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PurposeThe purpose of this paper is to investigate the effect of soft total quality management (TQM) practices on employee work role performance in the manufacturing sector of United Arab Emirates. It also examined the indirect effect of innovative work behaviour and initiative climate.Design/methodology/approachThe study is based on a conclusive research design and survey data was collected from 290 employees working in non-managerial positions across various manufacturing companies in UAE. The hypotheses of the empirical study are tested using structural equation modelling. The indirect effects created through moderated mediation are analysed using Hayes Process Macro.FindingsThe results show that soft TQM practices have a positive influence on work role performance. Employee innovative work behaviour acts as a partial mediator and initiative climate moderates the relationship.Research limitations/implicationsThe study adopted a cross-sectional analysis and single informants are used, so it is advised that the interpretation of the results is made with enough caution.Practical implicationsPractitioners must bear in mind that when the employees are adequately trained, empowered, involved and organized as team, it would result in employee innovative behaviour and improved work role performance. The top management should be persuaded to be more committed to the above-mentioned activities for more positive employee-level outcomes.Originality/valueVery few studies have conducted an empirical validation at the intersection of human resource management (HRM) and TQM. This is one of the first studies to examine the relationship between soft TQM and employee work role performance.

The nurse leader role is critical to ensure a quality work environment that influences clinical nurse satisfaction, decreased turnover, and patient outcomes. A primary source of stress in nurse leaders that contributes to burnout is organizational stress such as operational task-oriented activities. The purpose of this study was to evaluate how flexible workplace interventions influence nurse leaders perceptions of role overload and job satisfaction. It was found that flexible work interventions positively impact nurse leader satisfaction, perceived stress, and work role balance in an acute care hospital.

Self-report and monomethod bias threaten the validity of positive work and organizations research. The current study used multitrait-multimethod analyses to examine the relationship between PERMA+4...

BACKGROUND: Work participation among employees with depression is hampered due to cognitive impairments. Although studies show higher levels of work disability among people with a lower education, highly educated employees may encounter specific challenges in fulfilling their work role due to the cognitive impairments of depression, as they often perform cognitively demanding jobs. There is little knowledge about their challenges and opportunities with regard to work participation. OBJECTIVE: To investigate how highly educated employees with depression manage work participation by focusing on their views on opportunities and challenges in fulfilling their work role. METHODS: Eight individual interviews with highly educated employees with depression were conducted. Transcripts were analysed using qualitative content analysis.RESULTS: The analysis revealed four categories: struggling with acknowledging depression and disclosure; fear of being stigmatised at work; work is a motivator in life; and striving to fulfil the work role at the expense of private life activities. CONCLUSIONS: Highly educated employees with depression need guidance regarding the disclosure of information about health issues and work ability. To successfully manage their work role, they need a clear plan with outlined tasks, demands and goals. Healthcare professionals and workplaces should support them in setting limits with regard to work tasks and working hours. BACKGROUND: Work participation among employees with depression is hampered due to cognitive impairments. Although studies show higher levels of work disability among people with a lower education, highly educated employees may encounter specific challenges in fulfilling their work role due to the cognitive impairments of depression, as they often perform cognitively demanding jobs. There is little knowledge about their challenges and opportunities with regard to work participation. OBJECTIVE: To investigate how highly educated employees with depression manage work participation by focusing on their views on opportunities and challenges in fulfilling their work role. METHODS: Eight individual interviews with highly educated employees with depression were conducted. Transcripts were analysed using qualitative content analysis.RESULTS: The analysis revealed four categories: struggling with acknowledging depression and disclosure; fear of being stigmatised at work; work is a motivator in life; and striving to fulfil the work role at the expense of private life activities. CONCLUSIONS: Highly educated employees with depression need guidance regarding the disclosure of information about health issues and work ability. To successfully manage their work role, they need a clear plan with outlined tasks, demands and goals. Healthcare professionals and workplaces should support them in setting limits with regard to work tasks and working hours.

Passion is a motivational force driving people toward success and satisfaction. Outside of entrepreneurship, though, research on how passion may be activated within a work role has been limited. As frontline employees (FLEs) are a vital link between organizations and their customers, measuring passion in the FLE context is particularly relevant. Anyone who has enjoyed memorable service knows, it is through passionate FLEs that service organizations may stand out from competitors. Through a series of seven studies conducted across multiple countries, this research develops and validates a measure of FLE passion. FLE passion is the intense positive feelings and identity reinforcement resulting from solving problems and/or serving customers. The developed and validated measurement instrument is comprised of both serving and solving dimensions and includes evidence that FLEs negotiate their identities and activate positive affect during service encounters. Theory and results indicate that organizations may control certain antecedents to passion, and that passion is related, yet distinct, from such things as employee engagement and organizational commitment. A potential research agenda is presented based upon applying the FLE passion construct across various service domains.

