Search Results (12)

Inadequate communication between nurses and surgeons can lead to patient injuries and increased healthcare costs. This study aimed to identify and understand subjective perceptions of communication between Korean nurses and surgeons in operating rooms (ORs), focusing on their values, beliefs, and attitudes. The Q-methodology was employed in this research, as it integrates the strengths of both quantitative and qualitative approaches. A convenience sample of 46 participants classified 45 Q-statements by using a nine-point forced normal grid. The collected data were analyzed by using by-person factor analysis with the pc-QUANL program. This study revealed four distinct types of nurse–surgeon communication in the OR: professional communication, cynical conflict, passive task-oriented communication, and relationship-oriented endurance. These four types accounted for 58.7% of the total variance, distributed as follows: type 1 (38.7%), type 2 (9.8%), type 3 (5.4%), and type 4 (4.8%). The eigenvalues were 15.8, 4.1, 2.2, and 1.9, respectively. Based on these findings, tailored strategies to enhance nurse–surgeon communication according to each type are essential. Enhancing communication dynamics can lead to more effective interactions, improve patient care and safety, and boost job satisfaction among healthcare professionals. The results have significant implications for healthcare organizations and nursing managers aiming to improve nurses’ communication skills. Additionally, this study provides insights for healthcare organizations in other countries regarding the communication competence traits among Korean health professionals. Full article

Innovation has played a vital role in continuing business operations worldwide amid the challenges of the COVID-19 pandemic. Innovation is critical for the success and survival of global organizations. Due to the risky long-term nature of innovation, executives with decision-making power may act cynically. Such pessimistic actions become normal when executive compensation is based on the firm’s short-term outcomes. Therefore, the current research examines the effect of executive compensation on research and development (R&D) investment using data from the world’s top 48 innovative companies in Australia. The proposed model was tested using Smart-PLS (v.3.2.8). The findings indicate that board composition significantly and positively affects R&D investment. Likewise, the long-term composition of executives has a positive effect, whereas short-term executive compensation has a negative effect on R&D. Hence, this research suggests that to increase innovation, firms should control the myopic actions of top management by orientating their compensation toward long-term innovation. Full article

Owing to the COVID-19 pandemic, organizations worldwide have implemented remote working arrangements that have blurred the work–family boundaries and brought to the forefront employees’ sense of disconnectedness from their workplace (i.e., organizational disconnectedness) as a concern for multiple organizational outcomes. Cynicism, a job burnout subdimension, refers to a negative and excessively detached response to relational overload at work. While both workplace disconnectedness and cynicism involve a toxic sense of detachment, they refer to different psychological mechanisms. The present study aims to examine how employee workplace disconnectedness differs from their cynicism, and how both constructs differentially exert their detrimental effects on employee performance, work–family interface, and wellbeing. Using anonymous survey data collected online in 2021 and 2022 from a sample of in-person and flexible workers nested within organizations, conceptual distinctiveness between workplace disconnectedness and cynicism was supported. Measurement invariance across the two groups was supported, and subsequent structural invariance analyses suggested a similar pattern of results for flexible and in-person workers. Specifically, compared to disconnectedness, cynicism exerted higher negative effects on mental health and higher positive effects on cognitive failures and family-to-work conflict. Conversely, compared to cynicism, disconnectedness exerted higher negative effects on performance and work-to-family conflict. That is, feeling indifferent toward others particularly affects mental health and errors, while feeling excluded especially hampers productivity and family life. Theoretical and practical (e.g., inclusive leadership, support groups) implications of these results are discussed in light of the globally rising rates of hybrid work arrangements and related costs for employee wellbeing and productivity. Full article

