Psychological coherence, inclusive leadership and implicit absenteeism in obstetrics and gynecology nurses: a multi-site survey

Jin, Yu; Bi, Qingquan; Song, Guiqi; Wu, Jun; Ding, Hui

doi:10.1186/s12888-022-04137-1

Cited by 11 publications

(18 citation statements)

References 42 publications

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“…Second, inclusive leadership, perceived organizational support, and presenteeism were all negatively correlated, i.e., the higher the nurses' perceived level of inclusive leadership, the lower their presenteeism, consistent with the research by Jin Y et al [ 20 ]. Leadership styles impact clinical nurses, patient experience, work quality, and work environment [ 21 ].…”

Section: Discussionsupporting

confidence: 87%

The moderating effect of perceived organizational support on presenteeism related to the inclusive leadership

Wang,

Qin,

Zhang

et al. 2024

BMC Nurs

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Aim This study aimed to assess inclusive leadership and presenteeism among clinical nurses and to examine the moderating effect of perceived organizational support on presenteeism related to the inclusive leadership among nurses. Background Nurses’ presenteeism has become common. In hospitals, inclusive leadership is an acknowledged leadership style that has a positive influence on nurses. However, little emphasis has been paid to research on their relationships and moderating effect. Methods A cross-sectional study was undertaken to assess 2222 nurses using a general information questionnaire, Stanford Presenteeism Scale (SPS-6), Perceived Organisational Support Scale, and Inclusive Leadership Scale. Study variables were analyzed using descriptive statistics, correlation, and structural equation modelling (SEM). Results Presenteeism was relatively severe among clinical nurses. There were correlations between inclusive leadership, perceived organizational support and presenteeism. Perceived organizational support moderated the relationship between inclusive leadership and presenteeism. Discussion and conclusion Nursing managers should actively adopt an inclusive leadership style and improve nurses' sense of perceived organizational support to improve clinical nurses' presenteeism behaviors. Implications for nursing policy and practice Healthcare organizations and nursing managers should pay attention to the psychological needs of their nurses, provide complete understanding and support, encourage staff to actively participate in their work and contribute new ideas and opinions, reduce the incidence of presenteeism, and improve nurses' sense of well-being at work.

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Section: Discussionsupporting

confidence: 87%

The moderating effect of perceived organizational support on presenteeism related to the inclusive leadership

Wang,

Qin,

Zhang

et al. 2024

BMC Nurs

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“…High workload and ethically challenging duties are major problems for obstetric nurses (Holmlund et al, 2022). Feelings of powerlessness, work pressure, and work frustration among obstetrics and gynecology nurses are common in the work environment (Jin et al, 2022). Investigations have shown that obstetric nurses have psychological problems such as fear and hypochondria under the COVID-19 epidemic (Wu et al, 2021).…”

Section: Departmentmentioning

confidence: 99%

Psychological capital has a positive correlation with humanistic care ability among nurses

Liu

Yan

et al. 2022

Front. Psychol.

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ObjectiveWith the improvement in health awareness, humanistic care ability of nurses has become a focus of public attention. The aim of the study was to confirm the relationship between psychological capital and humanistic care ability of nurses, and to provide suggestions on improving the humanistic care ability of nurses.MethodsA cross-section survey was conducted. Three hundred thirty-nine nurses were recruited from a tertiary general hospital in Taizhou, China. Psychological capital and humanistic care ability were measured using a self-reported questionnaire. Correlation analysis and stepwise multiple regression analysis were performed to analyze the correlation between psychological capital and humanistic care ability.ResultsThe psychological capital and humanistic care ability scores were 91.57 ± 13.96 and 189.08 ± 20.37, respectively. Differences in psychological capital scores across professional titles (F = 4.88, p = 0.01), departments (F = 3.69, p < 0.001), years of work (F = 4.68, p < 0.001), and marital status (t = 3.25, p < 0.001) were statistically significant. There were statistical differences for the humanistic care ability scores among nurses based on marital status (p = 0.01). The total psychological capital scores and the four sub-dimensions scores were positively correlated with the humanistic care ability scores among nurses. Self-efficacy was the main predictor of nurses’ humanistic care ability.ConclusionPsychological capital positively affected the humanistic care ability of nurses. Self-efficacy was the main predictor of humanistic care ability. Nursing managers can formulate strategies from the perspective of positive psychology to improve humanistic care ability of nurses.

