Freiwillig mehr tun? Organizational Citizenship Behavior im Krankenhaus - ein Vergleich zwischen Ärzten und Pflegekräften

Impact of a Chaxu Atmosphere on Nurses' Organizational Responsibility behavior-The Mediating Roles of Envy and Silence

Background

Chaxu atmosphere refers to the degree of differences, like the ripple effects in water, of the association between group members and the leader of the group resource. Unlike Western culture, China’s nurses have been working in Chaxu atmosphere, which may boost their negative emotion and influence their workplace behavior.

Purpose

This study aimed to clarify the chain-mediating role of envy and silence in the association between Chaxu atmosphere and organizational responsibility behavior.

Methods

A cross-sectional online survey was conducted, and a multistage stratified sampling method was employed to collect data. The study was conducted from September to October 2020 in China. Totally, 1740 nurses were recruited, and 1221 valid responses were collected. Socio-demographic factors, Chaxu atmosphere, employee envy, employee silence, and organizational responsibility behavior were assessed using questionnaires that included the Chaxu Atmosphere Scale, Employee Envy Scale, Employee Silence Scale, and Organizational Responsibility Behavior Scale. Hierarchical multiple regression was used to identify clusters of interrelationships among Chaxu atmosphere, envy, silence, and organizational responsibility behavior in nursing settings.

Results

Though the Chaxu atmosphere did not directly influence the organizational responsibility behavior of Chinese nurses, its effect is mediated by a chain of envy and silence. First, Chaxu atmosphere evoked envy in the nurses (β=−0.040, P<0.001), thereby leading to decreased organizational responsibility behavior. Second, the Chaxu atmosphere promoted silence toward organizational issues (β=−0.057, P<0.001), resulting in decreased organizational responsibility behavior. Third, the Chaxu atmosphere evoked envy in the nurses, which contributed to the formation of silence (β=−0.025, P<0.001), resulting in a further decrease in organizational responsibility behavior.

Conclusion

Nurses working in a high-level Chaxu atmosphere are prone to remaining silent on critical organizational issues due to increased envy, which subsequently reduces their organizational responsibility behavior. A better understanding of the association between the Chaxu atmosphere and workplace behavior will help nursing managers to foster harmonious relationships between nurses and their teams and to improve each individual’s organizational responsibility behavior

A model of nurses' intention to care of patients with COVID-19: Mediating roles of job satisfaction and organisational commitment

Aim and Objectives

This study aims to test the hypothesis that job satisfaction and organisational commitment might play a mediating roles between workload, quality of supervision, extra‐role behaviour, pay satisfaction and intention to care of patients with COVID‐19.

Background

Given the high incidence of coronavirus and shortage of nurses in Iranian hospitals, learning about nurses’ intention to care for patients with COVID‐19 is important.

Design

In this cross‐sectional study, 648 Iranian nurses were surveyed during March 2020. The online questionnaire consisted of two parts. The mediating role was explored for the following: job satisfaction and commitment in the association of workload, quality of supervisor, extra‐role behaviours, and pay satisfaction with the intention to care. The study adhered to STROBE checklist for cross‐sectional studies.

Results

The results of this study show that job satisfaction and organisational commitment mediated the relationship of nurses’ workload, quality of supervisor, extra‐role behaviours, and pay satisfaction with the intention to care for patients with COVID‐19.

Conclusion

The results of the study indicate the importance of job satisfaction and organisational commitment as mechanisms that help to understand the association of nurses’ workload, quality of supervisor, extra‐role behaviours and pay satisfaction with the intention to care during the COVID‐19 pandemic.

Relevance to clinical practice

Hospital managers need to attend to the role of nurses’ job satisfaction and other organisational factors to ensure that they can cope with the challenges of the COVID‐19 pandemic.

Relationship between Organizational Citizenship Behavior and Social Capital: Survey from Hospital Setting

Background: The importance of organizational citizenship behavior in the hospital is increasing positive relationships between employees and engages them in organizational activities.Methods: This study is a descriptive-correlation survey, the research population consisted of all the staff of selected hospital of IUMS, and 312 of them were chosen based on the formulas and were selected by two-stage sampling. The tools used in the study were two questionnaires.Results: The mean and standard deviation of the two components of social capital and citizenship behavior were moderate.Conclusion: Strengthening the components of employee's citizenship behavior can increase the staff's satisfaction and productivity while increasing social capital in hospitals.

Inquiry into short-term learning on Japanese rural islands: a qualitative study

BACKGROUND

Community-based medical education (CBME) improves the learning of medical students. The outcomes depend on the circumstances in which students learn. So far, there has been no study on the short-term learning experienced by medical students on rural islands in Japan; hence, we specifically explored this in the case of islands in Okinawa.

METHODS

We conducted one-on-one semi-structured interviews with seven medical students and three focus groups, each comprising three medical students. All subjects underwent a three-day clinical training on the rural islands of Okinawa, Japan. All sessions were audio-recorded and transcribed verbatim. We analysed the contents of the interview using the Steps for Coding and Theorisation.

RESULTS

Ten concepts were extracted and four themes generated: 1) rural resources and environments, 2) interaction with inhabitants, 3) rural physicians' skills, and 4) proposed revisions. These themes and concepts provide valuable insights into the dynamics of medical care on rural islands as well as the benefit of this experience for students trained in urban contexts. The participants learned the importance of collaborating with multiple professionals in ways specific to each rural context. By interacting with various islanders, they developed an understanding of the different cultural backgrounds in which rural physicians work and their ability to adapt to each. This experience motivated them to pursue studies on rural medicine upon return to the mainland.

CONCLUSION

This study shows that a short-term learning experience on rural islands in Japan may help medical students understand specific rural resources and their importance, the interconnections among the inhabitants, and the competency of primary care physicians.

Organisational support, organisational identification and organisational citizenship behaviour among male nurses

AIMS

The purpose of this study was to explore the relationship between organisational support, organisational identification, and organisational citizenship behaviour and the predictors of organisational citizenship behaviour in Taiwanese male nurses.

BACKGROUND

The turnover rate among male nurses is twice that of female nurses. Organisational citizenship behaviour is the predictor of turnover intention. Little information is available on the relationship between organisational support, organisational identification and organisational citizenship behaviour, particularly for male nurses.

METHODS

Data were collected in 2010 from a questionnaire mailed to 167 male nurses in Taiwan. A cross-sectional survey with simple sampling was used in this study.

RESULTS

The results showed that organisational identification and organisational support were correlated with organisational citizenship behaviour. Organisational distinctiveness, organisational support of work conditions and the type of organisation were the main predictors of organisational citizenship behaviour. Together they accounted for 40.7% of the total variation in organisational citizenship behaviour. Organisational distinctiveness was the most critical predictor, accounting for 29.6% of the variation.

CONCLUSION

Organisational support and organisational identification have positive relationships with organisational behaviour. Organisational distinctiveness is an important factor in explaining organisational citizenship behaviour in male nurses.

IMPLICATIONS FOR NURSING MANAGEMENT

This finding provides concrete directions for managers to follow when providing organisational identification, in particular, the organisational distinctiveness will help male nurses to display increasingly more organisational citizenship behaviour.