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www.ejop.org Hospital restructuring and downsizing: Effects on nursing staff
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This paper provides an analysis of the role of context in inequality in employment by using the setting of Saudi public organisations. We focus on tribe and religion as they represent the major cultural force in Saudi public organisations... more
This paper provides an analysis of the role of context in inequality in employment by using the setting of Saudi public organisations. We focus on tribe and religion as they represent the major cultural force in Saudi public organisations and they hold major power and resources. We conducted interviews and focus-group discussion with employees from dominant and non-dominant groups. We utilised the multilayers framework to help us go beyond the basic analysis of the descriptive and analytical context to focus on the deep analysis of the subjective context in understanding inequality in employment. Our findings revealed the perpetuation of inequality in employment is considered a political strategy which is reinforced by the state and supported by tribal structure and religious establishment. In the absence of equality legislation, equality in employment seen as a form of modern liberal and social democracy which is why not supported by dominant groups. The subjective analysis of the ...
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We examined several career concepts, including career identity, planning and resilience, career salience, work locus of control, modern career orientations, career self-efficacy, and career anchors, as well as the expectations of... more
We examined several career concepts, including career identity, planning and resilience, career salience, work locus of control, modern career orientations, career self-efficacy, and career anchors, as well as the expectations of pre-career Millennials. Overall, our study shows significant intergenerational differences across many of these concepts. For example, Matures identified with their careers more than other generations, which suggests that work plays a more central role in their lives. Millennials and Gen X employees indicated a belief that they are not in control of their career success. Moreover, Millennials had lower levels of selfefficacy than both Gen X and Boomer employees. In terms of career anchors, we found that each successive younger generation placed more importance on autonomy and independence, entrepreneurial creativity, lifestyle, service, and dedication. Lastly, pre-career Millennials indicated high expectations for salary growth over their careers, despite expecting to take an average of five years off of work for child-rearing and travel activities.
Research Interests: Sociology and Psychology
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PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities... more
PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they perceive discrimination at work and (2) Whites are more likely than minorities to restore the status quo by leaving the situation when they perceive discrimination at work.Design/methodology/approachData for this study were obtained from the Professional Worker Career Experience Survey. In total, 527 working professionals from multiple organizations across the central USA participated in the survey.FindingsThe authors find evidence that Whites experience more negative psychological effects (i.e. lower job satisfaction and higher work stress) from perceived discrimination than minority employees and are more likely to act to restore conditions of privilege by leaving their current job and employer. The stronger negative effects of perceived d...
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Purpose A major trend in the changing nature of work is the increasing use of temporary workers. Although common among students, older employees have joined the ranks of temporary workers as they extend their work lives. Temporary workers... more
Purpose A major trend in the changing nature of work is the increasing use of temporary workers. Although common among students, older employees have joined the ranks of temporary workers as they extend their work lives. Temporary workers tend to report lower affective commitment and consequently poorer work outcomes. However, different generations of workers may conceive temporary work differently from each other. The purpose of this paper is to explore how different generations of temporary workers, respond to human resource practices (HRP), which in turn influences their affective commitment and work performance. Design/methodology/approach The sample is comprised of 3,876 temporary agency workers (TAWs) from seven temporary employment agencies in Portugal. The authors undertook multiple group SEM analyses to test a moderated mediation model that accounts for TAWs’ affective commitment (toward the agency and the client company) across three generations (Baby Boomers, Generation X...
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The public and nonprofit sectors generally pay less than the private sector, and individuals are willing to forgo higher salaries in exchange for greater intrinsic satisfaction derived from making a contribution to society. However,... more
The public and nonprofit sectors generally pay less than the private sector, and individuals are willing to forgo higher salaries in exchange for greater intrinsic satisfaction derived from making a contribution to society. However, personal financial considerations, such as education debt, may discourage individuals from pursuing careers in lower paying sectors even if they are predisposed to public service motivation (PSM). We surveyed a sample of graduating students to investigate if (a) education debt discourages students from pursuing lower paying public or nonprofit careers and (b) whether PSM overrides the considerations students might make about entering lower paying sectors as their education debt rises. First, we find that education debt has a marginal effect on initially selecting private over public and nonprofit careers. Rising education debt may discourage students from public sector careers after controlling for PSM. We also find that rising education debt may discour...
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ABSTRACT More and more organizations, including business, universities and municipalities, are being faced with requests from their employees to implement domestic partner benefits (including medical coverage). The questions that these... more
ABSTRACT More and more organizations, including business, universities and municipalities, are being faced with requests from their employees to implement domestic partner benefits (including medical coverage). The questions that these requests raise cover the entire spectrum from the concrete to the philosophical. This article includes discussion of the following topics: should organizations have a non-discrimination policy inclusive of sexual orientation; how to find out much medical benefits for domestic partners will cost; where to find an insurer to cover domestic partners; whther these benefits should be offered to both heterosexual and homosexual couples; how to define a "domestic partner"; what laws and tax codes govern these benefits; and. how to communicate changes in benefit plans to employees. These, and many other topics, demand the attention of human resources professionals.
