Gestão de Recursos Humanos , Médicos , Humanos , Competência Clínica , COVID-19/epidemiologia , Unidades de Terapia Intensiva , Estudos Prospectivos , Pesquisa Qualitativa
8.
Mil Psychol ; 35(4): 372-375, 2023.
Artigo em Inglês | MEDLINE | ID: mdl-37352452

RESUMO

Individual performance criterion measurement is central to effective personnel management in the military services, and to all other organizations as well. The articles in this special issue summarize the state of the art in all major phases of performance criterion development and assessment. The overall record, while it varies in terms of current progress across the major parts, is admirable. What's next is an equally thorough examination of the utility of validity.


Assuntos
Gestão de Recursos Humanos , Psicologia Militar
9.
Nurs Open ; 10(8): 5396-5405, 2023 08.
Artigo em Inglês | MEDLINE | ID: mdl-37144358

RESUMO

AIM: This study aimed to investigate the challenges faced by midwifery staff working in hospitals from midwifery manager's perspectives and provide suggestions to solve them. DESIGN: Descriptive qualitative study. METHODS: The study was conducted in Tehran in 2021. Data were collected using fifteen semi-structured interviews conducted with hospitals' clinical midwifery managers over 7 months. The interview data were grouped into three themes: recruitment, development, and maintenance. RESULTS: The midwifery workforce would face significant challenges in training hospitals. Lack of suitable patterns of midwifery workforce management, the non-optimal midwives' utilization and deployment, unclear job boundaries, weak training programs for the midwives' professional development, and unpleasant working atmosphere were the main challenges. A well-defined task description for midwives to determine their position in all spheres of reproductive health service provision, create training courses based on skill gaps, and focus on improving labour relations and organizational culture are suggested. PATIENT OR PUBLIC CONTRIBUTION: Midwifery managers were interviewed. They talked about their experience with midwifery workforce challenges.


Assuntos
Tocologia , Gestão de Recursos Humanos , Gravidez , Humanos , Feminino , Tocologia/educação , Irã (Geográfico) , Hospitais , Pesquisa Qualitativa
10.
BMC Health Serv Res ; 23(1): 428, 2023 May 03.
Artigo em Inglês | MEDLINE | ID: mdl-37138347

RESUMO

BACKGROUND: Measuring employees' satisfaction with their jobs and working environment have become increasingly common worldwide. Healthcare organizations are not extraneous to the irreversible trend of measuring employee perceptions to boost performance and improve service provision. Considering the multiplicity of aspects associated with job satisfaction, it is important to provide managers with a method for assessing which elements may carry key relevance. Our study identifies the mix of factors that are associated with an improvement of public healthcare professionals' job satisfaction related to unit, organization, and regional government. Investigating employees' satisfaction and perception about organizational climate with different governance level seems essential in light of extant evidence showing the interconnection as well as the uniqueness of each governance layer in enhancing or threatening motivation and satisfaction. METHODS: This study investigates the correlates of job satisfaction among 73,441 employees in healthcare regional governments in Italy. Across four cross sectional surveys in different healthcare systems, we use an optimization model to identify the most efficient combination of factors that is associated with an increase in employees' satisfaction at three levels, namely one's unit, organization, and regional healthcare system. RESULTS: Findings show that environmental characteristics, organizational management practices, and team coordination mechanisms correlates with professionals' satisfaction. Optimization analyses reveal that improving the planning of activities and tasks in the unit, a sense of being part of a team, and supervisor's managerial competences correlate with a higher satisfaction to work for one's unit. Improving how managers do their job tend to be associated with more satisfaction to work for the organization. CONCLUSIONS: The study unveils commonalities and differences of personnel administration and management across public healthcare systems and provides insights on the role that several layers of governance have in depicting human resource management strategies.