Parenting a child with cancer creates numerous additional care demands that may lead to increased difficulties in balancing work and family responsibilities. Still, there is limited knowledge of how parents cope with both parenthood and paid work after a child’s cancer diagnosis. The aim of the study was to explore mothers’ and fathers’ experiences of balancing the dual roles of work and parenthood following a child’s cancer diagnosis. Nine focus groups with in total 32 parents of children with cancer in Sweden were conducted. The data was analysed using qualitative content analysis. Three categories were identified: Shifts in the importance of the parent role and the work role, Influence of context and conditions on the balance of roles, and Long-term unbalance of roles. Parents expressed an increased appreciation of time spent with family, but also emphasized the importance of work to counterbalance the sometimes overwhelming parenting demands. The pre-existing financial situation, work situation, and employer behaviour were important factors influencing the parents’ ability to balance work and family. Traditional gender roles influenced how couples divided responsibilities and reflected on their experiences. Mothers and fathers were also met with different expectations, which highlights the need for the healthcare to consider their communication with caregivers. Importantly, the parents expressed how the child’s illness affected their ability to balance work and family for a long time, while the understanding and support from others had steadily declined. Enabling parents to care for their ill child without sacrificing their own career is of utmost importance, and future research should focus on identifying which factors facilitate for parents to achieve a sustainable work-life balance.

The functional breadth of the police role is a primary issue facing law enforcement. However, few empirical data examine how officers are experiencing an occupational environment characterized by an increasingly wider range of new (but routine) duties. I take a qualitative approach to explore experiences of work-role overload via in-depth, semi-structured interviews with a sample of U.S. police officers ( N = 48). By applying the framework for thematic analysis, I find that work-role overload is a robust feature of police officers’ occupational experiences and presents in two ways: (a) through quantitative overload related to the excessive volume of work demands and (b) qualitative overload related to strained or diminished psychological resources. The findings provide valuable insights for improving the theoretical understanding of work-role overload among police in light of international trends toward broadening law enforcement’s social functions and add to contemporary discussions to “defund the police.”

The study introduces three forms of employee participation in decision making in SMEs (work role, HR, and strategic) and tests two competing hypotheses regarding their positive and negative relatio...

Professional identity is how professionals identify themselves in their work role. Practicing clinicians working in multidisciplinary teams soon discover their professional identities must broaden ...

PurposeThis paper aims to examine how servant leaders play an essential role in employee work role performance by assessing the mediating role of knowledge sharing and psychological empowerment.Design/methodology/approachData was collected from a sample of 583 employees working in a public sector organization in India. Structural equation modeling has been used to test the proposed model.FindingsThe results contribute to new knowledge that servant leadership has a positive link to work role performance. Findings demonstrate that this relationship was partially mediated by knowledge sharing and psychological empowerment. Knowledge sharing has a positive and significant effect on psychological empowerment. Theoretical and practical implications are provided.Originality/valueBy identifying servant leadership as a determinant of knowledge-sharing behavior and psychological empowerment, this paper significantly supplements current research on the process through which leadership influences individual behavior and motivation toward work performance.

This study explored work beliefs, work-role fit, well-being, intention to leave, and organisational citizenship behaviour in a sample of judges in South Africa. We employed an exploratory, multi-me...

PurposeThe current study examined cultural (diffuse orientation), organizational (organizational work-family climates) and individual (role centrality) antecedents of key work-family (WF) experiences (WF conflict, WF enrichment and WF boundary management) in India.Design/methodology/approachSurvey data were collected from 586 white-collar employees in India. The data were analyzed using structural equation modeling.FindingsAnalyses revealed interesting culture-specific insights into the WF dynamic. For example, less demarcation between WF boundaries (diffuse orientation) did not increase WF conflict, but significantly fostered WF enrichment, challenging the findings in the Western cultural contexts. A supportive organizational WF climate was found to be a crucial factor that alleviated WF conflict, whereas greater investment in work role led to greater WF enrichment.Research limitations/implicationsThis study addresses a dearth of research on antecedents of WF interface that simultaneously examines the positive and negative aspects of WF interface. It also advances the WF literature by generating empirical evidence related to the cultural dimension of diffuse orientation.Originality/valueThis study provides a holistic view of WF interface in the Indian context by incorporating various antecedents in one model.

