Identifying Barriers to Organizational Identification among Low-Status, Remote Healthcare Workers

Scott, Muriel E.

doi:10.1080/10510974.2020.1749865

Cited by 8 publications

(8 citation statements)

References 24 publications

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“…Existing research on organizational identification and safety voice in healthcare is sparse. Instead, there is a greater focus on the links between identification and general organizational behaviour (Scott, 2020) and employee health outcomes like physical and psychological wellbeing (Steffens et al, 2017). Meta‐analytic research in the healthcare setting has emphasized the importance of organizational identification in promoting extra‐role performance, such as organizational citizenship (which includes dimensions or types of employee voice; Lee et al, 2015).…”

Section: Discussionmentioning

confidence: 99%

How and when organization identification promotes safety voice among healthcare professionals

Casey

2021

Journal of Advanced Nursing

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Aim The aim of this study is to examine the effect of organizational identification on safety voice behaviour, focusing on the mediating role of safety motivation and the moderating role of management commitment to safety and psychological safety. Design The study used a cross‐sectional questionnaire and a convenience sampling method. Method Data were collected online during November 2019 from 165 staff members from a disability healthcare organization in Australia that employs over 800 staff. Nearly 80% of the study sample were healthcare workers without supervisory responsibilities, and the remainder were senior staff with some operational duties. Measures of organizational identification, safety motivation, perceived management commitment to safety, psychological safety and safety voice were collected. Data were analysed using a moderated mediation model available with the SPSS PROCESS macro. Results Findings show that organizational identification interacted with management commitment to safety to predict safety motivation, such that only healthcare employees who identified with their organization and perceived that their management cares about safety would feel that safety was personally important to them. In turn, safety motivation predicted safety voice. However, the effect of safety motivation on safety voice was only significant when psychological safety was low. Conclusion These findings offer initial evidence for the important role of organizational identification in prompting safety voice, how the relationship is contingent on management commitment to safety and psychological safety. Impact Healthcare professionals' discretionary sharing of ideas and suggestions are crucial to organizational performance and both staff and patient safety. However, safety voice involves inherent social risks because speaking up might not always be perceived positively by co‐workers and leaders. We recommend that managers implement specific strategies to cultivate employee identification with the organization and demonstrate a genuine and visible commitment to safety so that employees will be motivated to raise safety concerns.

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Section: Discussionmentioning

confidence: 99%

How and when organization identification promotes safety voice among healthcare professionals

Casey

2021

Journal of Advanced Nursing

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“…For example, remote workers may experience communication difficulties with their line managers, even with the use of ICT tools and services (Rysavy and Michalak, 2020). Scott (2020) points out that workers who are not workplace based are denied the opportunity to create relationships with the organisation and other workers who operate from the workplace itself. Remote workers must have an identity within the organisations they serve so that they are in the best position to make decisive business decisions for the benefit of the company (Scott, 2020).…”

Section: Work Settingmentioning

confidence: 99%

“…Scott (2020) points out that workers who are not workplace based are denied the opportunity to create relationships with the organisation and other workers who operate from the workplace itself. Remote workers must have an identity within the organisations they serve so that they are in the best position to make decisive business decisions for the benefit of the company (Scott, 2020). Yet, remote workers tend to have no sense of belonging to the organisations they serve as they are not most often interacting physically with other workers.…”

Section: Work Settingmentioning

confidence: 99%

“…Technological innovation in the workplace has led to many examples of changes in how work is organised, and of how workers perform their duties (Farrell et al , 2020). Scott (2020) highlights that it is essential to understand that there are also adverse effects of information and communications technology (ICT) in the workplace, even though the use of ICT, such as smart mobile phones, may serve as a vital link between those working remotely and their supervisors and co-workers and offer considerable benefits in terms of productivity. It is essential to note that there are both internal and external factors that may affect remote working arrangements.…”

Section: Work Settingmentioning

confidence: 99%

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The changing work landscape as a result of the Covid-19 pandemic: insights from remote workers life situations in South Africa

