Job performance in healthcare: a systematic review.

BACKGROUND: Healthcare organisations face major challenges to keep healthcare accessible and affordable. This requires them to transform and improve their performance. To do so, organisations must influence employee job performance. Therefore, it is necessary to know what the key dimensions of job performance in healthcare are and how these dimensions can be improved. This study has three aims. The first aim is to determine what key dimensions of job performance are discussed in the healthcare literature. The second aim is to determine to which professionals and healthcare organisations these dimensions of job performance pertain. The third aim is to identify factors that organisations can use to affect the dimensions of job performance in healthcare. METHODS: A systematic review was conducted using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement. The authors searched Scopus, Web of Science, PubMed, and Google Books, which resulted in the identification of 763 records. After screening 92 articles were included. RESULTS: The dimensions - task, contextual, and adaptative performance and counterproductive work behaviour - are reflected in the literature on job performance in healthcare. Adaptive performance and counterproductive work behaviour appear to be under-researched. The studies were conducted in different healthcare organisations and pertain to a variety of healthcare professionals. Organisations can affect job performance on the macro-, meso-, and micro-level to achieve transformation and improvement. CONCLUSION: Based on more than 90 studies published in over 70 journals, the authors conclude that job performance in healthcare can be conceptualised into four dimensions: task, contextual and adaptive performance, and counterproductive work behaviour. Generally, these dimensions correspond with the dimensions discussed in the job performance literature. This implies that these dimensions can be used for further research into job performance in healthcare. Many healthcare studies on job performance focus on two dimensions: task and contextual performance. However, adaptive performance, which is of great importance in constantly changing environments, is under-researched and should be examined further in future research. This also applies to counterproductive work behaviour. To improve job performance, interventions are required on the macro-, meso-, and micro-levels, which relate to governance, leadership, and individual skills and characteristics.

The Use of Questionable Research Practices to Survive in Academia Examined With Expert Elicitation, Prior-Data Conflicts, Bayes Factors for Replication Effects, and the Bayes Truth Serum.

The popularity and use of Bayesian methods have increased across many research domains. The current article demonstrates how some less familiar Bayesian methods can be used. Specifically, we applied expert elicitation, testing for prior-data conflicts, the Bayesian Truth Serum, and testing for replication effects via Bayes Factors in a series of four studies investigating the use of questionable research practices (QRPs). Scientifically fraudulent or unethical research practices have caused quite a stir in academia and beyond. Improving science starts with educating Ph.D. candidates: the scholars of tomorrow. In four studies concerning 765 Ph.D. candidates, we investigate whether Ph.D. candidates can differentiate between ethical and unethical or even fraudulent research practices. We probed the Ph.D.s' willingness to publish research from such practices and tested whether this is influenced by (un)ethical behavior pressure from supervisors or peers. Furthermore, 36 academic leaders (deans, vice-deans, and heads of research) were interviewed and asked to predict what Ph.D.s would answer for different vignettes. Our study shows, and replicates, that some Ph.D. candidates are willing to publish results deriving from even blatant fraudulent behavior-data fabrication. Additionally, some academic leaders underestimated this behavior, which is alarming. Academic leaders have to keep in mind that Ph.D. candidates can be under more pressure than they realize and might be susceptible to using QRPs. As an inspiring example and to encourage others to make their Bayesian work reproducible, we published data, annotated scripts, and detailed output on the Open Science Framework (OSF).

Leadership and Job Demands-Resources Theory: A Systematic Review.

The purpose of this article is to provide a systematic review of leadership and Job Demands-Resources (JD-R) theory. We have analyzed 139 studies that study the relationship between leadership and Job Demands-Resources (JD-R) theory. Based on our analysis, we highlight ways forward. First, research designs can be improved by eliminating endogeneity problems. Regarding leadership concepts, proper measurements should be used. Furthermore, we point toward new theory building by highlighting three main ways in which leadership may affect employees, namely by: (1) directly influencing job demands and resources, (2) influencing the impact of job demands and resources on well-being; and (3) influencing job crafting and self-undermining. We hope this review helps researchers and practitioners analyze how leadership and JD-R theory can be connected, ultimately leading to improved employee well-being and organizational performance.