Drawing on the emerging area of workplace sustainability, this study sought to measure the effects of multimodal physical and cognitive fitness training on sustaining mental health and job readiness via impacts on subjective burnout, mental wellbeing, and resilience in a military cohort. Volunteer participants were block randomised into either a standard 4-week resilient mind program (RMP) intervention or an RMP combined with self-paced functional imagery practice (RMP+FI). Self-reported burnout, mental wellbeing, and resilience were measured at baseline and at the end of the 4-week intervention using the Maslach Burnout Inventory-General Survey (MBI-GS), Brief Resilience Scale (BRS), and the World Health Organization’s WHO-5 Well-Being Index (WHO-5), respectively. A total of 78 participants were enrolled in the study and 72 (92%) completed the program. Repeated measures ANOVAs showed significant effects of the RMP intervention, with both the RMP and RMP+FI groups reporting improved resilience (F(1, 70) = 13.08, p < 0.001, partial ω² = 0.00086) and mental wellbeing (F(1, 70) = 41.86, p < 0.001, partial ω² = 0.36). Both groups also reported improved burnout markers for professional efficacy (F(1, 70) = 6.25, p < 0.002, partial ω² = 0.02), as well as reduced emotional exhaustion (F(1, 70) = 31.84, p < 0.001, partial ω² = 0.02) and job cynicism (F(1, 70) = 8.80, p < 0.005, partial ω² = 0.005). The FI practice produced no significant improvement in the RMP-only condition. Our results support the efficacy of RMP intervention in reducing burnout symptoms and improving self-reported mental wellbeing and resilience in a cohort of serving Navy aviators. Full article

Challenges when many people moved their jobs from the office to home because of COVID-19 pandemic restrictions have put stress on employees’ daily routine and professional lives. This article investigated the experience of individuals working not at the office and disclosed consequences of occupational stress such as mental and physical exhaustion, social deprivation, decreased work commitment, professional cynicism, and professional burnout. The preliminary study was based on a survey of 202 employees in Lithuania who were teleworking from home throughout the pandemic. According to the results, it can be assumed that teleworking had rather negative effects on employee wellbeing, as many teleworkers tended to suffer mental and physical exhaustion and social deprivation when working from home within pandemic. The psycho-emotional state of employees seems to be a key factor influencing the intellectual resources of an organization in a period of uncertainty. Full article

This study analyzes the relationship between burnout and quality of work life among municipal workers subjected to higher levels of stress and emotional exhaustion, impacting their occupational health in the context of the COVID-19 pandemic. With a sample of 459 municipal workers, the relationship between burnout and quality of work life is tested by considering the isolated mediating effect of the feeling of contributing to productivity and the combined effects of two mediators representing the feeling of contributing to productivity and receiving an appropriate salary. The main findings include a negative association between the three dimensions of burnout: emotional exhaustion, feelings of cynicism, and a sense of being less effective, and the mediators: contribution to productivity and appropriate salary. Also detected was an important mediating role associated with the effects of not feeling contributive at work, as well as not being well paid, on the relation between the burnout syndrome dimension of low effectiveness and quality of work life. For future action by public authorities and public managers, the need is highlighted to create innovative human resource management frameworks and flexible work organization, with remuneration plans based on productivity goals and aimed at an improved balance between personal life and work. Full article

The COVID-19 pandemic has created tremendous challenges for organizations’ corporate social responsibility (CSR), communication, and relationship management with internal stakeholders such as employees. This study conducted an online survey of 466 employees working for large Chinese corporations during the pandemic. A structural equation model based on insights from expectancy violation theory was used to examine how negative violation valence increases employees’ turnover intention as mediated by uncertainty, CSR cynicism, and distrust. The survey results showed that employees’ negative violation valence positively influenced their uncertainty about their organizations’ CSR activities, which fostered their cynicism about CSR and distrust of their organization. Employees’ CSR cynicism increased their distrust toward their organizations, which increased their turnover intention. The theoretical and practical implications of the study are discussed as well. Full article

From the social exchange theory, this study examines the relationship between psychological contract breach, organizational cynicism, and union commitment, as well as the interaction effect of perceived union dual identity on the relationship between organizational cynicism and union commitment. We argue that contract breach has a positive impact on union commitment, and this relationship is mediated by organizational cynicism. Moreover, we suggest that the perceived union dual identity moderates the relationship between the two. To examine this, we sampled 371 employees of Chinese non-state-owned firms in 2019. The results show that, in the Chinese context, the psychological contract breach has a positive impact on organizational cynicism and union commitment. This relationship is weaker when the perceived union identity (state-oriented) is higher; it is stronger when the perceived union identity (labor-oriented) is higher. Full article

