Discriminatory practices and poor job performance: A study of person-related hostility among nursing staff

Noor, Nadia; Rehman, Saqib; Ahmed, Yasmeen; Sarmad, Muhammad; Mehmood, Rashid

doi:10.1016/j.heliyon.2023.e14351

Cited by 4 publications

(6 citation statements)

References 62 publications

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“…Hypothesis H2-H2a was also supported in this study by the data analysis results. These findings are consistent with the literature [ 14 ] where a significant positive relationship was found between lack of administrative support and person-related hostility. Moreover, favoritism, nepotism, and lack of basic facilities were explored as contributing factors of horizontal hostility among female nurses [ 21 ].…”

Section: Discussionsupporting

confidence: 93%

“…H1-H1a, both hypotheses were supported by the data analysis results and accepted in this study revealing a significant positive relationship between gender discrimination, person-related hostility, and intention to leave. These results are consistent with the findings of [ 14 ] where discriminatory practices were found as the main antecedent of person-related hostility among female nurses in public sector healthcare settings in Pakistan. Moreover, gender bias, disrespectful behavior of male staff, and delayed promotions negatively affected the psychological health of female nurses and resulted in anger, frustration, and hostile behaviors in healthcare settings [ 21 ].…”

Section: Discussionsupporting

confidence: 92%

“…According to [ 13 ] and [ 14 ] horizontal hostility is a complex and multicultural issue that has significant psychological effects on both patients and nursing recipients in the healthcare industry. [ 15 ] argued that to address the issue, it is necessary to study its occurrence in other cultural contexts with relevant antecedents and outcomes.…”

Section: Introductionmentioning

confidence: 99%

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Why do nurses leave their jobs? Understanding person-related hostility in the healthcare sector of Pakistan

Noor,

Rehman,

Ahmed

et al. 2024

PLoS ONE

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Nursing is considered indigent and oppressed because of uneven organizational hierarchies and unsatisfactory work environments. This study aimed to highlight the critical aspects of organizational culture in the nursing profession and, in general, those propagating hostile behaviours among female nursing staff that result in dissatisfaction and intention to leave the organization. A quantitative research approach was applied and a survey research strategy was used to collect the data. Convenience sampling was applied and data were collected from female nurses who were easily accessible and willing to participate in the research. A total of 707 questionnaires were collected from 14 hospitals and the data was analyzed using SmartPLS 4. Lack of administrative support and gender discrimination positively affected person-related hostility. In contrast, person-related hostility mediated the relationship between gender discrimination and lack of administrative support with the intention to leave. Direct or indirect person-related hostility factors can severely damage organizational reputation and quality and may cause the loss of employees with specific organizational knowledge and exposure. Losing an experienced employee to a newer one cannot replace the costs incurred on hiring, training, and providing knowledge to older employees. HR managers in organizations should devise strategies and policies that allow for the timely resolution of issues of nursing staff based on fair work performance.

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Section: Discussionsupporting

confidence: 93%

Section: Discussionsupporting

confidence: 92%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Why do nurses leave their jobs? Understanding person-related hostility in the healthcare sector of Pakistan

Noor,

Rehman,

Ahmed

et al. 2024

PLoS ONE

Self Cite

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“…The theoretical implication of this research is twofold. First, scholars are more concerned with a traditional performance construct; studies are still lacking on the poor job performance construct, as performance and poor job performance differ in nature (Noor et al , 2023). Examining the role of the mental health of healthcare workers on poor job performance adds knowledge to the existing literature on affective events theory and the comprehensive work-stress framework.…”

Section: Discussionmentioning

confidence: 99%

“…Four items were used for psychological distress from Lynch et al (2006) and Mewton et al (2016). Poor job performance was measured with a four-item scale adapted from Noor et al (2023) and Strebler (2004). A ten-item scale was used to assess the responses related to COVID-19 burnout (Yildirim and Solmaz, 2020).…”

Section: Methodsmentioning

confidence: 99%

The impacts of workplace bullying, emotional exhaustion, and psychological distress on poor job performance of healthcare workers in Thailand during the COVID-19 pandemic

Ul Haq,

Huo

2024

PAP

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PurposeThe objective of this paper is to examine the profound repercussions of workplace bullying (WB), emotional exhaustion (EE), and psychological distress (PD) on poor job performance (PJP) within the intricacies of Thailand’s healthcare sector. It also seeks to elucidate the moderating influence of COVID-19 burnout (CBO) on these variables.Design/methodology/approachThis paper utilized a quantitative research approach. A total of 230 responses were collected from healthcare workers using convenience sampling during a significant surge of the coronavirus in March 2022. To assess the reliability and correlations between constructs, a dual-stage structural equation modeling (SEM) technique was applied.FindingsDuring the global health crisis caused by COVID-19, WB and PD were found to positively predict PJP, except for EE. The presence of WB elevated EE and PD among Thai hospital staff. PD and EE partially mediated the relationship between WB and PJP. The positive moderating role of CBO among hospital employees significantly buffered the relationship between WB and EE.Originality/valueThe originality of this study lies in the examination of the poor mental health of Thai healthcare workers during the COVID-19 pandemic. Healthcare reforms are required to protect the mental health of Thai healthcare staff to prevent poor job performance following unprecedented circumstances.

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De-gendering the Occupation: Exploring Gender-based Career Challenges Experienced by Female Flight Attendants

Yanıkoğlu

2024

İstanbul Gelişim Üniversitesi Sosyal Bilimler Dergisi

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Considering that flight attendant is one of the most gender-stereotyped jobs, this study aims to explore gender-based challenges experienced by female flight attendants throughout their careers. In order to reach the research objectives, an open-ended questionnaire is conducted to 90 flight attendants working in 4 airlines in Turkey. The findings of the study reveal that female flight attendants are experiencing several gender-based challenges, such as being subjected to strict make-up requirements, facing society's negative prejudice, confronting sexual harassment from passengers and colleagues, having trouble establishing authority, and dealing with difficulties associated with a woman-dominated workplace. The study especially reveals the psychological challenges female flight attendants face in the workplace and in their daily lives. The findings and the associated recommendations provided to society and the airline company management aim to create a psychologically and physiologically healthier working environment for female flight attendants and support their career advancement.

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Discriminatory practices and poor job performance: A study of person-related hostility among nursing staff

Cited by 4 publications

References 62 publications

Why do nurses leave their jobs? Understanding person-related hostility in the healthcare sector of Pakistan

Why do nurses leave their jobs? Understanding person-related hostility in the healthcare sector of Pakistan

The impacts of workplace bullying, emotional exhaustion, and psychological distress on poor job performance of healthcare workers in Thailand during the COVID-19 pandemic

De-gendering the Occupation: Exploring Gender-based Career Challenges Experienced by Female Flight Attendants

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