Role Definition as a Moderator of the Relationship Between Safety Climate and Organizational Citizenship Behavior Among Hospital Nurses

Clark, Olga L.; Zickar, Michael J.; Jex, Steve M.

doi:10.1007/s10869-013-9302-0

Cited by 35 publications

(53 citation statements)

References 59 publications

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“…Safety is a primary concern in healthcare settings because patients’ lives are on the line, with disease transmission and injury due to accidents (e.g., needle sticks) being particularly notable (Clark, Zickar, & Jex, 2014). We focus on the safety compliance component of safety performance, which is most related to core safety behaviors and task performance (Griffin & Neal, 2000).…”

mentioning

confidence: 99%

Intervention effects on safety compliance and citizenship behaviors: Evidence from the work, family, and health study.

Hammer¹,

Johnson²,

Crain³

et al. 2016

Journal of Applied Psychology

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We tested the effects of a work-family intervention on employee reports of safety compliance and organizational citizenship behaviors in 30 healthcare facilities using a group-randomized trial. Based on Conservation of Resources theory and the Work-Home Resources Model, we hypothesized that implementing a work-family intervention aimed at increasing contextual resources via supervisor support for work and family and employee control over work time would lead to improved personal resources and increased employee performance on the job in the form of self-reported safety compliance and organizational citizenship behaviors. Multilevel analyses used survey data from 1,524 employees at baseline, 6-month and 12-month post-intervention follow-ups. Significant intervention effects were observed for safety compliance at the 6-month and organizational citizenship behaviors at the 12-month follow-ups. More specifically, results demonstrate that the intervention protected against declines in employee self-reported safety compliance and organizational citizenship behaviors, compared to employees in the control facilities. The hypothesized mediators of perceptions of family supportive supervisor behaviors, control over work time, and work-family conflict (work-to-family conflict, family-to-work conflict) were not significantly improved by the intervention. However, baseline perceptions of family supportive supervisor behaviors, control over work time, and work-family climate were significant moderators of the intervention effect on the self-reported safety compliance and organizational citizenship behavior outcomes.

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mentioning

confidence: 99%

Intervention effects on safety compliance and citizenship behaviors: Evidence from the work, family, and health study.

Hammer¹,

Johnson²,

Crain³

et al. 2016

Journal of Applied Psychology

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“…Clark et al. () reported that nurses in a workplace with high safety climate are more likely to display altruism and extend additional effort. Outcomes of work environments characterized by a greater degree of engagement in prosocial organisational behaviours include reduced absenteeism and turnover (Regts & Molleman, ), job satisfaction (Chu & Hsu, ; Tsang et al., ), and patient reported quality of care (Sutharjana et al., ).…”

Section: Resultsmentioning

confidence: 99%

“…Therefore, attention to nurse managers' leadership style is an essential component of fostering OCB and building a healthy work environment. By transformational and relational leadership, nurse managers should build work environments that are characterized by trust (Hsu et al., ), justice (Altuntas & Baykal, ) and a strong safety climate (Clark et al., ; Mattson et al., ) to encourage nurses' participation in organisational citizenship behaviours.…”

Section: Discussionmentioning

confidence: 99%

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An integrative review of nurses' prosocial behaviours contributing to work environment optimization, organizational performance and quality of care

et al. 2018

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Nurse managers should recognize the influence of leadership style and characteristics in the work environment that encourage employee participation in prosocial behaviours. These additional voluntary efforts by nursing staff may improve organisational effectiveness and quality of care. Inclusion of these behaviours in performance reviews and as cultural norms may help to foster a more collaborative work environment.

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“…Several studies were reviewed to better understand OCB (Clark, Zickar, & Jex, ; Lemoine et al., ; Organ, ; Podsakoff, Podsakoff, MacKenzie, Maynes, & Spoelma, ). Organisational citizenship behaviour is described as benefiting the organisation, clients, and employees through fulfilment of various needs (Daft, ; Ince & Gül, ; Senior & Swailes, ).…”

Section: Introductionmentioning

confidence: 99%

Organisational citizenship behaviour: Sensitization to an organisational phenomenon

O'Grady

2018

J Nurs Manag

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Role Definition as a Moderator of the Relationship Between Safety Climate and Organizational Citizenship Behavior Among Hospital Nurses

Cited by 35 publications

References 59 publications

Intervention effects on safety compliance and citizenship behaviors: Evidence from the work, family, and health study.

Intervention effects on safety compliance and citizenship behaviors: Evidence from the work, family, and health study.

An integrative review of nurses' prosocial behaviours contributing to work environment optimization, organizational performance and quality of care

Organisational citizenship behaviour: Sensitization to an organisational phenomenon

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