Comparing the impact of management on public and private nurses in Bangladesh

Xerri, Matthew; Farr‐Wharton, Ben; Brunetto, Yvonne; Crossan, Frank; Beattie, Rona S.

doi:10.1108/ijpsm-01-2019-0023

Cited by 5 publications

(7 citation statements)

References 47 publications

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“…One reason for the decline in their well-being is the use of management models that increase work harassment (Brunetto et al, 2016), in turn normalising overwork (Xerri et al, 2021). As stated, work harassment is a negative workplace act involving large numbers of frontline staff experiencing chronic levels of high work intensity coupled with increased accountability and red tape (Farr-Wharton et al, 2019). Farr-Wharton et al ( 2022) found evidence of work harassment for nurses across the United Kingdom and the United States, and Xerri et al (2019Xerri et al ( , 2021 found evidence of work harassment in Bangladeshi and U.S. healthcare SLBs.…”

Section: Factor 3: Work Harassmentmentioning

confidence: 99%

The role of authentic leadership on healthcare Street‐Level Bureaucrats’ well‐being during the pandemic

2023

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This study uses Conservation of Resources Theory, to explain Street‐Level Bureaucrats’ (SLBs) workplace behavioural responses to threats to their well‐being. We examine whether authentic leadership within street‐level organisations positively impacts employee well‐being by increasing SLBs’ perception of personal resources, and reducing their perceptions of work harassment. The research design comprises a survey that solicited quantitative and qualitative data from 163 healthcare SLBs working in Australian hospitals during the pandemic in April 2020. Analysis of the means indicates low levels of satisfaction with leadership and low levels of well‐being for SLBs. The structural equation modelling findings show that poor leadership is associated with higher levels of work harassment and lower levels of employee well‐being. Qualitative data support these findings. As healthcare workers were already listed as over‐represented in the stress‐related workers compensation statistics, one strategy may be to improve the level of organisational support by upskilling managers in authentic leadership behaviours with the aim of increasing their perception of support so as to increase employee well‐being. This will benefit employees and their families, and the community they service. Points for practitioners Street‐Level Bureaucrats (SLBs) have been increasingly experiencing the public sector gap (demand outstripping supply of resources) because of the dominance of the austerity‐driven managerialist paradigm. The recent COVID‐19 crisis amplified the severity and impact of the public sector gap causing increased perceptions of work harassment and reductions in SLBs’ well‐being. However, SLBs with high levels of Psychological Capital had a natural buffer in place to protect their well‐being, and as such, they perceived less work harassment and erosion of their well‐being. The way forward is to complement the austerity‐driven managerialist paradigm in management decision‐making with authentic leadership behaviours focused on maximising the well‐being of SLBs and the public.

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Section: Factor 3: Work Harassmentmentioning

confidence: 99%

The role of authentic leadership on healthcare Street‐Level Bureaucrats’ well‐being during the pandemic

2023

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“…Therefore, this study aimed to investigate the role of WPV on female nurses' TI in the context of a developing country like Bangladesh and address associated factors after a years of the COVID-19 pandemic. A prior study reported that workplace harassment and nurses' wellbeing were highly varied by public vs. private sector in Bangladesh [33]. Thus, our study also aimed to specify the factors of TI by public sector vs. private sector stratification.…”

