The relationships between certified nursing assistants' voice behaviour and job satisfaction, work engagement and turnover intentions: A two-wave survey study.

AIM: Whereas voice behaviour has been identified as a key precursor to safe and high-quality patient care, little is known about how voice relates to key workforce outcomes. This study aimed to investigate the relationships between certified nursing assistants' perceived promotive voice behaviour (speaking up with suggestions for future improvement) and prohibitive voice behaviour (speaking up about problems or potentially harmful situations) and their self-reported levels of job satisfaction, work engagement and turnover intentions. DESIGN AND METHODS: Dutch certified nursing assistants were recruited for a two-wave survey study through non-random convenience sampling. The final sample contained 152 respondents. The data were analysed using multiple linear regression analyses. In all analyses, the dependent variable at time one was controlled for. RESULTS: Certified nursing assistants' promotive and prohibitive voice behaviour at time one were found to be positively related to their level of job satisfaction at time two while controlling for job satisfaction at time one. No relationships with work engagement or occupational turnover intentions were found. CONCLUSION: While previous research has found positive effects of voice on patient safety outcomes and team and organizational improvements in care organizations, we demonstrate that voice is also related to a key workforce outcome, that is, certified nursing assistants' job satisfaction. IMPLICATIONS AND IMPACT: Recognizing the interplay between voice behaviour and job satisfaction underscores the importance of creating work environments where certified nursing assistants feel able and willing to make their voices heard-with ideas and suggestions, as well as information regarding problems and concerns. PATIENT OR PUBLIC INVOLVEMENT: Three certified nursing assistants have contributed to the development of the survey.

Expanding the pie or spoiling the cake? How the number of negotiation issues affects integrative bargaining.

The present research investigates how the number of issues affects the quality of outcomes in terms of joint gains and impasse rates in integrative negotiations. In the literature, two opposing positions exist reflecting a complexity dilemma regarding the number of negotiation issues: One position suggests that complex negotiations involving higher numbers of issues offer more trade-off opportunities, thereby providing negotiators with greater structural flexibility in reaching mutually beneficial agreements, which improves outcome quality. The opposite position emphasizes that the greater information load inherent in negotiating more issues impedes outcome quality. We propose a third, intermediate position: Negotiating more issues may only improve outcome quality up to a threshold, above which adding further issues results in deteriorated outcomes. We tested these propositions using a quasi-meta-analytic technique by examining the associations between the number of issues, joint gains, and impasse rates across multiple empirical studies on integrative negotiations using various negotiation tasks with different numbers of issues (N = 38,063/21,271 negotiations for joint gains/impasse rates). Moreover, we investigated whether factors related to how negotiators subjectively deal with the increased complexity associated with higher numbers of issues moderate the number-of-issues effect on joint gains. Multilevel analyses revealed no significant number-of-issues effect on joint gains up to a threshold of 3 issues but a negative effect for negotiations involving more than 3 issues. By contrast, we did not find a number-of-issues effect on impasse rates. Moreover, we did not obtain evidence for moderation effects. Findings are discussed with respect to their theoretical and practical implications. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

From Integrated Care to Integrating Care: A Conceptual Framework of Behavioural Processes Underlying Effective Collaboration in Care.

Introduction: At all levels, effective collaboration between actors with different backgrounds lies at the heart of integrated care. Much attention has been given to the structural features underlying integrated care, but even under structurally similar circumstances, the effectiveness of collaboration varies largely. Theory and methods: Social and organizational psychological research shows that the extent to which collaboration is effective depends on actors' behaviours. We leverage insights from these two research fields and build a conceptual framework that helps untangle the behavioural processes underlying effective collaboration. Results: We delineate that effective collaboration can be realized when actors (1) speak up about their interests, values, and perspectives (voice behaviour), (2) listen to the information that is shared by others, and (3) thoroughly process this information. We describe these behaviours and explain the motivations and conditions driving these. In doing so, we offer a conceptual framework that can be used to explain what makes actors collaborate effectively and how collaboration can be enhanced. Discussion and conclusion: Fostering effective collaboration takes time and adequate conditions, fitting the particular context. As this context continuously changes, the processes and conditions require continuous attention. Integrated care, therefore, actually requires a carefully designed process of integrating care.