Matli

2020

IJSSP

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PurposeThe Covid-19 pandemic has affected most organisations' workplaces and productivity. Organisations have had to make provision for staff to operate remotely following the implementation of lockdown regulations around the world, because the pandemic has led to restrictions on movement and the temporary closure of workplace premises. The purpose of this paper is to provide insights from remote workers' experiences in South Africa about immediate conversion from the normal workplace environment to working remotely from home. The structuration theory was adopted to understand the social structural challenges experienced by staff working from home.Design/methodology/approachData were collected using a Web-based survey, administered when the Covid-19 pandemic resulted in movement restrictions, using the judgemental sampling technique.FindingsThe results are presented using both external and internal features that are linked to the social structures experienced by remote workers who participated in the survey. The key findings indicate that despite the positive aspects of remote working using advances in technology, there are also negative aspects and risks attached to remote working such as work overload and pressures to perform timeously. This can pose severe threats to workers' routines and lifestyle, and the lack of interaction can impinge on their health and general well-being.Research limitations/implicationsThe online survey was carried out with first-time remote workers who were the target for the study. Some respondents may have had an affinity for remote working because of the novelty. The sample size may not be generalised, as the collected sample is moderately small, although the purpose of the paper was to report on a small sample size, given the rapidity of the study.Practical implicationsThe paper seeks to highlight social structures that exist in South Africa, which accentuate the resource divide for remote workers. Also, the paper aims to encourage organisations (employers) to better understand challenges that workers encountered while working from their homes during the Covid-19 pandemic lockdown restrictions.Originality/valueThe relevance of this paper is in its contribution to the structuration theory and remote working literature, as well as to the study of these topics in the context of South Africa.

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“…Örgütsel özdeşleşme ve örgütsel güven kavramları, kurum aidiyetinin oluşması, iş performansının ve verimliliğin artırılması noktasında oldukça etkili faktörlerdir. Çalışanlar, görev aldıkları kurum ile güçlü bir özdeşleşme yaşadıklarında, çalışmaya devam etmek istemekte ve kurumun çıkarlarına uygun karar alma ve hareket etme ihtimalleri artmaktadır (Scott, 2020). Bu nedenle örgütsel özdeşleşme, sağlık kurumlarında çalışan devamlılığının sağlanması için oldukça önemlidir.…”

Section: Discussionunclassified

Yalın Yönetim ve Örgütsel Güvene Yönelik Algının Örgütsel Özdeşleşmeye Etkisi: Özel Bir Hastanede Araştırma

Özer

Özkan

Özmen

2021

Selçuk Üniversitesi Sosyal Bilimler Meslek Yüksekokulu Dergisi

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Bu çalışmada yalın yönetim, örgütsel özdeşleşme ve örgütsel güven değişkenleri arasındaki ilişkilerin incelenmesi amaçlanmıştır. Çalışmanın evreni, İzmir ilinde bulunan özel bir hastanede görev yapan hemşireler ve diğer sağlık çalışanlarından oluşmaktadır. Çalışmada örneklem seçilmemiş, tüm evrene erişilmeye çalışılmış ve böylece 121 kişi çalışmaya katılım sağlamıştır. Çalışmada yapılan analizler sonucunda katılımcıların yalın yönetim, örgütsel özdeşleşme ve örgütsel güven algılarının yüksek düzeyde olduğu tespit edilmiştir. Çalışmada gerçekleştirilen korelasyon analizine göre, yalın yönetim ile örgütsel özdeşleşme; yalın yönetim ile örgütsel güven ve örgütsel özdeşleşme ile örgütsel güven arasında pozitif ve orta düzeyde ilişkiler tespit edilmiştir. Regresyon analizine göre katılımcıların yalın yönetime ve örgütsel güvene yönelik algılarının örgütsel özdeşleşme üzerinde pozitif bir etkiye sahip olduğu belirlenmiştir. Bu doğrultuda katılımcıların yalın yönetim ve örgütsel güven algılarının yükselmesi örgütsel özdeşleşme algılarını istatistiksel olarak artırmaktadır.

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Identifying Barriers to Organizational Identification among Low-Status, Remote Healthcare Workers

Cited by 8 publications

References 24 publications

How and when organization identification promotes safety voice among healthcare professionals

How and when organization identification promotes safety voice among healthcare professionals

The changing work landscape as a result of the Covid-19 pandemic: insights from remote workers life situations in South Africa

Yalın Yönetim ve Örgütsel Güvene Yönelik Algının Örgütsel Özdeşleşmeye Etkisi: Özel Bir Hastanede Araştırma

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