Aim The aim of this descriptive study is to determine the relationship between competencies and attitudes of nurses in medical errors. Background The level of competence of nurses directly affects the patient's safety, health status, morbidity and mortality rates, and satisfaction with nursing care. Nurses are expected to demonstrate a high level of competence in fulfilling their duties and responsibilities and thus to minimize the incidence of medical errors. Methods This study was carried out with nurses (n = 243) working in a university hospital in Turkey between May and July 2019. A personal information form, the Nurse Competence Scale and the Medical Errors Attitude Scale were used in the collection of data. Results A relationship was found between the competence of nurses and their attitudes in medical errors. It appeared that the work role subscale had the highest mean score (48.76 ± 6.83) according to the Nurse Competence Scale subscales. The mean scores of the diagnostic functions and ensuring quality subscales of the scale were found to be low. While the mean scores of the Medical Errors Attitude Scale of the nurses were close to each other, the highest mean score was found in the subscale of approach to medical errors (3.94 ± 0.35). Conclusion The nurses had a modest level of competence and their attitudes towards medical errors were positive. Implications for nursing management It is necessary that the competence of nurses is increased. Increasing their competence will also increase their awareness on medical error attitudes.

Implementation of information retrieval activities in a library is inseparable from the work role of the librarian, for that in a library there needs to be a written policy regarding standard operating procedures for preservation of collections in the library. This research traced information based on standard library procedures regarding collection development policies based on legal standards or preservation SOP policies, with qualitative research methods with the Snowball Sampling technique. The results of this study indicate that in the UST library has not implemented standard operating procedures in preservation collection activities, this is reflected in the process of preservation activities do not have a preservation SOP that is based on the legal basis for preservation of the collection as stated in the SOP document control contained in SOP No. 001.002 / ot 01 01 / isn 6, Law Number 13 of 2018 concerning transfer of printed and recorded works, Regulation of the Head of the National Library Number 16 of 2014 concerning procedures for storing and using special collections and SNI 7330: 2009 for Higher Education libraries .

The purpose of this study is to explore the positive outcomes of organizational resilience to see how resilient employees can support an organization by adapting to and initiating changes during th...

Work Stress is taking its toll on the working adults and the evidence of its detrimental effects is building in India as in United States and other developed countries. Research has shown that the work stress can lead to physical and psychological disorders that reduce job performance and negatively affect other employee outcomes. The purpose of the study was to examine the direct effect of work role stress on job satisfaction and two dimensions of employee outcomes i.e., organizational citizenship behaviour (OCB) and turnover intention in the Indian organizations. The study further aimed to investigate the mediating role of job satisfaction in the relationship between work role stress and two employee outcomes, i.e., organizational citizenship behaviour and turnover intentions. Data, using a structured questionnaire comprising the standard scales for work role stress, job satisfaction, organizational citizenship behaviour and turnover intentions, was collected from a diverse range of organizations in Delhi and NCR.

Coronavirus disease 2019 (COVID-19) vaccination rates of a large health system reflected their respective service areas but varied by work role. Nurse vaccination rates were higher (56.9%) and rates among nursing support personnel were lower (38.6%) than those of their communities (51.7%; P < .001). Physician vaccination rates were highest (71.6%) and were not associated with community vaccination levels.

As frequent travel across international borders has become common for an ever‐increasing number of workers, it is essential to understand what helps these international business travelers (IBTs) thrive and embrace their global work responsibilities. This study's purpose is to examine the role of developmental opportunities (i.e., work role challenges) in helping IBTs see frequent travel as a predominantly beneficial experience. By integrating two theories of motivation—conservation of resources theory and the challenge‐hindrance demands framework—I build a moderated mediation model of IBTs’ intent to cease their global work responsibilities (i.e., global role turnover intentions). Using latent moderated structural equation modeling (LMS) I test the model on a sample of 204 IBTs collected at two time‐points. Results show that, through the psychological state of thriving at work, travel frequency has a negative indirect association with IBTs’ global role turnover intentions when IBTs’ work roles are challenging and a positive association when their work lacks challenge. This is primarily the case regarding the challenge of being responsible for others at work. The novelty of IBTs’ work tasks is also a salient challenge but to a lesser extent. This study contributes to literatures on global work, work role design, and thriving.