Assuntos
Pessoal de Saúde , Gestão de Recursos Humanos , Humanos , Estudos Transversais , Inquéritos e Questionários , Satisfação no Emprego , Atenção à Saúde
11.
J Appl Psychol ; 108(9): 1445-1460, 2023 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-37023298

RESUMO

Supervisors are usually older, more educated, and longer tenured than their subordinates, a situation known as status congruence. However, subordinates are increasingly experiencing status incongruence, in which their supervisors lack these traditional status markers. We examine how status congruence versus incongruence interacts with subordinates' judgments of their supervisors' competence to influence subordinates' perceptions of the promotion system. Grounded in system justification theory, we predicted and found that when the supervisor was relatively less competent, status congruence led to perceptions of greater promotion system fairness (Study 1) and promotion system acceptance (Study 2), particularly under conditions known to heighten system justification motivation (a low sense of power in Study 1 and low system escapability in Study 2). Moreover, to triangulate on the role of system justification, we created an implicit measure of the construct and showed in two additional studies (3a and 3b) that participants engaged in more system justification under conditions in which our theoretical rationale suggested they would. Theoretical and practical implications are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).


Assuntos
Gestão de Recursos Humanos , Humanos , Motivação
12.
J Psychol ; 157(3): 160-191, 2023.
Artigo em Inglês | MEDLINE | ID: mdl-36749923

RESUMO

Abusive supervision is a widely-studied phenomenon experienced by a multitude of workers across organizations and occupations. It has typically been conceptualized as a chronic phenomenon with negative outcomes. However, preliminary evidence indicates that conceptualizing abusive supervision as constant may not be accurate, and that its outcomes may vary temporally. This study uses a within-person approach to capture the dynamic nature of abusive supervision and subordinate responses more fully. We surveyed 102 full-time employees from the U.S. who responded to 932 daily surveys assessing personality, workplace behaviors, and justice perceptions. Daily abuse led to lower perceptions of justice and increased retaliation on the same day, but not the following days. Rather, employees who engaged in workplace deviance more often reported more abusive supervision, potentially as a justification for their behavior. Further, justice perceptions predicted increased reports of abuse, indicating that this may be a circular relationship instead of a unidirectional one. Finally, narcissism exacerbated the relationships explored. These results can be used to implement interventions directed at both supervisor behavior and subordinate perceptions and behaviors.


Assuntos
Gestão de Recursos Humanos , Humanos , Cultura Organizacional , Local de Trabalho , Emprego , Agressão
13.
Eval Rev ; 47(1): 71-103, 2023 02.
Artigo em Inglês | MEDLINE | ID: mdl-33438470

RESUMO

BACKGROUND: In the early 1970s, most researchers thought that randomized controlled trials (RCTs) could not be used to measure the effectiveness of large-scale operating welfare reform and employment programs. By the mid-1970s, the Supported Work Demonstration showed that, under certain conditions, this was both feasible and valuable. However, the experimental design was simple; a multi-arm test had been rejected as unrealistic. Within 10 years, a three-arm design was implemented in San Diego to assess both a welfare-to-work program's overall impact and the contribution of a specific component. Less than 10 years later, the Job Opportunities and Basic Skills Training (JOBS)/National Evaluation of Welfare-to-Work Strategies (NEWWS) study used a more complex design to determine the relative effectiveness of two strategies operated in the same locations: one emphasizing getting a job quickly and the other requiring basic education. In San Diego and JOBS/NEWWS, the tested reforms emerged from political processes and were funded through regular program budgets. In both cases, researchers inserted multi-arm RCTs into operating welfare offices, trading control over the treatment for scale (thousands of people) and real-world conditions. Both RCTs were successfully implemented. OBJECTIVES AND RESULTS: This article examines why multi-arm designs were attempted, how they were structured, why public administrators cooperated, what various actors sought to learn, and how the researchers determined what strategies the different experimental arms ended up to truly represent. The article concludes that these designs provide convincing evidence and can be inserted into operating programs if the studies address questions that are of keen and immediate interest to state or local program administrators and researchers.


Assuntos
Emprego , Gestão de Recursos Humanos , Humanos , Seguridade Social , Escolaridade , Capacitação em Serviço
14.
Health Serv Manage Res ; 36(2): 102-108, 2023 05.
Artigo em Inglês | MEDLINE | ID: mdl-35544463

RESUMO

This study investigated clinical supervision with Allied Health professionals in a public health setting. Staff perceptions and experiences were explored through focus group discussions. Key themes identified that supervisees "tip-toe into complexity" by engaging in reflective practice for incremental personal and professional development. In contrast, supervisors identified that reflexivity was required for the opportunity to "develop at a deeper level". Offering a choice of supervisor and providing supervisor training enhanced supervision experiences. Challenges to effective supervision were identified. Competing priorities, inconsistent modes of delivery, major organisational change and the role of clinical supervision in line with professional development confounded the experiences. Health managers could improve the processes and outcomes by implementing consistency with approach, timing, documentation, language, and structure of Clinical Supervision.