Nasty and Noble Notes: Interdependence Structures Drive Self-Serving Gossip.

Much information people receive about others reaches them via gossip. But is this gossip trustworthy? We examined this in a scenario study (Nsenders = 350, Nobservations = 700) and an interactive laboratory experiment (Nsenders = 126; Nobservations = 3024). In both studies, participants played a sequential prisoner's dilemma where a gossip sender observed a target's (first decider's) decision and could gossip about this to a receiver (second decider). We manipulated the interdependence structure such that gossipers' outcomes were equal to targets' outcomes, equal to receivers' outcomes, or independent. Compared to no interdependence, gossip was more often false when gossipers were interdependent with targets but not when interdependent with receivers. As such, false positive gossip (self-serving when interdependent with targets) increased but false negative gossip (self-serving when interdependent with receivers) did not. In conclusion, the interdependence structure affected gossip's trustworthiness: When gossipers' outcomes were interdependent with targets, gossip was less trustworthy.

Simply effective? The differential effects of solution-focused and problem-focused coaching questions in a self-coaching writing exercise.

Coaching is a systematic and goal-oriented one-on-one intervention by a coach aimed to guide clients in their professional and personal development. Previous research on coaching has demonstrated effects on a number of positive outcomes, including well-being and performance, yet little is known about the processes that underlie these outcomes, such as the type of questions coaches use. Here, we focus on three different types of coaching questions, and aim to uncover their immediate and sustained effects for affect, self-efficacy, and goal-directed outcomes, using a between-subjects experiment. One hundred and eighty-three medical residents and PhD students from various medical centers and healthcare organizations in the Netherlands were recruited to participate in a self-coaching writing exercise, where they followed written instructions rather than interacting with a real coach. All participants were randomly allocated to one of three conditions: either one of two solution-focused coaching conditions (i.e., the success or miracle condition) or a problem-focused coaching condition. Self-report questionnaires were used to measure key outcomes of coaching, that is positive and negative affect, self-efficacy, goal orientation, action planning (i.e., quantity and quality) and goal attainment. Two follow-up measurements assessed if the effects of the self-coaching exercise led to problem-solving actions within an initial follow-up period of 14 days and a subsequent follow-up period of 10 days. Findings showed that participants experienced more positive affect, less negative affect, and higher approach goal orientation after the solution-focused coaching exercise compared to the problem-focused coaching exercise. In all conditions, goal attainment increased as a consequence of the self-coaching intervention. We discuss the implications of our findings for the science and practice of contemporary coaching.

Exploring crucial programme characteristics and group mechanisms of an empowerment programme for certified nursing assistants-A qualitative study.

AIMS: To identify crucial programme characteristics and group mechanisms of, and lessons learned from hindrances in an empowerment programme for certified nursing assistants and contribute to the development of similar programmes in other care settings. DESIGN: Exploratory qualitative study. METHODS: Between May 2017 and September 2020, we used in-depth interviews and participant observations to study four groups participating in an empowerment programme for certified nursing assistants (N = 44). RESULTS: We identified three crucial empowerment-enhancing programme characteristics: (1) inviting participants to move outside their comfort zone of caregiving; (2) stimulating the use of untapped talents, competencies and interests; (3) supporting the rediscovery of participants' occupational role and worth. Crucial group mechanisms encompassed learning from and with each other, as well as mechanisms of self-correction and self-motivation. Hindrances included a perceived lack of direction, and a lack of organizational support and facilitation. CONCLUSION: We showed the significance of creating an inviting and stimulating environment in which participants can explore and function in ways they otherwise would not. Likewise, we identified how this can help participants learn from, critically correct and motivate one another. IMPACT: The programme under study was uniquely aimed to empower certified nursing assistants. Our insights on crucial programme characteristics and group mechanisms may benefit those who develop empowerment programmes, but also policymakers and managers in supporting certified nursing assistants and other nursing professions in empowerment endeavours. Such empowerment may enhance employee retention and make occupational members more likely to address challenges affecting their occupational group and the long-term care sector.

