How time pressure affects promotive and prohibitive voice of emergency nurse: A cross-sectional study.

BACKGROUND: As a developing country, the number of emergency nurses in China is not growing nearly as rapidly as the number of patients, which puts a great deal of stress on emergency nurses' working hours and may thus impede care quality and patient safety. OBJECTIVE: This study aims to investigate the relationship between time pressure and voice behavior and to explore whether temporal leadership acts as a moderator in the relationship between time pressure and voice behavior. METHODS: Data were collected using scales that have been published in authoritative foreign journals and translated and validated by Chinese scholars. To examine the results more accurately, this paper used the partial least squares (PLS) approach to analyze the research model and verify the research hypothesis. RESULTS: The results of the path analysis and hypothesis testing showed that challenge time pressure and hindrance time pressure both positively and significantly influenced prohibitive voice and promotive voice, while the moderating effect of temporal leadership on the relationship between time pressure and voice behavior was not significant. CONCLUSIONS: Our study revealed that challenge time pressure positively influences emergency nurses' promotive voice and motivates them to provide their opinions in a reasonable way, while hindrance time pressure motivates emergency nurses' prohibitive voice, which is not conducive to the improvement of overall organizational functioning and may even damage otherwise good organizational relationships. Furthermore, the study found that the level of temporal leadership does not affect the strength of the relationship between time pressure and voice behavior.

Connor Davidson resilience scores, perceived organizational support and workplace violence among emergency nurses.

BACKGROUND: Workplace violence can threaten the physical and mental health of emergency nurses, increasing their mobility and burnout rates. However, little research has focused on how to mitigate the negative effects of workplace violence. OBJECTIVES: To investigate the relationships among resilience scores, perceived organizational support, and workplace violence and to explore the mediating role of perceived organizational support in the relationship between resilience scores and workplace violence among emergency nurses. RESEARCH DESIGN: A quantitative, cross-sectional study. METHODS: From June to July 2023, 466 valid questionnaires were collected via the WeChat app Credamo Seeing Numbers. Participants were assessed using the Connor-Davidson Resilience Scale, the Perceived Organizational Support Scale, and the Fear of Future Violence at Work Scale. ETHICAL CONSIDERATION: The study was approved by the Ethics Committee of Hunan Normal University (No. 2023-389). FINDINGS: The Connor-Davidson resilience scores of emergency nurses were negatively associated with workplace violence and positively associated with emergency nurses' perceived organizational support. Emergency nurses' perceived organizational support was negatively associated with workplace violence. Perceived organizational support moderated the relationship between Connor-Davidson resilience scores and workplace violence among emergency nurses to some extent. DISCUSSION: High levels of Connor-Davidson resilience scores can mitigate the negative effects of workplace violence. Perceived organizational support can increase with increasing levels of Connor-Davidson resilience scores. When nurses face workplace violence, support from the organization can, on the one hand, reduce the negative impacts of stress and, on the other hand, elicit positive emotions. CONCLUSION: To mitigate the effects of workplace violence on emergency nurses, interventions aimed at both internal and external organizational conditions must be developed to establish a supportive environment that can increase emergency nurses' Connor-Davidson resilience scores and sense of perceived organizational support, and decrease workplace violence.

Moderating Effects of Self-Efficacy and Time Pressure on the Relationship Between Employee Aging and Work Performance.

Purpose: The relationships among employee aging, working memory capacity, and task performance in the context of information technology were studied, and these investigations in turn provide insight into improving employee task performance and mitigating the negative effects of employee aging. Participants and Methods: Based on the limited resource theory and the inhibitory deficit theory, a total of 296 valid questionnaires were collected and the relationships among the variables were examined using cascaded linear regression via SPSS 22.0. Results: Aging negatively affects working memory capacity and task performance. Working memory capacity partially mediates the relationship between age and task performance. Time pressure can exacerbate the negative effects of age on task performance, and self-efficacy mitigates the negative effects of age on task performance. Discussion: Employee information system learning and training can be enhanced to ameliorate the negative impact of aging on task performance. IT-related work can be limited to a manageable level to reduce the negative effects of reduced working memory capacity. Employees' internal motivation can be gradually cultivated, and employees can be guided toward the improvement of their IT self-efficacy.

Impact of Occupational Risks of Medical Staff on Willingness to Occupational Mobility in COVID-19 Pandemic.

Purpose: Medical staff are a crucial resource in the battle against the COVID-19 pandemic but are vulnerable to both SARS-CoV-2 infection and negative psychological outcomes. This study evaluated medical staff's occupational risks, professional identity, and occupational mobility intention during the pandemic. Patients and Methods: The questionnaire was anonymous. All respondents were Chinese medical personnel. Results: Our findings suggest that the professional risks faced by medical professionals can enhance their professional mobility willingness and weaken their professional identity. They cannot only directly enhance their professional mobility willingness but also indirectly strengthen their professional mobility willingness through professional identity. The objective support and subjective support obtained by medical professionals cannot only alleviate the negative impact of occupational risk on professional identity alone but also jointly, and in the process of their joint mitigation, the former has been internalized and absorbed, while the latter has a stronger mitigation effect. The objective support and subjective support obtained by medical professionals can neither alone nor jointly alleviate the direct and positive impact of occupational risk on the willingness of occupational mobility. Conclusion: The occupational risks faced by medical personnel can improve their willingness to move professionally and weaken their occupational identity. Early screening of high-risk groups for turnover intention among health care workers and more psychosocial health care and physical protection are needed during the COVID-19 pandemic in China.