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1 – 6 of 6Filomena Buonocore, Marcello Russo and Davide de Gennaro
Each time there is a government change (indeed a very frequent scenario for Italy), and the leadership team of strategic offices and operations in the public administration is…
Abstract
Purpose
Each time there is a government change (indeed a very frequent scenario for Italy), and the leadership team of strategic offices and operations in the public administration is usually replaced. Using the job crafting theoretical framework, the purpose of this study is to investigate how the uncertainty generated by changes in the leadership teams of public offices shapes the public managers’ coping strategies.
Design/methodology/approach
This study adopts a deductive qualitative approach. Data for this study were collected through 47 interviews conducted with public managers working at the Italian Presidency of the Council of Ministers.
Findings
The results of the study suggest that job crafting – a proactive approach aimed at customizing the content and nature of one’s job – represents a frequent strategy that public managers undertake, drawing on the personal and contextual resources at their disposal, to reduce perceived uncertainty associated with manager transition.
Originality/value
Questions related to the positive or negative impact of managerial transitions generated conflicting opinions in the literature. The authors demonstrate that job crafting could represent a valuable strategy adopted by executive managers to cope with increasing uncertainty associated with managerial transition due to government change, especially when these strategies enable to gain valuable personal and contextual resources for managers.
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Paola Briganti, Davide de Gennaro, Filomena Buonocore and Luisa Varriale
Drawing on the pay-for-performance (P4P) and job satisfaction literatures through an analysis of qualitative studies published on the topic, the purpose of this study is to…
Abstract
Purpose
Drawing on the pay-for-performance (P4P) and job satisfaction literatures through an analysis of qualitative studies published on the topic, the purpose of this study is to investigate the effect of a P4P-based system on job satisfaction and dissatisfaction among health care workers.
Design/methodology/approach
A meta-synthesis of the qualitative literature was conducted to investigate health care workers' opinions, perceptions and behaviors and fully understand what processes generate job satisfaction or dissatisfaction under P4P systems.
Findings
The findings suggest that P4P systems impact the job (dis-)satisfaction of health care workers based on the institutional, organizational, geographic and cultural context of reference. Specifically, job satisfaction – and thus motivation, occupational well-being and work engagement – can occur when the context is supportive, whereas job dissatisfaction – and thus work stress and pressure, burnout and work-life balance issues and distraction – is generated in the case of unsupportive contexts. Moreover, the findings suggest a virtuous/vicious circle whereby job satisfaction leads to positive performance and further fuels job satisfaction, while conversely job dissatisfaction generates worse performance, and this further worsens worker satisfaction.
Originality/value
There is a lack of studies comparing and analyzing current evidence on the job (dis-)satisfaction of health care workers operating in different contexts based on the reward system. This is the first research to analyze a significant number of studies with reference to the relation between P4P and job (dis-)satisfaction, which are topics in need of further study and investigation in health care settings around the world.
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Marcello Russo, Filomena Buonocore and Maria Ferrara
The purpose of this paper is to explore antecedents, namely reasons for/against error reporting, attitudes, subjective norms, and perceived control, of nurses’ intentions to…
Abstract
Purpose
The purpose of this paper is to explore antecedents, namely reasons for/against error reporting, attitudes, subjective norms, and perceived control, of nurses’ intentions to report their errors at work.
Design/methodology/approach
A structured equation model with cross-sectional data were estimated to test the hypotheses on a sample of 188 Italian nurses.
Findings
Reasons for/against error reporting were associated with attitudes, subjective norms and perceived control. Further, reasons against were related to nurses’ intentions to report errors whereas reasons for error reporting were not. Lastly, perceived control was found to partially mediate the effects of reasons against error reporting on nurses’ intentions to act.
Research limitations/implications
Self-report data were collected at one point in time.
Practical implications
This study offers recommendations to healthcare managers on what factors may encourage nurses to report their errors.
Social implications
Lack of error reporting prevents timely interventions. The study contributes to documenting motivations that can persuade or dissuade nurses in this important decision.
Originality/value
This study extends prior research on error reporting that lacks a strong theoretical foundation by drawing on behavioral reasoning theory.
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Marcello Russo and Filomena Buonocore
The central aim of this paper is to test a model in which work‐family enrichment is associated with lower levels of professional turnover through higher levels of job satisfaction…
Abstract
Purpose
The central aim of this paper is to test a model in which work‐family enrichment is associated with lower levels of professional turnover through higher levels of job satisfaction and professional commitment.
Design/methodology/approach
The bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the hypotheses.
Findings
The findings show that nurses experiencing high levels of work‐family enrichment are likely to report lower intentions to leave their profession by virtue of their higher levels of professional commitment.
Research limitations/implications
The research relies on a cross‐sectional design with a single source of data.
Practical implications
The research suggests that management should foster work‐family enrichment since this appears to be linked to decreased turnover intentions.
Social implications
There is a shortage of nurses in Italy and many other countries, which has negative consequences for high‐quality nursing care and costs of the healthcare system, and the results of the present study suggest ways in which nurse retention could be improved.
Originality/value
This study contributes to work‐family literature by addressing the relationship between work‐family enrichment and professional‐related outcomes.
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