Background The motivation of this study was to investigate how role overload, role conflict and role ambiguity of nurses relate to burnout and the relationship of nurses’ efficacy to these three stressors and burnout in private hospitals. Patients in private hospitals incur higher expenditure with expectations for better care. Stressors serve as impediments in nursing care and burnout has deleterious effect, high self efficacy can mediate in the effects of stressors and burnout. Methods: Study has been carried out on nurses in three large private hospitals of Kolkata through set of instruments-Organizational Role Stress (Udai Pareek) to assess role conflict, overload and ambiguity, Oldenburg Burnout Inventory to assess the disengagement and exhaustion and Nursing Role Efficacy Scale (Udai Pareek) to assess role efficacy. Data have been analyzed through correlation and regression analysis. Results: According to the nurses’ view, the findings are as follows: Increase in role overload, role conflict, role ambiguity leads to an enhancement in disengagement, exhaustion. Enhancement in self efficacy leads to a reduction in role overload, role conflict, role ambiguity, and disengagement, exhaustion. Conclusion: For better patient care Health care Managers may try to reduce the stressors and enhance efficacy of the nurses, some practical suggestions have been made in these regard.
This study examined the impact of organizational, personal, team, job demand factors and mediating effects of team and affective commitments on nurses’ work engagement. Health workers’ work engagement has positive effect on patient satisfaction; nurses constitute a major group among health workers. To find reliability of the instruments pilot study was conducted in three hospitals of Kolkata (India) in which 175 nurses participated. In the main study, 504 nurses from five hospitals in Kolkata participated. Correlation, regression analysis and Sobel test was used to find out the relationships. Perceived organizational support, leader–member exchange, team–member exchange, workplace friendship, all relate positively to work engagement. Nursing role stress negatively relates to work engagement. Team commitment positively mediates the relationship between leader–member exchange, team member exchange and workplace friendship with work engagement. Affective commitment positively mediates the relationship between perceived organizational support and core self-evaluation with work engagement and negatively mediates the relationship between nursing role stress and work engagement. Result of the study shall be helpful for health care managers to devise appropriate strategies for enhancement of work engagement of nurses.
Private hospitals in India are preferred by people inspite of their higher cost, a reason for its preference is quality of care. Quality care is delivered by health-workers among whom nurses form a major group. Organizational turnover is high among nurses, to frame a proper retention policy their turnover intentions need to be understood. Studies in several countries indicate there are several antecedents and mediators of turnover intentions. India is culturally different from those countries, hence keeping in view the cultural variation the present study was made to analyze the influence of different factors on turnover intentions of nurses. The study found organizational support, nursing role stress, and core self-evaluation play a significant role in predicting turnover intentions and affective commitment mediates their relationship. The study also found that turnover intentions of nurses from Kerala (India) differ from those of other Indian states. This study shall help healthcare administrators to devise appropriate retention policy for nurses. Limitations of this research, academic and managerial implications are also discussed.
High turnover of nurses is detrimental to patients’ well-being and costly to the organizations. Study was conducted in private hospitals considering their high rate of nurse attrition. Research has indicated that Job satisfaction and commitments to the organization, occupation, and group influenced the turnover of the employees in several countries. Some studies have also shown interrelationships between job satisfaction and commitments. India is culturally different from those countries and cultural variation plays a significant role in job satisfaction and these commitments. The study showed that job satisfaction, affective commitment, and occupational commitment of nurses negatively relate to their turnover intentions, although no significant relationship between group commitments and turnover intentions was established. Job satisfaction and group commitment significantly relate to affective commitments and group commitment relate to job satisfaction of the nurses. Affective commitments mediate in the relationship between job satisfaction and turnover intention of nurses. Relationship between occupational commitment with that of job satisfaction, affective and group commitments was not found significant. This research may help health-care managers to devise suitable plan for retention of nurses.
PurposeNurses need to display organizational citizenship behavior (OCB) for taking care of patients; uninterrupted care to coronavirus disease 2019 (COVID-19) patients in a stressful situation may result in emotional exhaustion and it hinders nurses' exercise of OCB. One perceives support when positive exchanges with team leaders and members (LMX) and team and members (TMX) take place for the benefit of self and the unit and lead to a feeling of commitment to the work team; the exchange facilitates the discharge of OCB. The study aims to explore the mediation effect of team commitments on the relationship between these factors with OCB of nurses in handling COVID patients.Design/methodology/approachThe cross-sectional exercise attempts to find the impact of emotional exhaustion, LMX and TMX on the OCB of the nurses and mediating effects of team commitments on OCB; correlation analysis and multiple regressions are in use for examining the relationships. The use of Sobel test and bootstrapping exercise confirm the mediation and consistency of mediation results on a larger sample.FindingsThe paper finds that LMX, TMX and team commitments significantly relate to OCB; emotional exhaustion negatively impacts OCB and team commitments fully mediate the relationship between emotional exhaustion and OCB and partially mediate the relation between LMX and TMX with OCB.Originality/valueTests demonstrate that team commitments can neutralize the effects of emotional exhaustion resulting from handling COVID-19 patients on OCB of the nurses and is an addition to organizational behavior literature. The study also presents a model that shows how positive LMX, TMX and resultant team commitments support generating OCB and offset the impact of emotional exhaustion. Theoretical and managerial implications, limitations and scope for further research discussed in the paper.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.