This study is focused on assessing the effects of burnout as a moderator of the relationship between employees’ quality of work life (QWL) and their perceptions of their contribution to the organization’s productivity by integrating the QWL factors into the trichotomy of (de)motivators of productivity in the workplace. The empirical findings resulting from an OLS multiple regression, with interaction terms, applied to a survey administered at 514 employees in 6 European countries, point out two important insights: (i) QWL hygiene factors (e.g., safe work environment and occupational healthcare) positively and significantly influence the contribution to productivity; and (ii) burnout de-motivator factors (that is, low effectiveness, cynicism, and emotional exhaustion) significantly moderate the relationship between QWL and the contribution to productivity. Combining burnout with other QWL components, such as occupational health, safe work, and appropriate salary, new insights are provided concerning the restricting (i.e., low effectiveness and cynicism) and catalyzing (emotional exhaustion) burnout components of contribution to productivity. These findings are particularly relevant given the increased weight of burnout, mental disorders and absenteeism in the labor market, affecting individuals’ quality of life and organizations’ performance and costs. Full article

Background: The evaluative nature of high performance (HP) sport fosters performance expectations that can be associated with harsh scrutiny, criticism, and job insecurity. In this context, (HP) sport is described as a highly competitive, complex, and turbulent work environment. The aim of this longitudinal, quantitative study was to explore whether HP coaches’ perceptions of job insecurity and job value incongruence in relation to work would predict their psychological well- and ill-being over time. Methods: HP coaches (n = 299) responded to an electronic questionnaire at the start, middle, and end of a competitive season, designed to measure the following: job insecurity, values, psychological well-being (vitality and satisfaction with work), and psychological ill-being (exhaustion and cynicism). Structural equation model analyses were conducted using Mplus. Results: Experiencing higher levels of job insecurity during the middle of the season significantly predicted an increase in coaches’ psychological ill-being, and a decrease in their psychological well-being at the end of the season. However, value incongruence did not have a significant longitudinal impact. Conclusions: These findings cumulatively indicate that coaches’ perceptions of job insecurity matter to their psychological health at work. Consequently, it is recommended that coaches and organizations acknowledge and discuss how to handle job security within the HP sport context. Full article

Organizational cynicism has been a topic of discussion and debate among employees and top management. The purpose of this study is to find out the relationship between organizational cynicism and organizational pride. Precisely, the objectives are to identify and measure organizational cynicism among employees in industrial organizations; to determine and measure the degree of organizational pride among employees in industrial organizations and to study the effect of organizational cynicism on the organizational pride of employees in industrial organizations. In this empirical research, the study population was employees of industrial organizations of Oman. Using a purposive sampling technique, nine industrial organizations from Oman were picked. With the help of structured questionnaire, data from 350 respondents was obtained. Structural equation modeling was used through Amos version 25.0 for data analysis. The results reveal that the two dimensions of organizational cynicism (affective cynicism and behavioral cynicism) have a significant and negative impact on emotional pride, while cognitive cynicism does not significantly effect emotional pride. The study results indicate that the one dimension of organizational cynicism (affective cynicism) has a significant impact on attitudinal pride, while the rest of the other dimensions (cognitive cynicism, behavioral cynicism) do not have a significant effect on attitudinal pride. The limitations and implications of the research are also discussed. Full article

Innovation, as the key concern of sustainable human resource management, is one of the motivators of the sustainable development of organizations. However, past literature believes that innovation may be hindered by the organizational political climate. Based on the self-determination theory, this study proposes a new perspective to transfer the effect of this climate on innovation through the mediating role of cynicism and the moderating role of personal trait regulatory focus. Findings from 341 seven-point Likert survey questionnaires of employees in a Chinese automobile enterprise revealed that: first, the organizational political climate (expect interpersonal relationships) negatively predicted radical creativity and incremental creativity; second, organizational cynicism mediates the negative relationship between the organizational political climate and radical creativity and incremental creativity; third, the mediating effect of the organizational cynicism relationship between the organizational political climate and dualistic creativity could be affected by the personal trait regulatory focus. This study fills the gap in the relationship between organizational political climate and innovation. Additionally, this study proposes several suggestions for the practitioners and further research. Full article