Underreward is associated with depression—but is that association contingent upon job authority and other forms of status in the work role? And, do these patterns differ for women and men? Analyses of a national sample of American workers reveal that underreward is more strongly associated with depression among women with higher levels of job authority compared to similarly situated men. The authors then demonstrate that this pattern is amplified when other status elements are considered: income, skill level, autonomy, and decision latitude. These patterns are observed net of a range of sociodemographic measures, work stressors, and workplace sex composition. The findings of this study provide new insights about the gendered ways that job authority and other forms of status shape the association between underreward and depression. In doing so, the authors speak to diverse theoretical traditions related to distributive justice and engage with key ideas of reward expectation states theory. The efforts of the authors dovetail with recent interest in the gendered implications of authority and status as well as their connections to psychological distress.

Work–family conflict is a type of inter-role conflict that occurs as a result of incompatible role pressures from the work and family domains. Work role characteristics that are associated with work demands refer to pressure arising from excessive workload and time pressures. The purpose of this research is to identify the factors that contribute to the work-family conflict. There are three factors that researchers focus which are role overload, management support and also gender role orientation. The results of the study implied that work-family conflict as an important concern for individuals and organizations because of its negative consequences leading to reduced job performance as well as family satisfaction and hence reduced life satisfaction

Recent research has developed an in-depth understanding of how workers change their jobs on their own to improve their performance and well-being, a process called job crafting. This research suggests that managers, coworkers, and organizations need a better understanding of how to manage job crafting to capitalize on its benefits and reduce costs. This article will help organizations diagnose the occurrence of job crafting, recognize the differences between goal-oriented approaches to job crafting as opposed to withdrawal-oriented avoidance job crafting, and identify the seven specific types of job crafting: work role expansion, social expansion, work role reduction, work organization, adoption, metacognition, and withdrawal. We conclude with recommendations for managers, coworkers, and organizations on how to diagnose and manage job crafting.

BACKGROUND Part-time clinical nurse educators who simultaneously work in both a clinical and an academic setting experience a unique work-role transition. Identifying and addressing their needs during this time may assist in new faculty retention. PURPOSE As part of a larger study examining the work-role transition of part-time clinical nurse faculty, a specific research question was developed to determine how these individuals experience the phases of the Nurse Educator Transition (NET) model. METHODS This qualitative phenomenological study used both purposive and snowball sampling to recruit 14 RNs who were part-time clinical educators. RESULTS Study findings validated all 4 phases of the NET model. In addition, several participants indicated a sense of returning to the first 2 phases of transition at the beginning of new semesters and courses. CONCLUSION The NET model is applicable to the part-time clinical nurse educator population. This theory can be used as a framework to design orientation and mentorship programs that specifically target part-time clinical nurse educators.

The present research was aimed at exploring the effect of work role stressors and core self-evaluation (CSE) on important employee outcomes of job satisfaction, organizational citizenship behaviour (OCB) and turnover intentions. Another important objective of this study was to investigate whether CSE acts as a moderator in the above-mentioned relationship between work role stressors and employee outcomes. The sample of the study was 347 professionals from 5 sectors. The results of the hierarchical multiple regression revealed that work role stress was negatively related to both job satisfaction and OCB but positively related to turnover intentions. Further, CSE was found to be positively related to job satisfaction and OCB but negatively related to turnover intentions. The support was also found for the stress buffering effect of CSE in the prediction of job satisfaction and turnover intentions. The result of the present research finds support for the job demands-resources (JD-R) model and contributes to the existing literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be alleviated by personal resources which act as a buffer to weaken this effect. The results of the study highlight the importance of selecting the employees with high CSE, especially for the demanding jobs.

How much does technology weigh on the work-life balance scale? A qualitative study showing the influence of personal technology usage at the workplace on work-life balance This article shows through nine interviews how personal technology usage at the workplace influences how people with different roles experience their work-life balance (wlb). A distinction can be made between managers and non-managers. Managers experience the freedom to cross the borders between the work and life domains, while non-managers see this action as deviant behavior. As a result, managers use technology to be able to fulfill their private roles in the workdomain in order to compensate for their lacking time in the private domain. Non-managers don’t share the same freedom, and therefore experience a good wlb when they strictly divide their roles. In addition, parents with young children experience a better wlb because of technology usage. They use it to stay in contact with their children for whom they feel great responsibility. Parents with older children don’t feel the need to stay in contact all day and try to separate their roles. Furthermore, all respondents experience less satisfaction with the performance of their work role through personal internet use for relaxation (cyberloafing), resulting in a worsened wlb.