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The pipeline theory suggests that increasing the number of women in male-dominated fields should lead to more equality in the labour market. This perspective does not account for differences in the expectations of men and women within the... more
The pipeline theory suggests that increasing the number of women in male-dominated fields should lead to more equality in the labour market. This perspective does not account for differences in the expectations of men and women within the pipeline, which may serve to perpetuate inequities. This study explores the differences in the choice of academic preparation, career expectations, and career priorities of 23,413 pre-career men and women using a large sample of Canadian post-secondary students who are about to embark on their first careers. Our results indicate that, although women are increasingly entering male-dominated fields such as science/engineering and business, they continue to have lower salary expectations and expect a longer time to promotion than their male counterparts. That said, young women in male-dominated fields reported higher salary expectations than those in female-dominated fields. Additionally, young women indicated a preference for beta career priorities (...
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Purpose – Popular literature argues that successive generations are experiencing more job changes and changes of employer. The “new careers” literature also proposes that career mobility patterns are becoming more diverse as people engage... more
Purpose – Popular literature argues that successive generations are experiencing more job changes and changes of employer. The “new careers” literature also proposes that career mobility patterns are becoming more diverse as people engage in more downward and lateral job changes and changes of occupation. The purpose of this paper is to test these assertions by comparing the career mobility patterns across four generations of workers. Design/methodology/approach – The authors analyzed the career mobility patterns of four generations of Canadian professionals (n=2,555): Matures (born prior to 1946); Baby Boomers (1946-1964); Generation Xers (1965-1979) and Millennials (1980 or later). Job mobility, organizational mobility and the direction of job moves were compared across groups through analysis of variance. Findings – Significant differences were observed in job mobility and organizational mobility of the various generations, with younger generations being more mobile. However, des...
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... (519) 661-3215 Fax (519) 661-3485 akonrad@ivey.uwo.ca Yang Yang U. of Pennsylvania Eddy SW Ng Dalhousie U. Alison J ... Negative social experiences resulting from stigmatization can range all the way to cases of physical assaults by... more
... (519) 661-3215 Fax (519) 661-3485 akonrad@ivey.uwo.ca Yang Yang U. of Pennsylvania Eddy SW Ng Dalhousie U. Alison J ... Negative social experiences resulting from stigmatization can range all the way to cases of physical assaults by fellow students while in school [39]. ...
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... inclusion of other virtues such as hope and self-esteem, and would add to our understating of the relationship of various ... Emmons, RA, McCullough, ME (2003), "Counting blessings versus burdens: an experimental... more
... inclusion of other virtues such as hope and self-esteem, and would add to our understating of the relationship of various ... Emmons, RA, McCullough, ME (2003), "Counting blessings versus burdens: an experimental investigation of gratitude and subjective well-being in daily ...
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This exploratory study examined the role of both gender and race/ethnicity, and their interaction, on cultural values likely to be related to attitudes toward equality and diversity and an attitude towards equality and diversity itself.... more
This exploratory study examined the role of both gender and race/ethnicity, and their interaction, on cultural values likely to be related to attitudes toward equality and diversity and an attitude towards equality and diversity itself. Data were collected from 120 employees from a large financial institution in Canada. Non‐North Americans and non‐Caucasians held cultural values that were found to be associated with less support for equality. These findings suggest that additional efforts must be made to bring non‐Caucasians on side as companies attempt to create a level playing field for all employees.
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PurposeThe purpose of this paper is to examine whether the different employment statuses of under‐employment, temporary employment, unemployment and non‐participation in the labor force are associated with perceived well‐being among... more
PurposeThe purpose of this paper is to examine whether the different employment statuses of under‐employment, temporary employment, unemployment and non‐participation in the labor force are associated with perceived well‐being among persons with disabilities.Design/methodology/approachThe authors used data from the 2006 Participation and Activity Limitation Survey (PALS) conducted by Statistics Canada to develop six categories of employment status. OLS regression analysis was used for hypothesis testing.FindingsFindings indicated that fully utilized permanent employees show the highest level of life satisfaction while unemployed persons searching for work have the lowest levels of life satisfaction and the highest levels of perceived workplace discrimination. Permanent employees whose skills are greatly underutilized show the second‐lowest level of life satisfaction and equally high perceived workplace discrimination as unemployed persons. Non‐participants in the labor force show li...
