Sabine Pohl

Beyond the tradition: test of an integrative conceptual model on nurse turnover

AIM This paper aimed to extend research on nurse turnover by developing and testing a theoretical model of turnover intention that includes two emergent key off-the-job constructs, work-family conflict (WFC) and community embeddedness (CE). BACKGROUND Nurse turnover is considered one of the most significant issues in health care. There is a considerable body of knowledge that has focused on the study of the on-the-job factors of nurse turnover, showing the important role of job attitudes. Recently, WFC and job embeddedness (JE) have been identified as variables that could help explain levels of nurse turnover. METHODS Using structural equation modelling from a cross-sectional survey, the relationships between the variables were explored in a sample of 440 nurses from an Italian public hospital. The questionnaire measures demographic data and psychosocial factors such as job satisfaction, organizational commitment, WFC, CE and turnover intentions. RESULTS The findings supported the importance of non-work dimensions in turnover models. CONCLUSIONS The results suggest that when studying turnover phenomena in health organizations, the extra-work domains (WFC and JE) can contribute to a decrease in the intention to leave, in addition to the more typically emphasized attitude dimension.

THE IMPACT OF PERCEIVED ORGANIZATIONAL COMMITMENT AND LEADER COMMITMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOUR

Prior studies have shown that commitment to the organization is related to organizational citizenship behaviour (OCB). The target of organizational commitment is the organization itself. So the organizational citizenship behaviour most likely to be influenced by this commitment is OCB-oriented organization (Masterson, Lewis, Goldman & Taylor, 2000; Cohen, 1999). Given that workers are the targets of supervisor commitment and work group commitment, the behaviour most likely to be affected by this commitment is supervisor and worker-oriented behaviour. The results provide support for the idea that organizational commitment is associated with OCB-oriented organization.

The role of supervisor emotional support on individual job satisfaction: A multilevel analysis

INTRODUCTION Supervisor emotional support is a strong determinant of job satisfaction. There is no study examining the effect of supervisor emotional support at the group level on job satisfaction. Multilevel statistical techniques can help disentangle the effects of subjective assessments from those of group factors. AIM The studys aim was to examine the moderating role of supervisor emotional support (group-level variable) on the relationship between work engagement and job satisfaction (individual-level variables). METHOD A cross-sectional study was performed in 39units from three Belgian hospitals. A total of 323 nurses completed a self-reported questionnaire. We carried out a multilevel analysis by using Hierarchical Linear Modeling. RESULTS The results showed that the cross-level interaction was significant. Hence, at individual-level, the nurses with high levels of work engagement showed high levels of job satisfaction and this relationship was stronger when supervisor emotional support at group-level was high. CONCLUSIONS Contextual differences among groups had an impact on the form of the work engagement-job satisfaction relationship. This relationship between work engagement and job satisfaction is an individual and group level phenomenon. Ways to enhance emotional supervisor support include training supervisors in providing support and enhancing communication between nurses and supervisors.

L’auto efficacité créative, la flexibilité cognitive et le soutien à l’innovation comme antécédents du comportement innovant

Resume La necessite d’innover est une preoccupation pour bon nombre de praticiens et de chercheurs. Cette recherche vise a mettre en evidence le role de la flexibilite cognitive et du climat d’equipe centre sur le soutien a l’innovation dans le developpement du comportement innovant au travail. Le role mediateur de l’auto efficacite est teste. Les resultats confirment que la flexibilite cognitive et le climat d’equipe centre sur le soutien a l’innovation sont des antecedents du comportement innovant.

Psychological contracts and their implications for job outcomes: A social exchange view

This article explores the relationship between on the 1 hand psychological contract fulfilment and affective commitment and on the other hand, normative commitment and job satisfaction. We hypothesized that the perceived supervisor support (PSS) and the perceived organizational support (POS) mediate the relationship between the fulfilment of the psychological contract, commitment and job satisfaction. The sample consists in 337 soldiers in training. In order to test our model, we used 3 measures of psychological contract fulfilment (economic, socioemotional and developmental), PSS and POS measures as well as attitudes. Results show that the developmental psychological contract is related to affective and normative organizational commitment and job satisfaction whereas socioemotional fulfilment is unrelated to affective commitment. Psychological contract fulfilment has a greater impact on normative commitment than affective commitment. Results show also that only PSS plays a mediating role in psychological contract processes. Several implications emerge from this study. First, in a military context, it is important to strengthen the developmental psychological contract. Second, it is essential for organizations to place greater emphasis on encouraging supervisors to establish healthy working relationships with newcomers.

La qualité de la relation leader/membre et les comportements innovants : le rôle modérateur de la résistance au changement

Resume Si bon nombre de recherches ont montre que la qualite de la relation superviseur/membre est associee positivement au comportement innovant (Basu & Green, 1997; Scott & Bruce, 1994a; Sanders, Moorkamp, Torka, Groeneveld, & Groeneveld, 2010), d’autres recherches ont par contre demontre une absence de relation entre ces deux variables (Rosing, Frese, & Bausch, 2011; Volmer, Spurk, & Niessen, 2012). Cette recherche a pour objectif d’examiner le role moderateur de la resistance au changement dans la relation entre la qualite de la relation leader/membre et les comportements innovants. Les resultats issus de 160 travailleurs provenant d’une organisation confirment cette hypothese.

The impact of perceived organizational support and job characteristics on nurses’ organizational citizenship behaviours

This study sets out to examine the relationships between job characteristics, Perceived Organisational support (POS) and Organizational citizenship behaviours (OCB). The mediating role of intrinsic motivation was additionally examined. Although the effects of Perceived Organisational support on Organisational citizenship behaviours are well-documented, few studies have examined the role of job characteristics and intrinsic motivation on organisational citizenship behaviours. Yet, there appear to be natural links between job characteristics, intrinsic motivation and OCB. The sample of the study included a total of 422 nurses. Subjects were recruited from different hospitals located throughout Belgium. Data for this study was obtained by means of questionnaires. Both measures are based on scales that appear to be reliable. Results provide insight into how perceived organizational support and job characteristics impact organizational citizenship behaviour. Intrinsic motivation mediated the relation between job characteristics and organizational citizenship behaviour.