Perceived Organisational Support, Work Engagement and Organisational Citizenship Behaviour of Nurses at Victoria Hospital

Dumisani, Mathumbu; Dodd, Nicole

doi:10.1080/09764224.2013.11885497

Cited by 22 publications

(17 citation statements)

References 1 publication

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“…Saks, 2006;Rich et al, 2010;Rurkkhuma & Bartlettb, 2012;Ariani, 2013;Mathumbu & Dodd, 2013;Chhetri, 2017). These studies found that Employee Engagement is a strong predictor of OCB.…”

Section: S B Chhetrimentioning

confidence: 71%

Predictors and Outcomes of Employee Engagement: Empirical Study of Nepali Employees

Chhetri

2017

J. Bus. Mgt. Res.

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Engaged employees are the most sought-after resources in organizations across the globe. Efforts have been made by academicians and management consultants to help organizations understand the dynamics of Employee Engagement. Little is known, though, about Employee Engagement and its predictors and outcomes in the context of Nepali organizations. This study examined the relationship between predictors and outcomes of Employee Engagement among employees of Nepali organizations and tested its mediating effects. The study was conducted among 158 employees working in various organizations. Correlation, multiple regression, and bootstrapping methods were used to test the hypothesized relationships. The results in general found support for all the hypothesized relationships between predictor variables, viz.: Person-Organization Fit (P-O), Perceived Organizational Support (POS), and Employee Engagement. Likewise, Employee Engagement and outcome variables: Job satisfaction, Organizational Citizenship Behavior (OCB) and Counterproductive Work Behavior (CWB) were related too. Employee Engagement fully mediated the relationship between P-O Fit and OCB, POS and OCB, and POS and CWB while partially mediated the relationship between P-O Fit and Job satisfaction, P-O Fit and CWB and POS and Job satisfaction. The findings are discussed and implications identified.

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“…Saks, 2006;Rich et al, 2010;Rurkkhuma & Bartlettb, 2012;Ariani, 2013;Mathumbu & Dodd, 2013;Chhetri, 2017). These studies found that Employee Engagement is a strong predictor of OCB.…”

Section: S B Chhetrimentioning

confidence: 71%

Predictors and Outcomes of Employee Engagement: Empirical Study of Nepali Employees

Chhetri

2017

J. Bus. Mgt. Res.

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“…16,[24][25][26] There is much research linking nurses' individual and organizational factors to POS. Studies internationally identified age, personality, years of work experience, job tenure, gender, job conditions, rewards, and salary as significant predictors of POS 17 . 47 Using standard multivariate linear regression, bed capacities predicted the nurses' perceptions of organizational support suggesting a higher POS in nurses working in a high bed capacity institution.…”

Section: Discussionmentioning

confidence: 99%

“…In another study, nurses who perceived higher POS for nursing practice were more likely to report higher levels of job engagement and organizational citizenship behaviors than those perceiving organizational support to be weak . Furthermore, a higher level of POS positively related to work engagement and organizational citizenship behavior and contributed to innovative behaviors in nurses (Ko et al., 2015 and autonomy . A higher POS can therefore increase the intentions in the nurse …”

Section: Review Of Literaturementioning

confidence: 99%

“…An intuitive link between the POS and the various nurses' outcomes has been previously demonstrated in a number of studies internationally. [14][15][16][17]20,21,[23][24][25][26][27]29 The literature suggested that a supportive nurse practice environment was characterized by positive nurse-physician relations, strong nurse management at the unit level, and a sufficient hospital and organizational support, all of which had a strong positive impact on the quality of care provided by the nurse.…”

Section: Variablesmentioning

confidence: 99%

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Perceptions of organizational support and its impact on nurses’ job outcomes

et al. 2018

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“…Support from employers in workplaces where employees experience persistent conflict is essential. Mathumbu and Dodd (2013:87) have reported a positive correlation between job satisfaction and organisational support by managers. The organisational support from nurse managers implies that employers are fair and willing to create conducive working conditions, thereby minimising conflicts.…”

Section: Introductionmentioning

confidence: 99%

Use of scenarios to explore conflict management practices of nurse unit managers in public hospitals

Moeta

Rand

2019

Curationis

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Background Workplace conflict is common among nurses globally. Learning how to manage it may reduce related adverse consequences. Inappropriate management of conflict is attributed to decreased productivity, poor morale and financial loss for organisations. Nurse unit managers can play a key role by effectively managing workplace conflict in the units. Objectives To explore how nurse unit managers manage conflict in public hospitals and subsequently to make recommendations on how to optimise conflict management skills of nurse unit managers. Method A qualitative, explorative, descriptive and contextual study was conducted to explore how nurse unit managers managed conflict based on a scenario provided to them. Purposive sampling was used to select nurse unit managers working in three public hospitals. Eleven nurse unit managers participated in the study. Data were collected in two phases. In phase 1, a conflict scenario was developed in consultation with experienced nurse managers. The conflict scenario was used during phase 2, which involved individual face-to-face semi-structured interviews with nurse unit managers until data saturation. Tesch’s method of thematic synthesis was used to analyse the data. Literature review was undertaken to ascertain what is considered as an appropriate intervention in conflict management. Results Three themes emanated from data analysis: nurse unit managers managed conflict appropriately, nurse unit managers avoided the conflict and nurse unit managers managed conflict inappropriately. Conclusion While some of the nurse unit managers managed conflict appropriately, additional and continuous education and training is required to optimise the capacity and develop their conflict management competency. The findings could be integrated into orientation, training and preparation of nurse managers by health care organisations and educational institutions.

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Perceived Organisational Support, Work Engagement and Organisational Citizenship Behaviour of Nurses at Victoria Hospital

Cited by 22 publications

References 1 publication

Predictors and Outcomes of Employee Engagement: Empirical Study of Nepali Employees

Predictors and Outcomes of Employee Engagement: Empirical Study of Nepali Employees

Perceptions of organizational support and its impact on nurses’ job outcomes

Use of scenarios to explore conflict management practices of nurse unit managers in public hospitals

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