Healthcare Workers Who Work With COVID-19 Patients Are More Physically Exhausted and Have More Sleep Problems.

In this survey study of 7,208 Dutch healthcare workers, we investigate whether healthcare workers dealing with COVID-19 patients experience lower general health, more physical and mental exhaustion and more sleep problems than other healthcare workers. Additionally, we study whether there are differences in well-being within the group of healthcare workers working with COVID-19 patients, based on personal and work characteristics. We find healthcare workers who are in direct contact with COVID-19 patients report more sleep problems and are more physically exhausted than those who are not in direct contact with COVID-19 patients. Mental exhaustion and general health do not significantly differ between healthcare workers who are in direct contact with COVID-19 patients and those who are not. Among healthcare workers in direct contact with COVID-19 patients, lower well-being on one or more indicators is reported by those who are female, living alone, without leadership role, or without sufficient protective equipment. Regarding age, physical exhaustion is more prevalent under healthcare workers older than 55 years, whereas mental exhaustion is more prevalent under healthcare workers younger than 36 years. These results stress the need of mental and physical support of healthcare workers during a pandemic, catered to the needs of healthcare workers themselves.

The organization of post-disaster psychosocial support in the Netherlands: a meta-synthesis.

Background: Despite numerous calls for a more evidence-based provision of post-disaster psychosocial support, systematic analyses of post-disaster service delivery are scarce. Objective: The aim of this review was to evaluate the organization of post-disaster psychosocial support in different disaster settings and to identify determinants. Methods: We conducted a meta-synthesis of scientific literature and evaluations of post-disaster psychosocial support after 12 Dutch disasters and major crises between 1992 and 2014. We applied systematic search and snowballing methods and included 80 evaluations, as well as grey and scientific documents. Results: Many documents focus on the prevalence of mental health problems. Only a few documents primarily assess the organization of post-disaster psychosocial support and its determinants. The material illustrates how, over the course of two decades, the organizational context of post-disaster psychosocial support in the Netherlands has been influenced by changes in legislation, policy frameworks, evidence-based guidelines, and the instalment of formal expertise structures to support national and local governments and public services. Recurring organizational issues in response to events are linked to interrelated evaluation themes such as planning, training, registration, provision of information and social acknowledgement. For each evaluation theme, we identify factors helping or hindering the psychosocial support organization during the preparedness, acute and recovery phases. Conclusions: The meta-synthesis illustrates that psychosocial service delivery has grown from a monodisciplinary to a multidisciplinary field over time. Suboptimal interprofessional collaboration poses a recurring threat to service quality. Despite the development of the knowledge base, post-disaster psychosocial support in the Netherlands lacks a systematic and critical appraisal of its functioning. Further professionalization is coupled with the strengthening of evaluation and learning routines.