Research Interests: Psychology, Unemployment, Job Satisfaction, Vocational Education, Psychological Well Being, and 13 moreLife Satisfaction, Social identity theory, Business and Management, Equality Diversity and Inclusion, Individual Psychology, Regression Analysis, Originality, Design Methodology, Labor Force, Spectrum, Temporary Employment, Personalized Search, and Hypothesis Test
Purpose – The purpose of this report is to highlight findings from research presented at the 2006 Administrative Sciences Association of Canada conference in Banff, Alberta. Design/methodology – Ten papers, of interest to Equal... more
Purpose – The purpose of this report is to highlight findings from research presented at the 2006 Administrative Sciences Association of Canada conference in Banff, Alberta. Design/methodology – Ten papers, of interest to Equal Opportunities International readers, were selected from the proceedings and presentations made at the conference for this report. The papers themselves vary in terms of research design
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ABSTRACT The healthcare system underwent considerable restructuring and downsizing in the early to mid-1990s in several countries as governments cut costs to reduce their budget deficits. Studies of the effects of these efforts on nursing... more
ABSTRACT The healthcare system underwent considerable restructuring and downsizing in the early to mid-1990s in several countries as governments cut costs to reduce their budget deficits. Studies of the effects of these efforts on nursing staff and hospital functioning in various countries generally reported negative impacts. Healthcare restructuring and hospital downsizing is again being implemented in North America in 2009/2010 as governments struggle to reduce their deficits at a time of worldwide economic recession. The present study examines the relationship of hospital restructuring initiatives in and their link with increased threats to job security with a variety of individual and hospital outcomes in a sample of nursing staff working in hospitals undergoing significant restructuring and downsizing. Data were collected from 289 nursing staff working in California hospitals. Nurses reported a relatively large number of restructuring and downsizing initiatives. Restructuring initiatives and threats to job security accounted for a greater increment in explained variance on every outcome measure than did personal demographic factors and work situation characteristics. Threats to job security were generally associated with negative work attitudes and satisfactions, levels of psychological well-being and perceptions of hospital functioning. Some suggestions for more successful approaches to cost reductions are offered. Introduction The global economic and financial crisis has raised concerns about the state of healthcare among many nations (Suhrcke and Stuckler 2012). The healthcare sector is again the target of restructuring, downsizing and cost cutting measures as governments attempt to deal with budget shortfalls (Newbold and Hyrkäs 2010). Government leaders were facing budget deficits, partly the result of the worldwide economic downturn and partly the result of escalating costs (Simms and Rowson 2009; Castledine 2010). Healthcare costs have not been reduced; in fact they continue to increase at a faster rate than national inflation. Healthcare is the largest budget item in almost all countries, and it is projected to increase in size as the population ages. Some governments have concluded that they are no longer able to continue to fund healthcare at their current levels (Schansberg 2011). As a consequence, efforts are underway once again to restructure and downsize hospitals and healthcare delivery devoted an entire issue on 'managing in economic austerity', however the volume only examined nurses' job satisfaction (Spetz and Herrera 2010), workload (Beswick, Hill and Anderson 2010), absenteeism (Gaudine and Gregory 2010), attitudes toward information technology q 2014 Taylor & Francis
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Research Interests: Marketing, Human Resource Management, Organizational Commitment, Job Satisfaction, Human Resource, and 9 moreHuman Resource Management in the middle east, Cultural Diversity, Organizational Effectiveness, Business and Management, Turnover, Organizational Performance, Profitability, Field Study, and The Human
Page 1. Brief Reports Workaholic Behaviors: Do Colleagues Agree? Ronald J. Burke York University Eddy SW Ng Trent University Although workaholism has been hypothesized to have an effect on interper-sonal relationships ...
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This study investigates the importance of diversity management in applicants' job choice decisions. According to the personorganization fit theory, individuals make assessments of fit between their personal values... more
This study investigates the importance of diversity management in applicants' job choice decisions. According to the personorganization fit theory, individuals make assessments of fit between their personal values and the values of the organizations, and they make job ...
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... 2003), and organizational best practices in managing diversity (eg, Kalev et al., 2006; Kellough & Naff, 2004; Wentling & Palma-Rivas, 2000). ... & Rosen, 1995), very few studies have linked diversity management to CEO... more
... 2003), and organizational best practices in managing diversity (eg, Kalev et al., 2006; Kellough & Naff, 2004; Wentling & Palma-Rivas, 2000). ... & Rosen, 1995), very few studies have linked diversity management to CEO commitment (see Rynes & Rosen, 1995, and Zane, 2002). ...
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... Eddy SW Ng, Management and Human Resources Department, College of Business Administration, California State Polytechnic University, Pomona ... an abundant of literature that focused on applicant attraction strategies and... more
... Eddy SW Ng, Management and Human Resources Department, College of Business Administration, California State Polytechnic University, Pomona ... an abundant of literature that focused on applicant attraction strategies and organisational recruitment practices (eg Barber ...
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... and women appear to have more similar patterns in the factors affecting their career choice, suggesting few ... Factors influencing the career decision status of Chinese American youths. ... Explaining influences on career... more
... and women appear to have more similar patterns in the factors affecting their career choice, suggesting few ... Factors influencing the career decision status of Chinese American youths. ... Explaining influences on career 'choice': The case of MBA students in comparative perspective ...