The role of team climate in the management of emotional labour: implications for nurse retention

Cheng, Cindy; Bartram, Timothy; Karimi, Leila; Leggat, Sandra G.

doi:10.1111/jan.12202

Cited by 84 publications

(91 citation statements)

References 107 publications

(181 reference statements)

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“…Even more so, people can form groups that are not work teams, e.g., societies and clubs, which require different measurements of climate. In sum, the direct approach so far only applies to specific teams and is hence mostly applied in organizational work team research (Anderson & West, 1998;Cheng et al, 2013;Zhu et al, 2016).…”

Section: Direct Approachmentioning

confidence: 99%

Conceptualizing and Measuring Group Openness and Cohesion as Dimensions of Group Personality

Deckers¹,

Altmann²,

Roth³

2018

PSYCH

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Groups exhibit behavioral consistencies similar to individuals, such as making more or less bold decisions or struggling more or less frequently. However, previous research findings focus only on specific dimensions of groups instead of the general structure of group personality. Based on previous research findings on group and team efficiency, we derived two basic dimensions of group personality, group openness and cohesion, representing the group's outward and inward orientation, respectively. We present the "Group Openness and Cohesion Questionnaire" (GOCQ) as a measure to assess these two group personality dimensions in groups independent of their context. Confirmatory factor analysis confirmed the proposed two-dimensional structure with good to excellent psychometric properties. Evidence of validity is provided through group age, group size, and by the fact that the ratings reflect team characteristics. In general, the results support the conceptualization of these two basic dimensions of group personality and provide first indications of validity of the presented measure GOCQ.

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Section: Direct Approachmentioning

confidence: 99%

Conceptualizing and Measuring Group Openness and Cohesion as Dimensions of Group Personality

Deckers¹,

Altmann²,

Roth³

2018

PSYCH

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“…This suggested that nurses, who display higher levels of surface acting, also reported experiencing higher levels of interaction stress. Similarly, Cheng et al (2013) reported that surface acting (in the form of faking unfelt emotions) has a significant negative influence on the quality of care as perceived by patients. Chou et al (2012) also found that surface acting is positively related to emotional exhaustion, whilst also being negatively related to job satisfaction.…”

Section: The Effect Of Emotional Labour and Shift Work On Pwbwmentioning

confidence: 99%

“…In step two, based on previous research, the most salient component of emotional labour related to well-being in nurses, i.e. surface acting (Cheng, 2013, Chou, 2012, was included in the model. In step three the total score of the measure of the PESW was entered, in addition to the other predictors already in the model (model 3).…”

Section: Predictors Of Psychological Wellbeing At Workmentioning

confidence: 99%

Shift work, emotional labour and psychological well-being of nursing staff

Vermaak

Görgens-Ekermans

Nieuwenhuize

2017

mjcmi

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“…The processes described generally suggest that a heavy workload, which is at the root of many of the problems noted, is associated with a high level of stress, lower job satisfaction and an increased likelihood that nurses will leave their jobs . Other studies have found links between job satisfaction and turnover intention and between supervisor and organizational support (Brunetto et al, 2013) and co-worker relationships (Cheng et al, 2013;Tourangeau and Cranley, 2006). A study by O'Brien-Pallas and colleagues (2010) found that higher levels of role ambiguity and role conflict were associated with higher turnover rates.…”

Section: Literature Reviewmentioning

confidence: 99%

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

Côté

2016

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Summary Based on the life course perspective and the sociology of individuation, this article aims to examine the temporal processes at work in the decision of nurses to leave their jobs and the role played by different life contexts in guiding this decision. A qualitative study was conducted with nurses in order to gain an in-depth understanding of the reasons why so many young nurses decide to leave their jobs. The theoretical perspective used focuses on the importance of considering the interaction between the different spheres of a person’s life, the social environment in which they live and the work-related decisions they make. We conducted life-narrative interviews during which the nurses were asked about their overall work trajectory and the events in their work, personal, family, and social lives which, in their opinion, contributed to their decision to leave their jobs. A total of 26 nurses under the age of 35 were interviewed. The data analysis helped to identify several job-leaving pathways structured around three main dimensions: 1- the temporal aspects of the job-leaving pathways (short or long term); 2- the nurses’ subjective work experience; and 3- the stage in the nurses’ work lives or personal lives in which they found themselves when they made the decision. The findings reveal that the nurses’ decision to leave their jobs represents a complex process that developed over a short or longer period of time and involved various dimensions of their lives. Our analysis brought out two sources of tension underlying the nurses’ decision to leave their jobs: 1- a gap between their expectations regarding the possibilities for self-realization in their jobs and the concrete realities of work; and 2- a job situation that limited the possibilities to self-realize in other spheres of their lives.

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The role of team climate in the management of emotional labour: implications for nurse retention

Abstract: The establishment of a strong team climate may help nurses to manage the emotional demands of their role, promote their well-being and retention.

Cited by 84 publications

References 107 publications

Conceptualizing and Measuring Group Openness and Cohesion as Dimensions of Group Personality

Conceptualizing and Measuring Group Openness and Cohesion as Dimensions of Group Personality

Shift work, emotional labour and psychological well-being of nursing staff

Understanding Turnover as a Lifecycle Process: The Case of Young Nurses

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