Factors affecting performance and productivity of nurses: professional attitude, organisational justice, organisational culture and mobbing

Abstract

The results of the study are essential for improving nurses' performance and productivity.

The mediating role of work alienation in the effect of workplace loneliness on nurses’ performance

“…The effective, efficient and uninterrupted delivery of health care services is, directly and indirectly, related to nurse performance (Top, Gider, & Unalan, ). Considering that nursing performance is an important factor in patient care, patient satisfaction and patient safety, the subject has been of increasing interest to researchers (Terzioglu, Temel, & Uslu Sahan, ).…”

“…Organisational setting and conditions have been found to improve nursing performance (Delucia, Ott, & Palmieri, ; Yildiz, Savci, & Kapu, ). The literature includes research focusing on the relationship between nursing performance and a number of variables including emotional intelligence (Al‐Hamdan, Oweidat, Al‐Faouri, & Codier, ), mobbing (Karcıoglu & Akbas, ), organisational justice (Ito et al, ), organisational culture (Terzioglu et al, ) active communication style (Onay, Suslu, & Kılcı, ), the job itself, wages and working conditions (Yildiz et al, ), openness to experience (Ellershaw, Fullarton, Rodwell, & Mcwilliams, ), managerial competencies and professional autonomies (Kim, Eo, & Lee, ), meaningful work (Tong, ), alienation (Tummers & Den Dulk, ) and loneliness (Ozcelik, & Barsade, ). According to a study conducted on nurses in Turkey, nurses’ performance is affected by a number of factors including workload, technological support, employee leave procedures, workplace safety, employee health, the size of the working department, physical strength demanded, tools and equipment, stress, physical work conditions, job orientation training, disease severity, leadership style, noise level, employee rights, shift practice, role uncertainty, the management and organisational structure of nursing services, work autonomy, sexual harassment, the support for taking clinical decisions, social integration and nurse relations, the stability of environment, opportunities for promotion, clinical and vocational autonomy, in‐service training, the financial guarantee of medical practice errors, and the measurement and evaluation of nursing performance (Top et al, ).…”

The effect of perceived organisational justice on job satisfaction and burnout levels of haemodialysis nurses

“…Individuals with high OJ perception make efforts and struggle to reach the goals of the institution (Pekkarinen et al ; Johnson et al ). OJ positively correlates with job satisfaction (JS), organisational commitment (Yürür ; Fardid et al ), institutional trust (Chen et al ; Terzioglu et al ; Rajabi et al ), work ability (von Bonsdorff et al ), the effort of nurses for treatment (Motlagh et al ) and organisational citizenship, (Chang & Chang ; Yaghoubi et al ; Chang ; Sulander et al ) and negatively correlates with turnover and mobbing (Terzioglu et al ; Fardid et al ).…”

“It breaks your soul”: An in‐depth exploration of workplace injustice in nursing

“…In sum, organisational injustice perceptions can have a significant negative impact on nurses and their organisations, where injustice acts as a “corrosive solvent” that undermines and dissolves effective working relationships between employees and their employer (Cropanzano et al., ). There have been some studies in nursing contexts that related injustice perceptions to organisational culture and bullying or “mobbing” behaviours (Felblinger, ; Terzioglu, Temel, & Uslu Sahan, ; Trépanier, Fernet, Austin, & Boudrias, ). Yet in general we know very little about how nurses view and experience injustice in their particular work context, nor how it may affect their well‐being and work–life interaction.…”