Role overload and Chinese nurses’ satisfaction with work-family balance: The role of negative emotions and core self-evaluations

Wang, Huaiyong; Li, Yue

doi:10.1007/s12144-019-00494-5

Cited by 16 publications

(15 citation statements)

References 75 publications

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“…Therefore, nursing managers can minimize the effect of the factors leading to role overload and thus enhance the job performance of their employees. In this context, introducing analytical and problemfocused training on how to deal with overload situations (Wang & Li, 2021), carefully scheduling all activities a nurse needs to accomplish, and reducing the number of items on nurses' to-do lists to the most important priorities may contribute to decreased role overload. Moreover, our results on the moderating role of POS in the relationship between role overload and job performance also have some practical implications.…”

Section: Implications For Nursing Managementmentioning

confidence: 99%

“…Role overload, which is defined as a work condition in which helping professionals have too many clients and not enough time to serve the needs of these clients in a sufficient manner, is a challenge in the nursing work environment (Wang & Li, 2021 ). Nurses are regularly exposed to multiple stressful work conditions, such as the heavy allocation of patients, the emotional burden of treating dying patients, high expectations from patients' relatives, continuous upgrading of medical technology and improper support from peers and superiors; as a result, nurses need to consistently maintain a high level of effort to meet the everyday demands of their job (Dasgupta, 2012 ).…”

Section: Introductionmentioning

confidence: 99%

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Effects of role overload, work engagement and perceived organisational support on nurses' job performance during the COVID‐19 pandemic

Zhang

et al. 2022

J Nursing Management

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Aims We aim to study the effect of role overload, work engagement and perceived organisational support on nurses' job performance, including task performance, interpersonal facilitation and job dedication. Background Many nurses have suffered from role overload at work during the COVID‐19 pandemic. However, the investigations of the influence mechanisms and boundary conditions through and under which role overload is associated with job performance have shown inconsistent results. Methods A total of 595 Chinese nurses were studied from November 2020 to February 2021. Confirmatory factor analysis, maximum likelihood estimation and bootstrapping analysis were used to test the mediating process and the moderating effect. Results Work engagement partly mediated the relationships of role overload with task performance (β = −.253, p < .001, 95% CI: [−.315, −.204]) and interpersonal facilitation (β = −.202, p < .001, 95% CI: [−.261, −.145]); work engagement also fully mediated the relationship between role overload and job dedication (β = −.239, p < .001, 95% CI: [−.302, −.186]). Perceived organisational support moderated the relationships of role overload with task performance, interpersonal facilitation and work dedication (β = −.171, p < .001, β = −.154, p < .001 and β = −.175, p < .001, respectively). Conclusions Work engagement is the linchpin linking role overload to distal outcomes of job performance. Perceived organisational support mitigates the ways in which role overload undermines job performance. Implications for Nursing Management Hospital administrators can minimize the effects of role overload and create a more supportive organisational environment to promote the job performance of nurses.

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Section: Implications For Nursing Managementmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Effects of role overload, work engagement and perceived organisational support on nurses' job performance during the COVID‐19 pandemic

Zhang

et al. 2022

J Nursing Management

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“…Yin et al (2018) report that some employees experience higher levels of stress than others when overwhelmed by technology, despite its aim to boost work-stream effectiveness. 'Technostress' is a term coined to describe negative psychological states such as anxiety, strain, or a sense of ineffectiveness when using new technologies (Salanova et al, 2013) and this is often related to a sense of overload (Cao & Sun, 2018;Wang & Li, 2019). AI technology may force employees such as healthcare practitioners to work longer and faster (Krishnan, 2017), which contributes to job stress , predicts job burnout, impedes performance (Wu et al, 2019), and reduces productivity (Tarafdar et al, 2007).…”

Section: The Moderating Role Of Techno-overloadmentioning

confidence: 99%

Accelerating AI Adoption with Responsible AI Signals and Employee Engagement Mechanisms in Health Care

et al. 2021

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Artificial Intelligence (AI) technology is transforming the healthcare sector. However, despite this, the associated ethical implications remain open to debate. This research investigates how signals of AI responsibility impact healthcare practitioners’ attitudes toward AI, satisfaction with AI, AI usage intentions, including the underlying mechanisms. Our research outlines autonomy, beneficence, explainability, justice, and non-maleficence as the five key signals of AI responsibility for healthcare practitioners. The findings reveal that these five signals significantly increase healthcare practitioners’ engagement, which subsequently leads to more favourable attitudes, greater satisfaction, and higher usage intentions with AI technology. Moreover, ‘techno-overload’ as a primary ‘techno-stressor’ moderates the mediating effect of engagement on the relationship between AI justice and behavioural and attitudinal outcomes. When healthcare practitioners perceive AI technology as adding extra workload, such techno-overload will undermine the importance of the justice signal and subsequently affect their attitudes, satisfaction, and usage intentions with AI technology.

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“…Previous research has offered supportive evidence for this relationship. For example, in a survey of 254 Chinese nurses, Wang and Li (2019) found that negative emotions were associated with decreased WFBS. In line with these theoretical arguments and empirical evidence, we anticipate that daily negative affect will impede employees' WFBS.…”

Section: Cognitive and Affective Reactions And Wfbsmentioning

confidence: 99%

Spoiling for a fight: A relational model of daily work‐family balance satisfaction

Wan

Shaffer

Singh

et al. 2021

J Occupat & Organ Psyc

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Previous studies demonstrate that both work and family factors explain employees' workfamily balance satisfaction (WFBS); however, relatively less is known about the withinperson dynamics of WFBS on a daily basis. In this study, we adopt a relational perspective and draw on Cognitive and Affective Processing System and Conservation of Resources theories to clarify work and family relational influences on WFBS. First, we examine the effects of both work and family interpersonal conflict on WFBS through the mechanisms of employees' negative work reflection and negative affective state. Second, we test whether job and family crafting behaviours, especially increasing job and family social resources, serve as personal resources that buffer the negative influences of work and family interpersonal conflict. Findings from our daily study indicate that negative work reflection mediates work interpersonal conflict and WFBS, while negative affect mediates family interpersonal conflict and WFBS. Interestingly, we only found support for the beneficial moderating role of increasing family social resources but not increasing job social resources. We discuss theoretical and practical implications as well as future research directions. Practitioner pointsOrganizations and practitioners should provide interventions (e.g., conflict resolution workshops, team-building programs, or counselling services) that can resolve occurrences of work and family interpersonal conflict, thereby preventing its harmful role in daily work-family balance satisfaction. Managers may offer formal and informal support enhancing employees' daily relational crafting behaviours, especially increasing family social resources, which can mitigate the detrimental effect of family interpersonal conflict on work-family balance satisfaction.

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Role overload and Chinese nurses’ satisfaction with work-family balance: The role of negative emotions and core self-evaluations

Cited by 16 publications

References 75 publications

Effects of role overload, work engagement and perceived organisational support on nurses' job performance during the COVID‐19 pandemic

Effects of role overload, work engagement and perceived organisational support on nurses' job performance during the COVID‐19 pandemic

Accelerating AI Adoption with Responsible AI Signals and Employee Engagement Mechanisms in Health Care

Spoiling for a fight: A relational model of daily work‐family balance satisfaction

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