The authors propose that broad aspects of lateral relationships, conceptualized as coworker support and coworker antagonism, are linked to important individual employee outcomes (role perceptions, work attitudes, withdrawal, and effectiveness) in a framework that synthesizes several theoretical predictions. From meta-analytic tests based on 161 independent samples and 77,954 employees, the authors find support for most of the proposed linkages. Alternative explanations are ruled out, as results hold when controlling for leader influences and mediation processes. The authors also observe differential strengths of coworker influence based on its valence, content, and severity, and on the social intensity of the task environment. The authors conclude with a call for more comprehensive, complex theory and investigation of coworker influences as part of the social environment at work.

Do Peers Make the Place? Conceptual Synthesis and Meta-Analysis of Coworker Effects on Perceptions, Attitudes, OCBs, and Performance

The present meta-analysis examined the tenure, age, and gender differences in the relationship between job insecurity and its job-related and health-related consequences. A total of 133 studies, providing 172 independent samples, were included in the analysis. Our results basically replicated Sverke et al.'s (2002) meta-analytic findings with an updated methodological approach and a larger database. The main differences between our findings and Sverke et al.'s are that the negative association between job insecurity and job performance was significant and that the relationship between insecurity and job involvement was smaller in our study. The moderator analysis also indicated that: (1) the positive association between job insecurity and turnover intention was stronger among employees with shorter tenure than those with longer tenure, and was stronger among younger than older employees; (2) the negative effect of insecurity on its health outcomes was more severe among employees with longer tenure than those with shorter tenure, and was more severe among older than younger employees; (3) the relationship between insecurity and the criterion variables was similar across gender. Results are discussed with reference to Hulin's (1991) theory of job adaptation and Greenhalgh and Rosenblatt's (1984) job dependence perspective.

Who suffers more from job insecurity? A Meta-Analytic review

Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance.

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Applied Longitudinal Data Analysis Modeling Change And Event Occurrence

This paper reports on an investigation of the variables that may be predictive of intentions to leave a job, and tests a model that includes mediating variables. A total of 173 retail salespeople completed questionnaires measuring commitment to the organization for which they worked, job satisfaction, stress, supervisor support, locus of control, self‐esteem, the perceived stressors in the job and their intention to quit. Path analysis was used to test the relationships hypothesized in the model. The majority of hypotheses were supported, with the variables included accounting for 52 per cent of the variance in intention to quit. Emotional support from supervisors and self‐esteem mediated the impact of stressors on stress reactions, job satisfaction, commitment to the organization and intention to quit. It is suggested that to ameliorate intention to quit and in turn reduce turnover, managers need to actively monitor workloads, and the relationships between supervisors and subordinates in order to reduce and manage stress. Managers also need to monitor both the extrinsic and intrinsic sources of job satisfaction available to employees. These activities could assist in maintaining and increasing job satisfaction and commitment to the organization.

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How can managers reduce employee intention to quit

This study examined the activities of caregivers of adults on dialysis and explored how these behaviors evolved over time. Using a grounded theory methodology, interviews were conducted with 37 caregivers. Caregivers shared a rich repertoire of caregiving abilities and activities that were often supported by a strong knowledge base. Caregiving activities fell into in five interdependent dimensions: appraising, advocating, juggling, routinizing, and coaching. Caregivers also described specific caregiving tasks, including dialysis- related activities, management of diet, medications and symptoms, and personal care. These findings have important implications for nephrology nurses in planning care that acknowledges and supports the contributions of "lay" caregivers.

Caregiving by family and friends of adults receiving dialysis.

We compared the determinants and consequences of burnout for Canadian (N = 586) and Jordanian (N = 263) registered nurses working in a hospital setting. LISREL 7 software was used to perform a path analysis testing hypothesized relationships between job satisfaction dimensions (supervision, hospital identification, kind of work, amount of work, physical work conditions, rewards, and career future) and burnout and intention to quit. For both Canadian and Jordanian nurses, kind of work, amount of work, and career future were important determinants of burnout. Career future and burnout (emotional exhaustion) were associated with intention to quit on the basis of the highly similar results across the two samples, we propose that a universal theoretical model of the determinants and consequences of burnout among nurses may be plausible.

Determinants and consequences of burnout: A cross‐cultural comparison of Canadian and Jordanian nurses

In this longitudinal panel study we examined nurses' reactions to hospital amalgamation in both the hospitals being acquired and the acquiring hospitals. Data were collected in 1992, two years prior to the amalgamation announcement; in 1995, in the initial phase of the hospital amalgamation; and in 1997, during the amalgamation implementation. Compared with the pre-amalgamation period, nurses in both the acquiring and the acquired hospitals reported a significant decrease in job satisfaction, organizational commitment, and organizational trust, and a significant increase in turnover intentions. Except for organizational commitment, nurses in the acquiring hospitals reported a greater deterioration in job attitudes indicating that they were more adversely affected by the amalgamation than nurses in the hospitals being acquired. Perceived organizational support and, to a lesser extent, immediate supervisor support played an instrumental role in promoting successful adjustment to the amalgamation. There was only limited evidence that perceived job insecurity and control-oriented coping mediated the relationship between the support variables and job attitudes.

Resume
Dans cette etude de panel, nous examinons les reactions des infirmieres aux fusions des hopitaux, a la fois dans les etablissements acquereurs et acquis. Les donnees ont ete recueillies en 1992, deux ans avant l'annonce des fusions; ensuite en 1995, lors de leur annonce; et enfin en 1997, pendant leur mise en oeuvre. Les infirmieres, tant dans les hopitaux acquereurs que dans les hopitaux acquis, ont eprouve une baisse considerable de leur satisfaction professionnelle, de leur engagement envers leur employeurs, et de leur confiance en leurs gestionnaires, de meme qu'un desir accru d'abandon du metier ou de l'insitutiton en question. En particulier, la deterioration des attitudes a ete plus marquee dans les hopitaux acquereurs, ce qui indique que ces infirmieres se sont senties davantage mises a l'epreuve que celles dans les hopitaux acquis. Cependant, l'adaptation a la fusion a ete minimisee lorsque le soutien de l'etablissement etait bien percu et, a un moindre degre, lors d'une constatation de soutien reel provenant de leurs superieurs immediats. Nous n'avons pas trouve de preuve concluante que la perception de l'insecurite dans le travail, et les strategies pour garder celle-ci sous controle, aient influence le rapport entre les parametres du soutien et les attitudes envers le travail.

The Impact of Hospital Amalgamation on the Job Attitudes of Nurses

Self-care of well adult Canadians and adult Canadians with end stage renal disease

https://link.springer.com/content/pdf/10.1007/BF03404916.pdf

Martha E. Horsburgh

Papers

Caregiving by family and friends of adults receiving dialysis.

Determinants and consequences of burnout: A cross‐cultural comparison of Canadian and Jordanian nurses

The Impact of Hospital Amalgamation on the Job Attitudes of Nurses

Self-care of well adult Canadians and adult Canadians with end stage renal disease

Interdisciplinary collaboration and primary health care reform.