Assuntos
Gestão de Recursos Humanos , Preceptoria , Humanos , Pessoal Técnico de Saúde , Grupos Focais , Promoção da Saúde
15.
Front Public Health ; 10: 961308, 2022.
Artigo em Inglês | MEDLINE | ID: mdl-36388386

RESUMO

Background: In the COVID-19 pandemic, the healthcare system faced unprecedented challenges with increased number of patients and limited resources. Managing nursing resource was a major challenge for hospital administration. They had to be on the frontline, but their safety was of paramount importance. Aim: This study aims to analyze the measures taken for the management and effective engagement of nursing personnel for deployment in the COVID area of the hospital and the exemption trend based on their health status. Methodology: A retrospective cross-sectional descriptive study was carried out to analyze the requests of nursing staff received for exemption of duty in COVID patient care areas. These requests were categorized and examined by the medical board constituted for this purpose. Microsoft Excel was used to interpret the results. Results: The study evaluated the health reasons of nursing officers on the basis of which exemption was given for deployment of nursing officers in COVID areas. They were mostly medical reasons (91.1%) and few personal reasons (8.77%). The majority suffered from diseases affecting two or more than two specialties. Out of 376 applications, 223 were exempted, 81 were not exempted, 13 were given short-term exemption, and 26 were shifted to administrative assignments. Thirty-three staff members were referred to an appropriate forum.


Assuntos
COVID-19 , Recursos Humanos de Enfermagem , Gestão de Recursos Humanos , Humanos , COVID-19/epidemiologia , Pandemias , Estudos Transversais , Estudos Retrospectivos
16.
Eval Program Plann ; 95: 102171, 2022 12.
Artigo em Inglês | MEDLINE | ID: mdl-36209653

RESUMO

Researchers establish that the current challenges of human resources management to attract and retain talent are based on fostering and increasing the participation of relationships with employees and sustainably managing the organization and teams. The objective of this article is to evaluate the effect that sustainable human resource management has on social capital, and employee retention and loyalty programs. The information required to carry out the empirical analysis was obtained from an online survey to Spanish universities. Data processing was conducted by using the PLS-SEM technique. The results obtained show that social sustainability actions influence the social capital perceived by employees significantly and that social capital influences their loyalty and retention significantly. However, we found that social sustainability actions influence employee loyalty and retention significantly and positively only when it mediates between social capital. This research contributes to the management of organizations and suggests human capital managers to have a greater relational management of human resources in the connection, involvement and transparency of their social sustainability actions in order to achieve greater loyalty and retention ratios, better performance of the organization and, in general, a greater benefit for society.


Assuntos
Gestão de Recursos Humanos , Capital Social , Humanos , Avaliação de Programas e Projetos de Saúde , Recursos Humanos
17.
J Health Organ Manag ; ahead-of-print(ahead-of-print)2022 Sep 02.
Artigo em Inglês | MEDLINE | ID: mdl-36050865

RESUMO

PURPOSE: Self-efficacy, or a person's belief in his/her ability to perform specific tasks, has been correlated with workplace performance and role adjustments. Despite its relevance, and numerous studies of it in the management literature, evidence regarding its function in professionals employed in hybrid roles, such as doctor-managers, is lacking. The aim of this study was to fill this gap by exploring the mediating effect of physicians' managerial attitude on the relationship between their self-efficacy and workplace performance. DESIGN/METHODOLOGY/APPROACH: Primary and secondary data from 126 doctor-managers were obtained from the Italian National Health Service. A structural equation modeling approach was used for analysis. FINDINGS: This study's results provide for the first time empirical evidence about a surprisingly little-analyzed topic: how physicians' managerial attitude mediates the relationship between their self-efficacy and workplace performance. The study offers important evidence both for scholars and organizations. PRACTICAL IMPLICATIONS: This study's results provide valuable input for the human resources management of hybrid roles in professional-based organizations, suggesting a systematic provision of feedback about doctor-managers' performance, the adoption of a competence approach for their recruitment, and a new design of doctor-managers' career paths. ORIGINALITY/VALUE: The authors provide new evidence about the importance of managerial traits for accountable healthcare organizations, documenting that behavioral traits of physicians enrolled into managerial roles matter for healthcare organizations success.