Gossip promotes cooperation only when it is pro-socially motivated.

Humans are often shown to cooperate with one another. Most of the mechanisms that foster cooperation among humans rely on reputation, which itself relies on the acquisition of information about other people's behaviors. Gossip has been proposed as a cheap yet efficient tool to acquire information, and it has largely been proved to be an effective means to foster and maintain cooperation. However, empirical studies supporting this claim have ignored two aspects: (1) they often compared gossip to treatments in which no reputation was available, impeding a direct assessment of whether it is gossip that promotes cooperation or rather the introduction of a reputation system; and (2) they focused on pro-social gossip (e.g., gossip aimed at helping the receiver), neglecting the impact of other types of gossip. We show here that, in contrast with the widespread notion that gossip promotes cooperation, gossip mostly depletes cooperation compared to first-hand information. If lying is fruitful for individuals or if a group's behavior is largely uncooperative, gossip leads to negative reputational information and decreased cooperation.

When and why does gossip increase prosocial behavior?

Understanding when people behave prosocially is integral to solving many challenges in groups and society. Gossip-the exchange of information about absent others-has been proposed to increase prosocial behavior, but findings are mixed. In this review, we illuminate the relationship between gossip and prosocial behavior, reconcile disparate findings, and suggest new directions for research. Our review reveals that gossip increases prosocial behavior to the degree that a) it is accurate rather than inaccurate, b) targets are interdependent with, rather than independent from, gossip receivers, and c) targets anticipate that they might be gossiped about, rather than actually experience negative gossip. We discuss implications of our reviewed findings for understanding when gossip serves to uphold desirable behavior and when it inadvertently engenders undesirable behavior.

Honesty and dishonesty in gossip strategies: a fitness interdependence analysis.

Gossip, or sharing information about absent others, has been identified as an effective solution to free rider problems in situations with conflicting interests. Yet, the information transmitted via gossip can be biased, because gossipers may send dishonest information about others for personal gains. Such dishonest gossip makes reputation-based cooperation more difficult to evolve. But when are people likely to share honest or dishonest gossip? We build formal models to provide the theoretical foundation for individuals' gossip strategies, taking into account the gossiper's fitness interdependence with the receiver and the target. Our models across four different games suggest a very simple rule: when there is a perfect match (mismatch) between fitness interdependence and the effect of honest gossip, the gossiper should always be honest (dishonest); however, in the case of a partial match, the gossiper should make a choice based on their fitness interdependence with the receiver and the target and the marginal cost/benefit in terms of pay-off differences caused by possible choices of the receiver and the target in the game. Moreover, gossipers can use this simple rule to make optimal decisions even under noise. We discuss empirical examples that support the predictions of our model and potential extensions. This article is part of the theme issue 'The language of cooperation: reputation and honest signalling'.

Gossip and reputation in everyday life.

Gossip-a sender communicating to a receiver about an absent third party-is hypothesized to impact reputation formation, partner selection, and cooperation. Laboratory experiments have found that people gossip about others' cooperativeness and that they use gossip to condition their cooperation. Here, we move beyond the laboratory and test several predictions from theories of indirect reciprocity and reputation-based partner selection about the content of everyday gossip and how people use it to update the reputation of others in their social network. In a Dutch community sample (N = 309), we sampled daily events in which people either sent or received gossip about a target over 10 days (ngossip = 5284). Gossip senders frequently shared information about targets' cooperativeness and did so in ways that minimize potential retaliation from targets. Receivers overwhelmingly believed gossip to be true and updated their evaluation of targets based on gossip. In turn, a positive shift in the evaluation of a target was associated with higher intentions to help them in future interactions, and with lower intentions to avoid them in the future. Thus, gossip is used in daily life to impact and update reputations in a way that enables partner selection and indirect reciprocity. This article is part of the theme issue 'The language of cooperation: reputation and honest signalling'.

