Nurses' perception about Human Resource Management system and prosocial organisational behaviour: Mediating role of job efficacy

Abstract

Aims To examine the relationship between nurses' perception about human resource management system and prosocial organisational behaviour through job efficacy. Background Literature suggests that non‐profit organisations are often confronted with financial constraints on one side and the expectation of delivering high‐quality services on the other. Employees voluntarily engaging in service‐oriented behaviours help to bridge this gap to some extent, and human resource management system plays a significant role in eliciting the requisite behaviours. In this article, the case of nurses from non‐profit hospitals has been undertaken to examine the aspects of human resource management system that needs focus while promoting prosocial organisational behaviours among the nurses for ensuring better service delivery. Method Cross‐sectional design was employed. Data were collected from 387 nurses working in non‐profit hospitals in India through questionnaires and were analysed with the help of structural equation modelling. Findings In the absence of sophisticated human resource system in non‐profit hospitals, the study found that nurses' perception about human resource management system is positively related to prosocial organisational behaviours, and job efficacy partially mediates the relationship. Conclusion Positive perceptions such as involvement with the job and communication as well as supervisors' support are essential human resource practices for fostering self‐efficacy and, thus, improving prosocial organisational behaviour of nurses working in non‐profit hospitals. Implication for Nursing Management Non‐profit hospitals should focus on nurses' participation and supervisory support, which would provide a better human touch approach to patient care and also improve service quality. The findings shed light on the nursing management of non‐profit hospitals in terms of human resource management that has to be given much attention for institutionalizing prosocial organisational behaviour.

Safety “works”: the influence of safety coaching on work engagement

“…For instance, Lahlouh et al (2023) have noted that safety coaching plays a vital role in organizations as a diminisher of employees' emotional exhaustion. Moreover, when engrained in organizational culture and climate, safety coaching can also foster prosocial organizational behaviors (Luthufi et al, 2020). The findings from the current study extend this work and indicate that safety coaching impacts another crucial work-related outcome, namely, work engagement.…”

“…For instance, Lahlouh and colleagues have found that safety coaching helps organizations by diminishing emotional exhaustion among their employees (Lahlouh et al, 2023). Moreover, when engrained in organizational culture and climate, safety coaching can also foster prosocial organizational behaviors (Luthufi et al, 2020). Importantly, empirical evidence also indicates that an organization's investment in other safety initiatives, such as developing a safety climate, leads to both safety-related and non-safety-related outcomes, e.g.…”

“…, 2023). Moreover, when engrained in organizational culture and climate, safety coaching can also foster prosocial organizational behaviors (Luthufi et al. , 2020).…”

The Prosocial-Culture-Work Nexus: An Integrative Literature Review and Future Research Agenda

“…In the etic studies, using a variety of established instruments and measures, there was little consistency with the prosocial and work-related constructs they did use [ 37 , 38 , 39 , 40 , 41 , 42 ]. Organization Citizenship Behavior (OCB) was cited twice.…”

Editorial: Addressing the nurse workforce crisis: a call for greater integration of the organizational behavior, human resource management and nursing literatures

“…A growing number of scholars have made efforts to better align OB, HR and nursing research. As examples, Renkema et al (2021) investigated how high-involvement HR influences nurses' innovative behavior, and Luthufi et al (2021) examined the link between nurses' perceptions of HR and prosocial OB. However, scholarship has largely remained isolated within fields.…”