Person-Centered Work Environments in Health Care: Preliminary Test of a Theoretical Framework.

Rathert, Cheryl; Ishqaidef, Ghadir; May, Douglas R.

doi:10.5465/ambpp.2008.33659871

Cited by 25 publications

(55 citation statements)

References 13 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…One of the findings of this study, as predicted, shows that psychological safety affects affective commitment (H1). This evidence is in line with the research of Rathert et al, (2009). Increased psychological safety was associated with increased levels of employee commitment and engagement.…”

Section: Discussionsupporting

confidence: 81%

“…A few studies have illustrated that those high in affective commitment are more likely to engage in organizationally attitudes and behaviors such as extra effort as well as proactive and innovative behaviors similar to employee voice (Strauss et al, 2009). Specifically, there is only one study by Rathert et al, (2009) which investigate the positive relationship between affective commitment and employee voice. In this context, employees experiencing psychological safety at work might feel free to be themselves and take decisions freely (Rao-Nickholson et al, 2015) through affective commitment.…”

Section: Psychological Safety -Affective Commitment -Prosocial Voicementioning

confidence: 99%

“…It is because a psychologically safe environment provides employees with high quality interpersonal relationships and feeling of attachment to the organization which in return may foster affective commitment. One of the more recent studies (Rathert et al, 2009) have found that psychological safety is significantly and positively related to affective commitment. Therefore we hypothesized:…”

Section: Psychological Safety -Affective Commitment -Prosocial Voicementioning

confidence: 99%

See 2 more Smart Citations

The Relationship between Psychological Safety and Employee Voice: The Mediation Role of Affective Commitment and Intrinsic Motivation

Uğurlu¹,

Ayas²

2016

isader

View full text Add to dashboard Cite

In this quantitative research, we enhance understanding of psychological safety on employee voice behavior by examining mediating role of affective commitment and intrinsic motivation. We examined these relationships among 151 research assistants working full-time for universities. The results suggest that psychological safety is significantly associated with affective commitment whereas it does not significantly influence intrinsic motivation. Furthermore, employee voice behavior is affected by intrinsic motivation but not by affective commitment. Lastly, while affective commitment plays an important role as mediator in the relationship between psychological safety and employee voice although intrinsic motivation does not have a mediating effect. We discuss the implications of these findings for both theory and practice.

show abstract

Section: Discussionsupporting

confidence: 81%

Section: Psychological Safety -Affective Commitment -Prosocial Voicementioning

confidence: 99%

Section: Psychological Safety -Affective Commitment -Prosocial Voicementioning

confidence: 99%

See 1 more Smart Citation

The Relationship between Psychological Safety and Employee Voice: The Mediation Role of Affective Commitment and Intrinsic Motivation

Uğurlu¹,

Ayas²

2016

isader

View full text Add to dashboard Cite

show abstract

“…Hitherto there have been few empirical studies that integrate these constructs (Kara et al 2004;Rathert et al 2009). …”

Section: Discussionmentioning

confidence: 99%

The role of corporate culture, market orientation and organisational commitment in organisational performance

Pinho

Rodrigues

Dibb

2014

Journal of Management Development

116

View full text Add to dashboard Cite

Purpose -The study proposes a conceptual framework that explores the relationships among the following constructs: corporate/organisational culture, market orientation, organisational commitment and organisational performance in non-profit organisations.Design/methodology/approach -In line with previous studies in the field, a quantitative research design was adopted. The data collection was performed through a mail survey of a sample of Portuguese non-profit organisations operating in the area of health. Structural equation modelling was used as a means to analyse the hypothesised relationships.Findings -Results have shown that organisational culture impacts on organisational performance. Concerning the market orientation consequences, the study results suggest that higher levels of market orientation result in both high levels of organisational commitment and organisational performance. Results also suggest that organisational commitment does not affect performance in a very significant way. Research limitations/implications -The study was restricted to non-profit organisations, particularly those operating in the area of health and used cross-sectional data to test the research model and hypotheses. Whilst these findings remain valid, they cannot be used for universal generalisations. This study has significant theoretical and practical implications.Practical implications -Practitioners and researchers agree that organisational culture may lead to different performance results, although little attention has been given to this issue. The study is useful for understanding organisational culture, market orientation, organisational commitment and organisational performance in non-profit organisations. This paper examines the relationships among these constructs within the specific context of non-profit organisations. This context is worthy of attention because these organisations are required to adopt a different attitude to their funding sources and organisational strategies than their commercial counterparts (Macedo and Pinho, 2006). In other words, non-profit organisations have to find creative new ways of managing their scarce resources in order to accomplish their goals. In contrast to the private sector, in which organisations profits among their stakeholders, non-profit organisations exist primarily to fulfil the social, philosophical, moral or religious values of their founders (Jeovans, 1992;Macedo and Pinho, 2006). 4 The data in this study is gathered in the non-profit health sector. The quantitative research design involves a mail survey targeted at Portuguese non-profit organisations that provide health services. Structural equation modelling was used to analyse the hypothesised relationships. Studying these relationships within this particular setting is timely, as studies of organisational culture in non-profit health organisations are limited, and the influence of the healthcare working environment on individuals and organisational outcomes has been neglected by researchers (Rathert et a...

show abstract

“…Psychological safety means that regardless of rank in an organization, employees feel that they can point out situations that are ineffective or dangerous, and they can legitimately question decisions of others. Psychological safety has received some research attention as a focus for how the work environment can be improved, and in addition, for improving patient outcomes (Edmondson et al, 2001;Halbesleben and Rathert, 2008;Nembhard and Edmondson, 2006;Nembhard et al, 2009;Rathert et al, 2009). Given that psychological safety has been demonstrated as being important for positive health care outcomes, research must now focus on identifying elements that increase psychological safety.…”

Section: Discussionmentioning

confidence: 96%

Medical Error Disclosure Training: Evidence for Values-Based Ethical Environments

Rathert

Phillips

2010

J Bus Ethics

Self Cite

View full text Add to dashboard Cite

show abstract

Person-Centered Work Environments in Health Care: Preliminary Test of a Theoretical Framework.

Cited by 25 publications

References 13 publications

The Relationship between Psychological Safety and Employee Voice: The Mediation Role of Affective Commitment and Intrinsic Motivation

The Relationship between Psychological Safety and Employee Voice: The Mediation Role of Affective Commitment and Intrinsic Motivation

The role of corporate culture, market orientation and organisational commitment in organisational performance

Medical Error Disclosure Training: Evidence for Values-Based Ethical Environments

Contact Info

Product

Resources

About