As Study on Workplace Ostracism on Work Productive Behavior of Employees With Mediating Effect of Emotional Intelligence

Zahid, Ayesha; Rehman, Sumaira; Rafiq, Muhammad; Cheema, Shahan Mehmood

doi:10.47067/ramss.v4i1.97

Cited by 4 publications

(3 citation statements)

References 23 publications

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“…This finding is matched with (32) who stated that studied nurses have a low level of WPO. These findings are in the same line with (33) who found that half of the studied nurses suffered from low WPO.…”

Section: Discussionsupporting

confidence: 81%

Relationship between Nurses' Workplace Ostracism, Harmony and Compassionate Goal at Main Mansoura University Hospital

Abdou,

Hagrass

2023

Mansoura Nursing Journal

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Background: Nursing has a reputation for being a predominantly stressful profession. Ostracism, which is a form of mistreatment in the nursing workplace, is neglected in the nursing profession although it can affect the quality of healthcare services. Aim: This study aims to assess the relationship between nurses' workplace ostracism, harmony and compassionate goal at Main Mansoura University Hospital. Research design: A descriptive correlational research design was used. Methods: A convenience sample consisted of 101 staff nurses were enrolled in the study. Data were collected by using three tools namely workplace ostracism, harmony and compassionate goal scale. Results: The study finding revealed that all of staff nurses were low level regarding workplace ostracism, while more than three quarter of them have high level of harmony and majority of them have a satisfactory level regarding compassionate goal. As well, there was a highly significant relation between workplace ostracism and harmony and a highly significant relation between harmony and compassionate goal. Conclusion:There was a highly significant relation between workplace ostracism and harmony and a highly significant relation between harmony and compassionate goal. Recommendation: Health care organizations must always look for novel approaches to detect the presence of workplace ostracism and investigate its causes, such as work overload, bad role models, or communication styles. As well, encourage nurses to socialize with one another frequently and provide them with opportunity to do so.

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Section: Discussionsupporting

confidence: 81%

Relationship between Nurses' Workplace Ostracism, Harmony and Compassionate Goal at Main Mansoura University Hospital

Abdou,

Hagrass

2023

Mansoura Nursing Journal

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“…In addition, Zahid et al [51] stated that the studied nurses have a low level of WO. Similarly, Chen and Li [52] and Armstrong [53] found that more than half of the staff nurses had a low level of WO, while a minority of them had a high level of workplace ostracism.…”

Section: Discussionmentioning

confidence: 93%

Work ethics and its relationship with workplace ostracism and counterproductive work behaviours among nurses: a structural equation model

Elliethey,

Aly Abou Hashish,

Ahmed Mohamed Elbassal

2024

BMC Nurs

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Background The organization’s work ethics is the cornerstone to promoting positive nurses’ behaviours and overcoming counterproductive ones. Purpose The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship. Methods A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling. Ethical Considerations Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants’ rights to voluntary participation and withdrawal were maintained. Results The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β − 0.482, p < 0.005) and WO (β − 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (β 0.035, p < 0.021) and mediates the relationship between WEs and CWB. Discussion Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour). Conclusion It is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses’ retention and satisfaction, and eventually improving the quality of patient care.

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“…First, we explored the relation of perceived supervisor support on employee proactive behavior and expanded the exploration of antecedent variables of employee proactive behavior. Previous studies mainly explored the antecedents of employee behavior, especially proactive behavior, from negative factors such as workplace ostracism ( Zhao et al, 2013 ; Gürlek, 2021 ; Zahid et al, 2021 ; Zhou et al, 2021 ). In the context of COVID-19, the popularity and promotion of working from home has brought a series of problems to employees, such as conflicts between work and family roles.…”

Section: Discussionmentioning

confidence: 99%

The role of work-family conflict and job role identification in moderated mediating the relationship between perceived supervisor support and employee proactive behaviors

Wang

2022

Front. Psychol.

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In recent years, the outbreak and persistence of COVID-19 has greatly changed the way people work, and encouraging employees to work online from home has become a new form of work for organizations responding to the epidemic. Based on the W-HR model, this paper explored supervisor support as a situational resource in the context of online office, aiming to verify the changes in work-family status caused by individuals facing the background of supervisor support, and then relate employees’ proactive behavior. Meanwhile, the predicted moderating effect of job role identification on supervisor support and work-family conflict was verified by considering the role identification generated in the positive interaction between employees and supervisors as individual resources. In this study, 555 employees from enterprises in the provinces of Jiangsu and Guangdong were selected as the research participants, and data were recovered at two time nodes. The results show that: (1) Perceived supervisor support significantly relates employee proactive behavior. (2) Work-family conflict mediates the relationship between perceived supervisor support and employee proactive behavior. (3) Job role identification has a significant moderating effect on the relationship between perceived supervisor support and work-family conflict, and high level of job role identification moderated the mediating effect of work-family conflict on perceived supervisor support and employee proactive behavior significantly. This paper expands the research perspective of employee proactive behavior. It can be used as a reference for enterprises to formulate strategies to improve employee proactive behavior in the process of digital reform.

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As Study on Workplace Ostracism on Work Productive Behavior of Employees With Mediating Effect of Emotional Intelligence

Cited by 4 publications

References 23 publications

Relationship between Nurses' Workplace Ostracism, Harmony and Compassionate Goal at Main Mansoura University Hospital

Relationship between Nurses' Workplace Ostracism, Harmony and Compassionate Goal at Main Mansoura University Hospital

Work ethics and its relationship with workplace ostracism and counterproductive work behaviours among nurses: a structural equation model

The role of work-family conflict and job role identification in moderated mediating the relationship between perceived supervisor support and employee proactive behaviors

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