Negative Gossip Decreases Targets' Organizational Citizenship Behavior by Decreasing Social Inclusion. A Multi-Method Approach.

Ample experimental evidence shows that negative gossip fosters cooperation in groups by increasing individuals' reputational concerns. However, recent field studies showed that negative gossip decreases organizational citizenship behavior (OCB) among its targets (i.e., people whom gossip is about). Bridging these findings, we study the role of social inclusion in explaining how negative gossip affects targets' engagement in OCB. Based on social exchange theory, we predict that targets of negative gossip experience low social inclusion. In turn, we propose that low social inclusion leads to low OCB of gossip targets. Results of three studies, a correlational study (N = 563), a laboratory experiment (N = 85), and an online scenario experiment (N = 597), showed that being the target of negative gossip reduced social inclusion and indirectly decreased OCBs. Our multi-method approach bridges findings from research conducted in organizations and in laboratory experiments and offers a more nuanced understanding of the effects of negative gossip on targets' behavior. We show that due to its detrimental effect on targets' social inclusion, negative gossip may not be as effective for enabling sustainable cooperation as experimental studies claim it to be.

Understanding the autonomy-meaningful work relationship in nursing: A theoretical framework.

BACKGROUND: Within nursing literature, the value and contribution of autonomy to nurse work satisfaction has been consistently demonstrated. Given the current forms of work and today's technology, the scope of freedom a nurse has over and in work has expanded in many different ways. However, although autonomy is viewed as an important antecedent to meaningful work (MW), no formal theory exists attempting to explain the relationships between the various different forms of autonomy and MW. Such a theoretical framework would guide health care organizations to direct resources specifically toward those types of autonomy that are most likely to cultivate the MW and its associated outcomes such as job satisfaction. PURPOSE: To address this important gap, this article introduces a theoretical, empirically testable model of autonomy-MW that is suitable for the contemporary work environment of nurses. METHOD: Drawing from research and theory in nursing literature, organizational sciences, and business ethics on autonomy and MW, the model is presented in four parts: the proposed relationships between perceived (1) professional autonomy, (2) individual autonomy, (3) group autonomy with core dimensions of MW, and (4) the proposed relationships between these three forms of autonomy with the dimensions "inspiration" and "facing reality." FINDINGS: By using a multidimensional MW construct, our model offers fine-tuned propositions regarding how different types of autonomy influence different dimensions of MW. DISCUSSION: The model proposes that the three forms of autonomy relate differently to the dimensions of MW. This model can be used as starting point for empirical research on autonomy-MW relationships.

Nurses' experience of individual, group-based, and professional autonomy.

BACKGROUND: Autonomy and meaningful work (MW) have both been positively related to work satisfaction for nurses, however, the relationship between the various forms of autonomy and MW is unclear. Both autonomy and MW are complex concepts, and it is important to understand how different forms of autonomy, such as individual, professional, and perceived group-based autonomy, influence different dimensions of MW such as Expressing Full Potential and Service to Others. It is critical to fully understand the autonomy/MW relationship, because this knowledge can serve as a basis for developing effective and efficient interventions. PURPOSE: The purpose of this paper is to better understand the relationship between autonomy and MW by examining the autonomy-MW framework. METHODS: Multilevel analyses using data from 510 nurses nested within four organizational divisions from three health care organizations were conducted. The Comprehensive Meaningful Works Scale was used to measure multiple dimensions of MW. FINDINGS: Our study demonstrated that individual and professional autonomy have significant positive relationships with six of the seven MW dimensions. Perceived group autonomy has significant positive, though weak, relationships with two dimensions of MW. DISCUSSION: Our results show that different forms of autonomy relate differently to the dimensions of MW and as such demonstrate that the relationship between autonomy and MW is not a simple input-output relationship. Our results show partial support for the autonomy-MW framework. Health care organizations that want to cultivate MW should not automatically implement autonomous teams but rather understand that a combination of autonomy practices could lead to MW.

