Based on the social exchange theory, the aim of this study is to identify the association between job stress state anger, emotional exhaustion and job turnover intention. This study postulates that job related stress and state anger among nurses during COVID-19 subsequently leads to their job turnover intentions. In addition, the study also aims to see the mediating role of emotional exhaustion between COVID-19-related job stress, state anger, and turnover intentions. The sample of this study is gathered from 335 registered (...) nurses working in Pakistani hospitals dealing with COVID-19-related patients. The interrelationships between variables are checked by using structural equation modeling through AMOS. Key findings confirm that COVID-19-related job stress and state anger had a significant effect on nurses’ turnover intentions. Furthermore, emotional exhaustion mediated the relationship between COVID-19-related job stress, state anger, and turnover intentions. There is a lack of research which has assessed the impact of Novel COVID-19-related job stress and state anger on nurses’ turnover intentions in hospitals, providing empirical evidence from a developing country-Pakistan. This study offers managerial implications for hospital management and health policymakers. Moreover, nursing managers need to pay attention to nurses’ turnover intentions who are facing the issue at the front line as patients receive their initial treatment from nurses in the COVID-19 outbreak. (shrink)

This article investigates the effects of perceived supervisor support on ethical and unethical employee behavior using a multi-method approach. Specifically, we test the mediating mechanism and a boundary condition that moderate the relationship between support and ethical employee behaviors. We find that supervisor-based self-esteem fully mediates the relationship between supervisor support and ethical employee behavior and that employee task satisfaction intensifies the relationship between supervisor support and supervisor-based self-esteem.

This study aims to examine how employees engage in different types of negative information sharing behaviors about their organization, namely, negative megaphoning, in response to perceived organizational injustice. The role of employees’ negative affect and employee–organization relationship are also examined. Results of an online survey with 403 full-time employees in the U.S. across industry sectors showed that perceptions of organizational injustice increase employee’s negative affect, thereby increasing their internal, external, and anonymous website negative megaphoning behaviors. Injustice perception also decreased EOR (...) quality, which in turn, increases employees’ negative megaphoning behaviors on anonymous websites. Theoretical and practical implications are suggested. (shrink)

Nurses’ unintentional medication errors during treatment are relatively frequent and yet inevitable. Errors provoke emotions which influence the nurses’ professional careers. Little is known about the relationship between nurses’ supervisors constructive listening and the emotional reactions of nurses who committed an error and its relation to patients’ safety. Our purpose was to explore the relationship between nurses’ perceptions regarding their supervisors’ CL and their emotional experiences after committing an error related to patient care. Dependent variables included of guilt, empathy towards (...) the patient, general and professional self-assessment, shame, and Negative and Positive Affect. In this descriptive study, we used a snowball sampling method. Participants were asked to sign an informed-consent form and complete the questionnaire before or after work. No compensation was offered to participants. The study was approved by the ethics committee of the academic institution involved. A total of 162 nurses participated: 103 held a registered and 40 held a managerial role. Seniority had high variability, ranging from 3 months to 45 years. The majority of errors reported concerned the administration of medications. We used Structural Equation Modeling to measure relationships between the main variables =14.52, p=.105, CFI=.911, RMSEA=.062. The main findings were: a high rating of perceived supervisor’s CL led to high state-guilt. Next, higher state-guilt led to high PA and to high NA. High PA led to reporting the error, whereas high NA led to a high degree of empathy towards the patient. Our findings show the importance of CL, which led to reporting error and to empathy towards patients, mediated by increased state-guilt and by increased positive and negative effect. Supervisor nurses should use CL to create an atmosphere of trust which fosters the reporting of errors and improves patients’ safety. (shrink)