New Kids on the Block? A Bibliometric Analysis of Emerging COVID-19-Trends in Leadership Research.

The COVID-19 pandemic has resulted in unprecedented challenges for society. The effects on organizations have been drastic and such tough times have demanded new organizational solutions as well as strong and new forms of organizational leadership. Leadership scholars have accelerated their research efforts in the quest to identify what is needed to lead in these uncertain times. In this paper, we adopt a bibliometric review to unravel the emerging trends in leadership research in the wake of the COVID-19 pandemic, and in doing so, identify commonalities and divergences in these themes with respect to leadership approaches and assess potential avenues for future research. The findings reveal that research on the topic has emerged along six main clusters: (1) leadership and employee health during pandemic times, (2) public leadership, (3) leadership in health care, (4) leadership and diversity, (5) educational leadership, and (6) leadership and persuasive communication. The findings reveal that across these clusters, the pandemic has sparked research on leadership approaches that deal with change and uncertainty as well as those that are less hierarchical and person centered in nature. We also notice a novel attention to context. Rather than "new kids on the block," these trends are largely continuations of established leadership theories and approaches that see their particular importance increase in this unprecedented situation. Finally, we outline some distinct avenues for further research with regard to leadership in COVID-19 times.

Understanding the relationship between absence constraints and presenteeism among nurses and midwives: Does social support matter?

BACKGROUND: The substitution hypothesis identifies absence constraints such as job and organizational demands as key precursors of presenteeism (attending work while ill). However, the relationship between absence constraints and presenteeism might be more complex than traditionally assumed (i.e., curvilinear). Moreover, it also remains unclear whether and how effective social support is in buffering these relationships. PURPOSE: This study investigates whether the relationship between key absence constraints (i.e., attendance enforcement and work overload) and presenteeism follows a U-shaped curvilinear pattern and whether support mechanisms (i.e., colleague and manager support) moderate the absence constraints-presenteeism relationship. METHODOLOGY: To answer these questions, we employed binary logistic regression analysis on survey data from a large and representative sample of nurses and midwives from Ireland ( N = 1,037). RESULTS: The relationship between absence constraints and presenteeism is dependent on the type of absence constraint, with attendance enforcement demonstrating a curvilinear relationship and work overload demonstrating a linear relationship. Contrary to expectations, social support had limited impact on this relationship and acted as a "constraint in disguise" in the case of manager support and had no impact in the case of colleague support. CONCLUSION: Our study challenges the basic tenets of the substitution hypothesis of presenteeism, particularly the idea that eliminating absence constraints always reduces the likelihood of presenteeism among nurses and midwives. PRACTICE IMPLICATIONS: Increasing support to reduce presenteeism is unlikely to be effective in controlling presenteeism among nurses and midwives. Hospitals would be better served by directly targeting the absence constraints of such presenteeism behavior.

Reducing burnout among nurses: The role of high-involvement work practices and colleague support.

BACKGROUND: The impact of human resource practices on nurses' well-being, the underlying mechanisms involved, and the contextual factors that enhance or impede their success are not fully clear. PURPOSE: The aim of this article was to examine a moderated mediation model whereby high-involvement work practices are purported to reduce nurses' burnout via psychological empowerment, and colleague support is expected to moderate the mediating role of psychological empowerment in the high-involvement work practices-burnout link. METHODOLOGY/APPROACH: Structural equation modeling was employed on cross-sectional survey data collected from a large sample of nurses in Canada (N = 2,174). RESULTS: The findings revealed that psychological empowerment partially mediated the association between high-involvement work practices and burnout, whereas colleague support was directly associated with lower burnout rather than exerting a moderating effect. CONCLUSION: The study identifies the universality of high-involvement work practices in alleviating nurses' burnout and highlights the important role of psychological empowerment as an explanatory variable. In addition, colleague support is an important yet independent predictor of nurses' burnout. PRACTICAL IMPLICATIONS: This study identifies a strategy that can be adopted by hospital managers to help protect against nurse burnout while offering insights into the underlying process involved.

The determinants of burnout and professional turnover intentions among Canadian physicians: application of the job demands-resources model.

BACKGROUND: Burnout among physicians is growing at an exponential rate and many are leaving the profession. Nevertheless, the specific antecedents and intermediary stages involved in predicting their professional turnover intentions are not fully clear. PURPOSE: We apply the Job Demands-Resources model and investigate an innovative model which predicts physician burnout and its ultimate consequences on professional turnover intentions. METHODOLOGY/APPROACH: Structural equation modeling was used on cross-sectional survey data from a sample of 407 Canadian physicians. RESULTS/CONCLUSIONS: Job demands (work stress, work overload, and work-family conflict) and job resources (patient recognition and meaning at work) influence intention to leave the profession through a two stage health-impairment and motivational process related to health problems and professional commitment, respectively. PRACTICAL IMPLICATIONS: This study identifies key job resources and job demands which predict physician burnout and professional turnover intentions thereby pinpointing which levers managers can use improve their health and retain them in the profession.

New Graduate Nurses' Professional Commitment: Antecedents and Outcomes.

PURPOSE: This study examines the factors that increase new graduate nurses' professional commitment and how this professional commitment in turn affects professional turnover intentions, anxiety, and physical health symptoms. DESIGN: The study was carried out in association with the nursing undergraduate's affiliation of Quebec, Canada. A three-wave longitudinal design was employed among nursing students. Nurses were surveyed before they entered the labor market, and then twice after they started working. METHODS: Participants were contacted by post at their home address. The hypotheses were tested using structural equation modeling. FINDINGS AND CONCLUSION: Professional commitment explains why good work characteristics and the provision of organizational resources related to patient care reduce nurses' anxiety and physical symptoms, and increase their professional turnover intentions. Pre-entry professional perceptions moderate the effects of work characteristics on professional commitment such that when participants hold positive pre-entry perceptions about the profession, the propensity to develop professional commitment is higher. CLINICAL RELEVANCE: There is a worldwide shortage of nurses. From a nurse training perspective, it is important to create realistic perceptions of the nursing role. In hospitals, providing a good work environment and resources conducive to their professional ethos is critical for ensuring nurses do not leave the profession early on in their careers.