The Bright and Dark Side of Gossip for Cooperation in Groups.

Recent experimental studies seem to concur that gossip is good for groups by showing that gossip stems from prosocial motives to protect group members from non-cooperators. Thus, these studies emphasize the "bright" side of gossip. However, scattered studies point to detrimental outcomes of gossip for individuals and groups, arguing that a "dark" side of gossip exists. To understand the implications of gossip for cooperation in groups, both the dark and bright side of gossip must be illuminated. We investigated both sides of gossip in two scenario studies. In Study 1 (N = 108), we confronted participants with a free-rider in their group and manipulated whether the gossip recipient was the free-rider's potential victim or not. Participants showed a higher group protection motivation in response to gossip when imagining gossiping to a potential victim of a norm violator compared to a non-victim. They showed a higher emotion venting motivation when imagining gossiping to a non-victim compared to a potential victim. Both these gossip motives were related to an increased tendency to gossip. In Study 2 (N = 104), we manipulated whether participants were the targets or observers of gossip and whether the gossip was true or false. Results showed that targets of negative gossip intended to increase their work effort in the short run, but only when the gossip was true. Furthermore, gossip targets reported lower long-term cooperative intentions toward their workgroup regardless of gossip veracity. This paper demonstrates that gossip has both a "dark" and "bright" side and that situational factors and agent perspectives determine which side prevails.

Getting a Grip on the Grapevine: Extension and Factor Structure of the Motives to Gossip Questionnaire.

Gossip is condemned but also ubiquitous and thought to be essential for groups. This triggers the question of which motives explain gossip behavior. Hitherto, negative influence, social enjoyment, group protection, and information gathering and validation are established as motives to gossip. However, venting emotions-discussed as a potentially important motive-has been overlooked empirically. Furthermore, a lack of consensus about a definition of gossip may have affected previous conclusions about gossip motives. This study (N = 460) expands the Motives to Gossip Questionnaire (MGQ; Beersma and Van Kleef, 2012) by including a subscale measuring emotion venting, the desire to share emotionally evocative experiences. To validate the five motives to gossip across definitions, we asked participants to report the most recent gossip event they experienced, randomly assigning them to one of three instructions containing different gossip definitions commonly used in the literature: (1) broad instructions (sharing information about third parties who have no knowledge of the exchanged information), (2) narrower instructions (adding that the shared information must be evaluative), and (3) instructions using the word gossip. After participants recalled and described a gossip event, they completed the 25-item measure of five motives to gossip: social enjoyment, information gathering and validation, negative influence, group protection, and emotion venting. Confirmatory factor analysis confirmed the five-factor structure. Multi-group confirmatory factor analysis supported full invariance across the three definition conditions. This indicates the Motives to Gossip Questionnaire successfully measures the five dimensions argued to motivate gossip and can be applied in research conceptualizing gossip both narrowly and broadly.

Maldistribution or scarcity of nurses? The devil is in the detail.

AIMS: The goal of this paper was to improve our understanding of nursing shortages across the variety of health care sectors and how this may affect the agenda for addressing nursing shortages. A health care sector comprises a number of health care services for one particular type of patient care, for example, the hospital care sector. BACKGROUND: Most Western countries are shifting health care services from hospital care towards community and home care, thus increasing nursing workforce challenges in home and community care. In order to implement appropriate policy responses to nursing workforce challenges, we need to know if these challenges are caused by maldistribution of nurses and/or the scarcity of nurses in general. EVALUATION: Focusing on the Netherlands, we reviewed articles based on data of a labour market research programme and/or data from the Dutch Employed Persons' Insurance Administration Agency. The data were analysed using a data synthesis approach. KEY ISSUES: Nursing shortages are unevenly distributed across the various health care sectors. Shortages of practical nurses are caused by maldistribution, with a long-term projected surplus of practical nurses in hospitals and projected shortages in nursing/convalescent homes and home care. Shortages of first-level registered nurses are caused by general scarcity in the long term, mainly in hospitals and home care. CONCLUSIONS: Nursing workforce challenges are caused by a maldistribution of nurses and the scarcity of nurses in general. To implement appropriate policy responses to nursing workforce challenges, integrated health care workforce planning is necessary. IMPLICATIONS FOR NURSING MANAGEMENT: Integrated workforce planning models could forecast the impact of health care transformation plans and guide national policy decisions on transitioning programmes. Effective transitioning programmes are required to address nursing shortages and to diminish maldistribution. In addition, increased recruitment and retention as well as new models of care are required to address the scarcity of nurses in general.

