Complaints against nurses: a reflection of `the new managerialism' and consumerism in health care?

Beardwood, Barbara; Walters, Vivienne; Eyles, John; French, Susan

doi:10.1016/s0277-9536(98)00340-2

Cited by 38 publications

(22 citation statements)

References 24 publications

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“…To escape from the stress, people encountering work restructuring would turn away from work and gravitate towards leisure activities (Greenberg & Grunberg, 1995). They would have lower morale and would experience more powerlessness (Amabile & Conti, 1999;Beardwood et al, 1999). Lower morale and job satisfaction are predictive of inadequate job performance (Griffith, 2001;Somers, 2001).…”

Section: The Demoralization Modelmentioning

confidence: 99%

Rational or demoralized responses to work restructuring in Hong Kong?

Cheung

2005

Human Relations

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A B S T R AC TOwing to the paucity of data demonstrating workers' reactions to work restructuring, the study examines possible reactions in terms of job performance, attendance at training, and voicing of discontent. It predicts the effects of work restructuring and background characteristics with reference to the exit-voice-loyalty model and demoralization theory. A telephone survey of a random sample of households collected data from 1176 workers in Hong Kong. Supportive of the demoralization theory, work restructuring over the previous past year appeared to reduce workers' intended job performance, attendance at training, and voicing of discontent. These findings hold for workers with various characteristics and restructuring in work outcomes, work processes, and staffing. Demoralization theory offers a reasonable explanation of the findings regarding the negative effects of work restructuring. In addition, income and social class have profound influences on workers' reactions. K E Y WO R D Sdemoralization job training loyalty-exit-voice model organizational loyalty voicing discontent work restructuring Despite the prevalence of work restructuring in Hong Kong, as well as in other developed societies, research evidence about the impacts of restructuring on workers is lacking. To tackle this knowledge gap, the present study examines Hong Kong workers' intended work performance, attendance at 2 2 3 Human Relations

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Section: The Demoralization Modelmentioning

confidence: 99%

Rational or demoralized responses to work restructuring in Hong Kong?

Cheung

2005

Human Relations

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“…The stressful nature of healthcare work has been widely acknowledged (Almost 2006, Ashworth 2000, Warr 1990, Farrell 1997). Frequently identified contributory factors have included: high workload (Weinberg & Creed 2000), management style (Beardwood et al. 1999, Laschinger et al.…”

Section: Introductionmentioning

confidence: 99%