Using biodata as a predictor of errors, tardiness, policy violations, overall job performance, and turnover among nurses

Becton, J. Bret; Matthews, Michael; Hartley, David L; Whitaker, L Douglas

doi:10.1017/s1833367200000638

Cited by 5 publications

(5 citation statements)

References 72 publications

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“…Also, another study done in Egypt aimed to examine the relationship between organizational climate and nurses' job outcomes, and found that organizational climate was correlated to nurses' job outcome [21]. In Accordance with the literature, organizational climate is correlated with work effectiveness, nurses' job outcome and organizational performance that is considered as an important parameter in the nursing profession [22]. So, this study aims to explore the relation between organizational climate and nurses' job performance.…”

Section: Introductionmentioning

confidence: 93%

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Mohamed¹,

Gaballah²

2018

AJNR

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Background: Competent nurses' performance and typical work climate are targets that challenge hospital administrators to achieve likely results for success. A positive work climate leads to and sustains nurses' motivation and high performance. Aim: This study aimed to explore the relationship between organizational climate and nurses' performance. Material and methods: A quantitative descriptive correlational research design was utilized. A sample of 110 nurses was recruited from all inpatients' department of the Main Mansoura University Hospital. Tools of data collection: Personal and job characteristics of the participants, organizational climate questionnaire and nurses' performance evaluation. Results: The study findings highlighted that 51% of the nurses had positive work climate with a higher mean score (12.15±2.39) for customer service while the lowest mean score (5.65±3.1) for compensation. And 30.9 % of nurses had competent performance level with a higher mean score for hospital behavioral expectations domain (75.51±10.41), while the lowest mean score was for education domain (6.91±1.42). A significant relationship was found only between nurses' performance and age (8.44) and educational level (8.42). Conclusion: The study concluded that a statistically significant positive association was also identified between nurses' perception of work climate and job performance (.049). So, hospital administrators must push nurses' performance forward to a high level of competency through creating an exemplary work climate which values nurses, and allows them to share ideas, team spirit and creativity.

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Section: Introductionmentioning

confidence: 93%

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Mohamed¹,

Gaballah²

2018

AJNR

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“…Even in some studies, the score of white subjects was higher than that of black subjects, but this group difference was much smaller than that of cognitive ability test (Becton et al, 2012). Moreover, when biodata are used as a representative non-cognitive ability test combined with cognitive ability test, it can significantly increase the black group's admission rate and reduce the white group's admission rate (Bradburn et al, 2019).…”

Section: The Adverse Impact Of Biodatamentioning

confidence: 91%

Recent Ten Years of Biodata Research: Hotspots, Progress and Prospects

Song¹,

Wu²,

Wang³

2019

Proceedings of the 4th International Conference on Economy, Judicature, Administration and Humanitarian Projects (JAHP 2019)

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Biodata has been studied and applied for more than one hundred years and is considered as an ideal personnel selection tool because of its high predictive validity and low adverse impact. In recent ten years, many scholars have devoted themselves to the research of biodata and obtained many beneficial results. This paper summarizes the research achievements of biodata in recent ten years from the perspectives of theoretical research progress and applied research progress, among them, the progress in theoretical research is carried out from three aspects: keying method, response faking and adverse impact. The applied research progress is carried out from three aspects: employee turnover, job performance and academic performance. Finally, this paper puts forward the future research direction of biodata: the further discussion of biographical data concept, the further integration of theoretical content, and the further refinement of applied research.

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“…Researching registered nurses and licensed practical nurses in two different hospitals in the southeastern US, Becton and Matthews (2012) argue that the use of biodata (information related to an individual's personal background and life experiences) provides valid prediction of medical errors, tardiness, policy violations, and overall job performance. This is important because nursing quality has a signifi cant impact on patient outcomes.…”

Section: Design/methodology/approachmentioning

confidence: 99%

Introduction

2012

Journal of Management & Organization

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Using biodata as a predictor of errors, tardiness, policy violations, overall job performance, and turnover among nurses

Cited by 5 publications

References 72 publications

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Recent Ten Years of Biodata Research: Hotspots, Progress and Prospects

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