Paternalistic Leadership, Organizational Cynicism, and Intention to Quit One’s Job in Nursing

Sungur, Cuma; Özer, Özlem; Saygılı, Meltem; Uğurluoğlu, Özgür

doi:10.1080/00185868.2019.1655509

Cited by 32 publications

(37 citation statements)

References 28 publications

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“…This is in accordance with the finding that the participants employed in EDs thought of quitting the job because of workplace bullying/mobbing experiences more frequently compared to participants employed in other settings (CCCUs and ICUs) (see Table 3). A possible explanation for this may lie within the different copying strategies and degree of resilience in the two populations (Mealer et al, 2017), or in the differences in the organizational culture and supportive procedures in different work settings (Sheehan et al, 2018;Sungur et al, 2019). In any case, only a very low percentage of the participants herein considered quitting the job due to bullying/mobbing experiences (18/77; see Table 3), while even fewer did resign due to these phenomena (3/77; see Table 3).…”

Section: Discussionmentioning

confidence: 99%

Association Between Workplace Bullying Occurrence and Trauma Symptoms Among Healthcare Professionals in Cyprus

et al. 2020

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Workplace bullying/mobbing is an extreme work-related stressor, but also a severe hazard for physical, mental and psychological health in healthcare employees, including nurses. A range of trauma-related symptoms has been linked with bullying victimization. The aim of the study was the investigation of workplace bullying/mobbing-related trauma symptoms in Greek-Cypriot nurses working in emergency and critical care settings, as well as of potential correlations with demographic and occupational variables. A descriptive, cross-sectional correlational study was performed in a convenience sample of 113 nurses. A modified version of the Part B.CII of The Workplace Violence in the Health Sector-Country Case Studies Research Instrument (WVHS-CCSRI Part C.II-M) and the modified Secondary Traumatic Stress Scale (STSS-M) were used for the assessment of bullying/mobbing frequency and workplace bullying/mobbing-related trauma symptoms, respectively. A total of 46.9% of the sample reported experiences of both bullying/mobbing victimization and witnessing of bullying/mobbing to others (VWB subgroup), 21.2% reported solely bullying/mobbing victimization (SVB subgroup) and 10.6% reported witnessing of bullying/mobbing to others (SWB subgroup). A total of 22.3% did not experience or witness any bullying/mobbing at the workplace. Trauma symptoms intensity (STSS-M total score) was more severe in the participants a) with a high frequency of workplace bullying/mobbing experiences compared to those with a moderate frequency of such experiences ( p = 0.018), b) of the VWB subgroup compared to those of the SWB subgroup ( p = 0.019), c) employed in Emergency Departments compared to those employed in ICUs ( p = 0.03), d) who had considered resigning due to bullying/mobbing experiences compared to those who had never considered resigning ( p = 0.008), e) who had been punished for reporting a bullying/mobbing incident compared to those who had not ( p = 0.001), and f) who considered the incident unimportant to be reported compared to those who avoided reporting due to other causes ( p = 0.048). This data highlights the need to establish effective and safe procedures for bullying/mobbing reporting, aiming to support bulling/mobbing victims and witnesses, and further to protect their legal rights. Both victims and witnesses of workplace bullying/mobbing need to be assessed by mental health professionals for PTSD symptoms in order to have access to effective treatment.

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Section: Discussionmentioning

confidence: 99%

Association Between Workplace Bullying Occurrence and Trauma Symptoms Among Healthcare Professionals in Cyprus

et al. 2020

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“…They also found that half of the sample had never considered leaving work and that one-third of the sample had a high level of intention to leave work for organizational and administrative reasons. Sungur et al (2019) found that the participants’ perceptions of cynicism behavior amplified their intention to leave work increased.…”

Section: Discussionmentioning

confidence: 94%

“…Cynicism in an organization can be explained as an intrinsic personality attribute that reflects negative sentiments and emotions like frustration and has adverse effects on an organization (Subgur et al , 2019). Organizational cynicism is not a new concept and has been long debated by industry practitioners and academic researchers.…”

Section: Introductionmentioning

confidence: 99%

Negative behaviors among employees: the impact on the intention to leave work

Durrah

Chaudhary²

2020

WJEMSD

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PurposeThis study examines the effect of three negative behaviors namely alienation behavior, cynicism behavior and silence behavior on employees’ intention to leave work in the telecommunication sector in the Sultanate of Oman.Design/methodology/approachUsing a simple random sampling technique, data was collected using a questionnaire from 204 employees working in two leading telecommunication service providing agencies (Omantel and Ooredoo) in Oman. The collected data was analyzed using structural equation modeling (SEM) through AMOS software.FindingsThe findings of the study indicate a significant effect of both cynicism behavior and work alienation behavior on employees’ intention to leave work while silence behavior did not appear to affect employees’ intention to leave work.Practical implicationsThe research suggests that the policymakers are required to take corrective measures and implement policies and work practices that ensure employees’ sincere engagement to work.Originality/valueThe findings contribute to the knowledge regarding the effect of employees’ negative behavior on the intention to leave work. The work is novel in the context of studying the effect in the Sultanate of Oman.

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“…It aims at measuring three main dimensions of cynicism: cognitive, emotional, and behavioral. It has been used by many scholars to measure cynicism of healthcare personnel, for instance (Sungur, et al, 2019) who conducted a study in the same field. Participants responded to statements such as "I find myself mocking up my organization's slogans and initiatives" using the 1-5 Likert Scale; where 1= completely disagree, 5= completely agree.…”

Section: Methods and Measuresmentioning

confidence: 99%

Why So Cynical? The Effect of Job Burnout as a Mediator on the Relationship Between Perceived Organizational Support and Organizational Cynicism

2021

EJBM

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The current study represents a noteworthy step towards a better understanding of how perceived organizational support influences burnout and cynicism of healthcare staff. It explores whether perceived organizational support reduces job burnout and organizational cynicism and whether job burnout plays a mediating role in the relationship between POS and organizational cynicism. Data were collected from 211 personnel working in the healthcare industry in Saudi Arabia. Findings indicate that a high level of perceived organizational support ameliorates the experienced burnout symptoms, and allay cynical attitudes, emotions, and behaviors at work. The study also unfolds that burnout is mediating the relationship between POS and organizational cynicism, which highlights the importance of properly managing burnout. The study suggested that healthcare organizations should imperatively provide the necessary organizational support wherever and whenever it is needed and utilize the appropriate interventions to minimize the effects of burnout and cynicism. This is the first study that analyzed the impact of POS on organizational cynicism through the mediating variable of job burnout, and the first paper that investigates POS, organizational cynicism, and job burnout of healthcare staff in a single study. It adds to the growing body of literature on antecedents of organizational cynicism, job burnout, and POS as a mean to reduce negative workplace phenomena.

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Paternalistic Leadership, Organizational Cynicism, and Intention to Quit One’s Job in Nursing

Cited by 32 publications

References 28 publications

Association Between Workplace Bullying Occurrence and Trauma Symptoms Among Healthcare Professionals in Cyprus

Association Between Workplace Bullying Occurrence and Trauma Symptoms Among Healthcare Professionals in Cyprus

Negative behaviors among employees: the impact on the intention to leave work

Why So Cynical? The Effect of Job Burnout as a Mediator on the Relationship Between Perceived Organizational Support and Organizational Cynicism

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