Section: Introductionmentioning

confidence: 98%

Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study

Kabir

Chowdhury

Tonmon

et al. 2022

PLOS Glob Public Health

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During the COVID-19 pandemic, workplace violence was widespread against healthcare personnel. Workplace violence (WPV) against nurses exhilarates their turnover intention (TI). The objective of this study was to investigate the association between workplace violence and turnover intention and also identify other factors associated with TI among Bangladeshi female nurses. An exploratory cross-sectional study was carried out among 881 female nurses between April 26 and July 10, 2021. The TI of the female nurses was the outcome variable of this study. The primary exposure variable was WPV faced by the nurses. Workplace Violence Scale (WPVS) was used to measure the WPV, and Turnover Intention Scale-6 (TIS-6) was used to measure the TI of the nurses. Multiple linear regression model was fitted to find the adjusted association of TI with WPV and other study variables. A stratified analysis by type of job (government vs. private) was also performed. The majority of the nurses (74.46%) faced low to high levels of WPV. The overall mean score of TIS was found 16.33 (± 4.72). Multiple linear regression analysis revealed that compared to government jobholders, the mean score of TIS (15.81 vs. 17.20) was found significantly higher among the private jobholders (p < 0.001). Nurses exposed to the intermediate and high level of WPV had a significantly higher TI score (β = 4.35, 95% CI: 3.36, 5.34) than the non-exposures. The TI of private jobholders was found significantly higher (β = 2.04, 95% CI: 1.09, 3.00) than the government jobholders. Compared to diploma degree holders, significantly higher TI was observed among the B.Sc. degree holders (β = 0.86, 95% CI: 0.22, 1.55) and M.Sc. degree holders (β = 1.46, 95% CI: 0.58, 2.34). Besides, the nurses who did not get timely salaries scored higher TI (β = 1.17, 95% CI: 0.12, 2.22). Moreover, the nurses who did not receive any training against WPV scored significantly higher TI (β = 1.89, 95% CI: 1.03, 2.74). The stratified analysis by type of job also revealed significant factors of TI in government and private settings. This study found a high prevalence of WPV and a high rate of TI among Bangladeshi female nurses. Moreover, this study explored an association between WPV and TI. The study findings could help policymakers facilitate a comfortable working environment by preventing WPV and addressing the factors to reduce nurses’ frequent TI.

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“…We included emotional contagion in the model because HRM Thompson (2011), De Voorde et al (2016 and Ulrich et al (2016) identify significant limitations in the role of HRM as the employees' champion. Indeed, some scholars (Macky and Boxall, 2008;Thompson, 2011;Brunetto et al, 2015;Farr-Wharton et al, 2019;Xerri et al, 2019) argue that HRMboth in theory and practicehas been complicit in supporting senior management to peruse unsustainable efficiency goals, which negatively impacts employee well-being.…”

Section: Discussionmentioning

confidence: 99%

“…(2019) in a quantitative analysis of 588 private sector nurses found evidence of work harassment working in the United Kingdom and USA, and Xerri et al (2019) in their quantitative analysis showed the impact of work harassment on 317 Bangladeshi nurses' well-being.…”

Section: Work Harassmentmentioning

confidence: 99%

“…frontline employees) (Brunetto et al, 2015). This is evident in developed countries such as Australia, USA, United Kingdom and Italy (Brunetto et al, 2015;Farr-Wharton et al, 2019) and developing countries such as Bangladesh (Xerri et al, 2019). Past research has identified higher levels of work harassment of healthcare workers compared with other types of workers (Farr-Wharton et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

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Shaping emotional contagion in healthcare: the role of human resource practices and work harassment

Xerri

Brunetto

Farr‐Wharton

et al. 2021

Self Cite

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PurposeThis research examines the extent to which emotional contagions are shaped by human resource practices (HRPs) and work harassment and the influence of this on employee well-being and innovative behaviour.Design/methodology/approachThe authors examined a structural equation model, including two waves of survey data from 240 healthcare professionals to explore the statistical associations between the tested variables.FindingsThe results do not show support for a significant relationship linking HRPs with work harassment. However, a significant positive effect linking HRPs, positive contagion, well-being and innovative behaviour was noted, in addition to a significant negative link from harassment on positive contagion, well-being and innovation behaviour.Originality/valueThe research highlights the limited role that HRPs (alone) play in mitigating harassment and their deleterious effects. Notwithstanding, HRPs can have a positive role in shaping the positive contagions and subsequent positive effects on employee and work outcomes.

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Comparing the impact of management on public and private nurses in Bangladesh

Cited by 5 publications

References 47 publications

The role of authentic leadership on healthcare Street‐Level Bureaucrats’ well‐being during the pandemic

The role of authentic leadership on healthcare Street‐Level Bureaucrats’ well‐being during the pandemic

Workplace violence and turnover intention among the Bangladeshi female nurses after a year of pandemic: An exploratory cross-sectional study

Shaping emotional contagion in healthcare: the role of human resource practices and work harassment

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