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“…Implicit absenteeism refers to a state where employees may be physically present at work but are emotionally or mentally disengaged, resulting in decreased job performance and overall contribution to the workplace [ 19 ]. While this term may not be widely used in the literature, the concept aligns with the broader understanding of presenteeism, which involves employees being on the job but not fully engaged or productive [ 20 ].…”

Section: Introductionmentioning

confidence: 99%

“…This may manifest as reduced productivity, lack of focus, and an overall decline in job performance [ 22 ]. Implicit absenteeism can also impact nurses’ performance in the workplace, such as reduced patient interaction, reduced awareness of occupational protection, and lack of participation in professional development [ 23 – 25 ]. Research has suggested a negative relationship between nurse burnout, a concept closely related to implicit absenteeism, and job performance.…”

Section: Introductionmentioning

confidence: 99%

The mediating role of perceived social support on the relationship between lack of occupational coping self-efficacy and implicit absenteeism among intensive care unit nurses: a multicenter cross‑sectional study

Lin,

Fu,

Sun

et al. 2024

BMC Health Serv Res

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Background Implicit absenteeism is very common among nurses. Poor perceived social support of intensive care unit nurses has a negative impact on their mental and physical health. There is evidence that lack of occupational coping self-efficacy can promote implicit absenteeism; however, the relationship between lack of occupational coping self-efficacy in perceived social support and implicit absenteeism of intensive care unit nurses is unclear. Therefore, this study aimed to evaluate the role of perceived social support between lack of occupational coping self-efficacy and implicit absenteeism of intensive care unit nurses, and to provide reliable evidence to the management of clinical nurses. Methods A cross-sectional study of 517 intensive care unit nurses in 10 tertiary hospitals in Sichuan province, China was conducted, of which 474 were valid questionnaires with a valid recovery rate of 91.6%. The survey tools included the Chinese version of Implicit Absenteeism Scale, the Chinese version of Perceived Social Support Scale, the Chinese version of Occupational Coping Self-Efficacy Scale and the Sociodemographic characteristics. Descriptive analysis and Pearson correlation analysis were performed using SPSS version 22.0, while the mediating effects were performed using AMOS version 24.0. Results The average of intensive care unit nurses had a total implicit absenteeism score of (16.87 ± 3.98), in this study, the median of intensive care unit nurses’ implicit absenteeism score was 17, there were 210 intensive care unit nurses with low implicit absenteeism (44.3%) and 264 ICU nurses with high implicit absenteeism (55.7%). A total perceived social support score of (62.87 ± 11.61), and a total lack of occupational coping self-efficacy score of (22.78 ± 5.98). The results of Pearson correlation analysis showed that implicit absenteeism was negatively correlated with perceived social support (r = -0.260, P < 0.001) and positively correlated with lack of occupational coping self-efficacy (r = 0.414, P < 0.001). In addition, we found that perceived social support plays a mediating role in lack of occupational coping self-efficacy and implicit absenteeism [β = 0.049, 95% CI of (0.002, 0.101)]. Conclusions Intensive care unit nurses had a high level of implicit absenteeism with a moderate level of perceived social support and lack of occupational coping self-efficacy. Nursing managers should pay attention to the nurses those who were within low levels of social support and negative coping strategies, and take measures to reduce intensive care unit nurses’ professional stress, minimize implicit absenteeism.

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Psychological coherence, inclusive leadership and implicit absenteeism in obstetrics and gynecology nurses: a multi-site survey

Cited by 11 publications

References 42 publications

The moderating effect of perceived organizational support on presenteeism related to the inclusive leadership

The moderating effect of perceived organizational support on presenteeism related to the inclusive leadership

Psychological capital has a positive correlation with humanistic care ability among nurses

The mediating role of perceived social support on the relationship between lack of occupational coping self-efficacy and implicit absenteeism among intensive care unit nurses: a multicenter cross‑sectional study

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