Sweeping the Floor or Putting a Man on the Moon: How to Define and Measure Meaningful Work.

Meaningful work is integral to well-being and a flourishing life. The construct of "meaningful work" is, however, consistently affected by conceptual ambiguity. Although there is substantial support for arguments to maintain the status of conceptual ambiguity, we make a case for the benefits of having consensus on a definition and scale of meaningful work in the context of paid work. The objective of this article, therefore, was twofold. Firstly, we wanted to develop a more integrative definition of meaningful work. Secondly, we wanted to establish a corresponding operationalization. We reviewed the literature on the existing definitions of meaningful work and the scales designed to measure it. We found 14 definitions of meaningful work. Based on these definitions, we identified four categories of definitions, which led us to propose an integrative and comprehensive definition of meaningful work. We identified two validated scales that were partly aligned with the proposed definition. Based on our review, we conclude that scholars in this field should coalesce rather than diverge their efforts to conceptualize and measure meaningful work.

A Temporal Map of Coaching.

Economic pressures on companies, technological developments, and less stable career paths pose potential threats to the well-being of employees (e.g., stress, burn-out) and require constant adaptation. In the light of these challenges, it is not surprising that employees often seek the support of a coach. The role of a coach is to foster change by facilitating a coachees' movement through a self-regulatory cycle with the ultimate aim of stimulating sustained well-being and functioning. While meta-analytic research indicates that coaching interventions can be effectively applied to assist employees in dealing with change, the current literature on coaching lacks solid theoretical frameworks that are needed to build a cumulative knowledge-base and to inspire evidence-based practice. In this conceptual analysis, we examine the coaching process through a temporal lens. By doing so, we provide an integrated theoretical framework: a temporal map of coaching. In this framework, we link seminal concepts in psychology to the coaching process, and describe which competencies of coachees are crucial in the different stages of change that coaching aims to bring about. During the preparatory contemplation stage, targeting coachees' awareness by enhancing their mindfulness and environmental receptiveness is important. During the contemplation stage, coachees' willingness and perceived ability to change are central competencies. We propose that coaches should therefore foster intrinsic goal orientation and self-efficacy during this stage. During the planning stage, coaches should focus on goal-setting and implementation intentions. Finally, during the maintenance/termination stage, stimulating coachees' reflection is especially important in order to help them to integrate their learning experiences. The framework delineated in this paper contributes to the understanding of coaching as a tool to assist employees in dealing with the challenges of an increasingly dynamic work-environment and yields concrete suggestions for future theory development and research on coaching.

The emergence of the Activity Reduces Conflict Associated Strain (ARCAS) model: a test of a conditional mediation model of workplace conflict and employee strain.

To test and extend the emerging Activity Reduces Conflict-Associated Strain (ARCAS) model, we predicted that the relationship between task conflict and employee strain would be weakened to the extent that people experience high organization-based self-esteem (OBSE). A survey among Dutch employees demonstrated that, consistent with the model, the conflict-employee strain relationship was weaker the higher employees' OBSE and the more they engaged in active problem-solving conflict management. Our data also revealed that higher levels of OBSE were related to more problem-solving conflict management. Moreover, consistent with the ARCAS model, we could confirm a conditional mediation model in which organization-based self-esteem through its relationship with problem-solving conflict management weakened the relationship between task conflict and employee strain. Potential applications of the results are discussed.