2017
DOI: 10.3390/admsci7040034
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An Inductive Discussion of the Interrelationships between Nursing Shortage, Horizontal Violence, Generational Diversity, and Healthy Work Environments

Abstract: Abstract:The complex features of the nursing shortage, horizontal violence, generational diversity and healthy work environments have frequently been addressed within the context of their singular characteristics, challenges and potential solutions. Yet it is the interrelationships of these phenomena that holds solutions to the overarching challenges facing nurses and the nursing profession. Through an inductive approach, a preliminary discussion and related strategies to address the highlighted challenges hav… Show more

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Cited by 17 publications
(13 citation statements)
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“…Several studies conducted in the United States demonstrate that HV is a pervasive and harmful feature, which exists in most workplaces. Armmer examined the nursing shortage and discussed HV as being a common experience by registered nurses (RNs). RNs reported a greater intent to leave the organization after these types of experiences.…”
Section: Introductionmentioning
confidence: 99%
“…Several studies conducted in the United States demonstrate that HV is a pervasive and harmful feature, which exists in most workplaces. Armmer examined the nursing shortage and discussed HV as being a common experience by registered nurses (RNs). RNs reported a greater intent to leave the organization after these types of experiences.…”
Section: Introductionmentioning
confidence: 99%
“…Due to disappointment and frustration with the organisation, cynical employees, consequently, perceive the absence of a connection between reward and performance or lower instrumentality (Wilkerson, 2002;Bernerth et al, 2007;Wilkerson et al, 2008). Consequently, as in previous studies, this perceived instrumentality led to a reduction in effort and performance (Ozler et al, 2011;Yildiz and Şaylikay, 2014;Simha et al, 2014), organisational commitment (Stanley et al, 2005;Mousa, 2017b) and job satisfaction (Wilkerson et al, 2008;Bernerth et al, 2007;Kuo et al, 2015;Mantler et al, 2015;Simha et al, 2014;Armmer, 2017). However, an organisation's structure and relationship can play a pivotal role in reducing this behaviour and motivating the employees (Koumaditis and Themistocleous, 2015).…”
Section: Discussionmentioning
confidence: 87%
“…Employee cynicism has been perceived to have several negative consequences that include counterproductive behaviours (Luksyte et al, 2011), intentions to comply with unethical requests, reduced organisational commitment (Stanley et al, 2005;Mousa, 2017b), badmouthing, poorer performance (Kim et al, 2009), lack of job satisfaction (Wilkerson et al, 2008;Bernerth et al, 2007;Kuo et al, 2015;Mantler et al, 2015;Simha et al, 2014;Armmer, 2017) and increased levels of intention to quit (Dean et al, 1998). Various scholars have studied different dimensions of cynicism; however, the interest of researchers had revolved around employees' attitudes, which were in the best interest of organisations (Aslam et al, 2015;Simha et al, 2014;Yildiz and Şaylikay, 2014;Mantler et al, 2015).…”
Section: Introductionmentioning
confidence: 99%
“…According to Armmer (2017) workplace adversity-related problems can be detrimental, stressful, traumatic, resulting in nurses experiencing difficult situations or episodes of difficulty. Notwithstanding all these problems, resilience empowers nurses to cope with their working environment and maintain a healthy and stable psychological function (Mealer, Jones, & Moss, 2012).…”
Section: Introductionmentioning
confidence: 99%