Antecedentes: A pesar de las numerosas solicitudes de más prestaciones de apoyo psicosocial posterior al desastre basadas en evidencia, los análisis sistemáticos de éstas son escasos.Objetivo: Evaluar la organización del apoyo psicosocial posterior al desastre en diferentes entornos de desastre e identificar los determinantes.Métodos: Realizamos una meta-síntesis de la literatura científica y evaluaciones de apoyo psicosocial posterior al desastre después de 12 desastres holandeses y crisis mayores entre 1992 y 2014. Aplicamos métodos de búsqueda sistemática y de 'bola de nieve' e incluimos 80 evaluaciones, así como documentos científicos y 'grises' (no publicados oficialmente).Resultados: Muchos documentos se centran en la prevalencia de problemas de salud mental. Sólo unos pocos evalúan primariamente la organización del apoyo psicosocial posterior al desastre y sus determinantes. El material ilustra cómo, en el transcurso de dos décadas, el contexto organizacional del apoyo psicosocial posterior al desastre en los Países Bajos se encuentra influenciado por los cambios en la legislación, los marcos políticos, directrices basadas en la evidencia y la instalación de estructuras formales de expertos para apoyar a gobiernos locales y servicios públicos. Los problemas organizativos recurrentes en respuesta a los eventos están vinculados con aspectos de evaluación interrelacionados, tales como planificación, capacitación, registro, suministro de información y reconocimiento social. Para cada aspecto de evaluación, identificamos los factores que ayudan o dificultan la organización de apoyo psicosocial durante las fases de preparación, aguda y de recuperación.Discusión: La meta-síntesis ilustra que la prestación de servicios psicosociales ha crecido a lo largo del tiempo de un campo mono-disciplinario a uno multidisciplinario. Las colaboraciones inter-profesionales que no son óptimas representan una amenaza recurrente para la calidad del servicio. A pesar de la base de conocimientos desarrollados, el apoyo psicosocial posterior al desastre en los Países Bajos carece de una evaluación sistemática y crítica de su funcionamiento. La profesionalización avanzada lleva aparejado el fortalecimiento de las rutinas de evaluación y aprendizaje.

Why do nurses intend to leave their organization? A large-scale analysis in long-term care.

AIM: To analyse the impact of six job characteristics on the intention of nurses to leave their organization, specifically focusing on long-term care settings: nursing homes, care homes and home care. BACKGROUND: When nurses leave their organization, this can negatively affect organizational performance. Organizations have to recruit new nurses and tacit knowledge is lost. Furthermore, organizational turnover could contribute to the nursing shortage, which will increasingly become a problem given the ageing population. This article adds to the literature, given: (a) its focus on long-term care; and (b) by explicating the differences between nursing and care homes (intramural) on one hand and home care (extramural) on the other. DESIGN: Survey. METHOD: Survey of 9982 nurses in 156 Dutch organizations in 2010-2011, 6321 nurses in nursing and care homes and 3661 nurses working in home care, based on the ActiZ Benchmark in Healthcare. RESULTS: First, the most important reason for nurses' intention to leave is insufficient development and career opportunities. Secondly, a negative working atmosphere strongly influenced intention to leave. The impact of the working atmosphere is not often examined in the literature. However, this research shows that it is an important reason. Thirdly, intention to leave is partly context dependent. More specifically, when nurses in home care felt that their autonomy was reduced, this strongly influenced their intention to leave, although this was not the case for nurses working in nursing and care homes. CONCLUSION: This article provides guidelines for organizations on how to retain their nurses.

The effects of work alienation on organisational commitment, work effort and work-to-family enrichment.

AIM: The aim of this study was to analyse the effects of work alienation on organisational commitment, work effort and work-to-family enrichment. BACKGROUND: There is substantial research on the effects of work alienation on passive job performance, such as organisational commitment. However, studies analysing work alienation on active performance, such as work effort, and outside work, such as work-to-family enrichment, are scarce. METHOD: Two dimensions of work alienation are considered: powerlessness and meaninglessness. Hypotheses are tested using surveys collected among a national sample of midwives in the Netherlands (respondents: 790, response rate 61%). RESULT: the findings indicate that work alienation (powerlessness and meaninglessness) influence organisational commitment, work effort and--to a lesser extent--work-to-family enrichment. High work meaninglessness, in particular, has negative effects on these outcomes. CONCLUSION: When people feel that they have no influence in their work (hence, when they feel 'powerless') and especially when the feel that their work is not worthwhile (when they feel 'meaningless') this has substantial negative effects. IMPLICATIONS FOR NURSING MANAGEMENT: Managers should increase the meaningfulness that people attach to their work, thereby maintaining a high-quality workforce. Possible strategies include: (1) improving person-job fit, (2) developing high-quality relationships, (3) better communicating the results people help to deliver.