Assuntos
Gestão de Recursos Humanos , Médicos , Feminino , Humanos , Masculino , Autoeficácia , Medicina Estatal , Local de Trabalho
18.
Artigo em Inglês | MEDLINE | ID: mdl-35954775

RESUMO

This study investigated the factors that cause job stress among male flight attendants in a female-dominated airline organization, as well as the impact of job stress on their mental health and turnover intention. It also attempted to determine whether perceived family support, perceived organizational support, and job positions had moderating effects on male flight attendants' job stress. Six job stress factors were identified through focus group interviews and a literature review. A survey was conducted from 1 January to 2 February 2022 to validate the research model, and 188 valid samples were used for statistical analysis. This study discovered that gender differences in communication, relationship conflict with colleagues, hierarchical organizational culture, and role overload had a direct impact on male flight attendants' job stress. Job stress was found to have a negative impact on mental health and a positive impact on turnover intention. Perceived organizational support was also found to reduce job stress. This study is notably the first to address stress encountered by male flight attendants at work. It offers new directions for future airline personnel management and research. It also presents practical implications, such as the development of training and personnel management programs for male flight attendants.


Assuntos
Estresse Ocupacional , Gestão de Recursos Humanos , Feminino , Humanos , Satisfação no Emprego , Masculino , Estresse Ocupacional/epidemiologia , Cultura Organizacional , Reorganização de Recursos Humanos , Inquéritos e Questionários
19.
Artigo em Inglês | MEDLINE | ID: mdl-35897413

RESUMO

BACKGROUND: This study explored the association of an employee-friendly work environment with employees' job attitudes (engagement, commitment, turnover intentions, and job satisfaction), and health (mental and general health), applying matched employer-employee data. METHODS: The German Linked Personnel Panel (LPP; n = 14,182) survey simultaneously captures the data of employees and the human resources (HR) management of companies. A two-step cluster analysis of 16 items of the HR valuation identified relatively more- and less-employee-friendly companies (EFCs). Logistic regressions tested differences between these companies in the assessment of job attitudes and health of their employees. RESULTS: Compared to less-EFCS, more-EFCS had a reduced risk of poorer job attitudes and substandard health of their employees. For example, the risk for higher turnover intentions was reduced by 33% in more-EFCS (OR = 0.683, 95% C.I. = 0.626-0.723), and more-EFCS had an 18% reduced chance of poor mental health reporting of their employees (OR = 0.822, 95% C.I. = 0.758-0.892). CONCLUSIONS: More-EFCS have more motivated and healthier employees. The most distinct factors for more-EFCS were: the existence of development plans for employees, opportunities for advancement and development, and personnel development measures.


Assuntos
Gestão de Recursos Humanos , Local de Trabalho , Atitude , Humanos , Satisfação no Emprego , Reorganização de Recursos Humanos , Local de Trabalho/psicologia
20.
J Occup Rehabil ; 32(2): 241-251, 2022 06.
Artigo em Inglês | MEDLINE | ID: mdl-35536432

RESUMO

Introduction The direct comparison of real-world workers' compensation scheme management policies and their impact on aspects of scheme performance such as health and return to work outcomes, financial sustainability, and client experience metrics is made difficult through existing differences in scheme design that go beyond the factors of interest to the researcher or policymaker. Disentangling effects that are due purely to the result of policy and structural differences between schemes or jurisdictions to determine 'what works' can be difficult. Method We present a prototype policy exploration tool, 'WorkSim', built using an agent-based model and designed to enable workers' compensation system managers to directly compare the effect of simulated policies on the performance of workers compensation systems constructed using agreed and transparent principles. Results The utility of the model is demonstrated through and case-study comparison of overall scheme performance metrics across 6 simple policy scenarios. Discussion Policy simulation models of the nature described can be useful tools for managers of workplace compensation and rehabilitation schemes for trialing policy and management options ahead of their real-world implementation.


Assuntos
Gestão de Recursos Humanos , Local de Trabalho , Humanos , Políticas , Indenização aos Trabalhadores
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