Mediation of psychological ownership between green human resources management and nursing faculty's green behavior.

BACKGROUND: Greening organizations have become a top priority for decision-makers in the 21st century. Psychological ownership can be improved through responsible administration, which, in turn, improves green behavior. AIM: Investigating the mediating role of psychological ownership in the relationship between green human resources management (HRM) and green behavior among nursing faculty. DESIGN AND METHOD: A correlational analytical research design was utilized to conduct the study following the STROBE guidelines. A convenience sample of 204 academic staff was used. Four data collection tools were used: sociodemographic characteristics, the green HRM questionnaire, the Psychological Ownership Scale, and the Green Behaviour Scale. RESULTS: Faculty members who perceive strong green HRM practices are more likely to have heightened psychological ownership, positively influencing their engagement in green behavior. Conversely, weaker perceptions of green HRM are associated with lower levels of green behavior. Psychological ownership was found to act as a partial mediator between green HRM and green behavior. Even when considering the influence of psychological ownership, green HRM has a significant and direct impact on green behavior. CONCLUSION: Faculty members who perceive a high level of green HRM practices are more likely to have a high level of psychological ownership that, in turn, influences their green behavior. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Workshops on psychological ownership and green behavior can foster environmental sustainability. Policies should integrate green HRM practices into nursing education and healthcare facilities, recognizing psychological ownership's role. Incentivizing green initiatives can motivate staff, aligning with broader conservation goals. Encouraging an ethos of environmental stewardship benefits both the healthcare and sustainable development agendas.

Human resource management at the intensive care unit: A pragmatic review and future research agenda for building a learning health system.

Recently, the importance of efficient and effective health care has been recognized, especially during the acute phase of the Coronavirus Disease-2019 (COVID-19) pandemic. Intensive care units (ICUs) have faced an immense workload, with massive numbers of patients being treated in a very short period of time. In general, ICUs are required to deliver high-quality care at all times during the year. At the same time, high-quality organizational goals may not be aligned with the interests, motivation, and development of individual staff members (eg, nurses, and doctors). For management of the ICU, it is important to balance the organizational goals and development of the staff members ("their human capital"), usually referred to as human resource management. Although many studies have considered this area, no holistic view of the topic has been presented. Such a holistic view may help leadership and/or other stakeholders at the ICU to design a better learning health system. This pragmatic review aims to provide a conceptual model for the management of ICUs. Future research may also use this conceptual model for studying important factors for designing and understanding human resources in an ICU.

Identifying the communication of burnout syndrome on the Twitter platform from the individual, organizational, and environmental perspective.

Addressing the escalating prevalence of burnout syndrome, which affects individuals across various professions and domains, is becoming increasingly imperative due to its profound impact on personal and professional aspects of employees' lives. This paper explores the intersection of burnout syndrome and human resource management, recognizing employees as the primary assets of organizations. It emphasizes the growing importance of nurturing employee well-being, care, and work-life balance from a human resource management standpoint. Employing social media analysis, this study delves into Twitter-based discourse on burnout syndrome, categorizing communication into three distinct dimensions: individual, organizational, and environmental. This innovative approach provides fresh insights into interpreting burnout syndrome discourse through big data analysis within social network analysis. The methodology deployed in this study was predicated upon the enhanced Social Media Analysis based on Hashtag Research framework and frequency, topic and visual analysis were conducted. The investigation encompasses Twitter communication from January 1st, 2019, to July 31st, 2022, comprising a dataset of 190,770 tweets. Notably, the study identifies the most frequently used hashtags related to burnout syndrome, with #stress and #mentalhealth leading the discussion, followed closely by #selfcare, #wellbeing, and #healthcare. Moreover, a comprehensive analysis unveils seven predominant topics within the discourse on burnout syndrome: organization, healthcare, communication, stress and therapy, time, symptoms, and leadership. This study underscores the evolving landscape of burnout syndrome communication and its multifaceted implications for individuals, organizations, and the broader environment, shedding light on the pressing need for proactive interventions. In organizations at all levels of management, the concept of burnout should be included in the value philosophy of organizations and should focus on organizational aspects, working hours and work-life balance for a healthier working environment and well-being of employees at all levels of management.

Health Management: Evaluating the Relationship between Organizational Factors, Psychosocial Risks at Work, Performance Management, and Hospital Outcomes.

Introduction-Health system (HS) health organizations are complex and are in constant dynamic interaction with multiple elements, including political, environmental, societal, legal, and organizational factors, along with human components, such as human resources, patients, and other stakeholders. Objective-This research aimed to study three HS organizations, identifying and characterizing the elements of health organizations and the factors related to professionals, determining their influence on economic and financial performance results, as well as results related to the professionals and to the patients comprising the institutions. Method-A quantitative study was conducted in which data were collected through questionnaires from various sources to better understand and characterize the factors related to organizations, professionals, and patients (470 health professionals and 768 patients). To test the integrated evaluation model for health organizations, path analysis was used. Results-The results reveal that the organizational culture (OC) presents a positive relationship between the professional's quality of life (QL) and the performance management (PM) of the professionals, along with a negative relationship with the psychosocial work risks (PWR). There is also a relationship between the OC and patient satisfaction (PS), professional job satisfaction (PJS), and economic and financial results (EFR). In the relationship between the processes and the results, there are significant relationships between PM and PJS and PWR and PJS. In terms of the results, there is a significant relationship between the EFR and the PS. Conclusions-This study contributes to a deeper knowledge of the factors that influence the quality of health organizations and their results and produces recommendations for health organizations to address the current challenges.

Human resource management (HRM) strategies of medical staff during the COVID-19 pandemic.

Healthcare workers are at the forefront of fight against COVID-19 and the managers of medical centers should develop coping strategies for the challenges caused by COVID-19, especially for health human resources in order to improve the performance of healthcare organizations. Hence, the purpose of this study is to investigate the human resource management strategies of medical staff during the COVID-19 to help them cope with the new strains of COVID-19 or epidemics of viral diseases that may occur in the future. In this study, a search was performed in the international Web of Science electronic database, using keywords such as human resource management and COVID-19. As a result, a total of 1884 articles published between January 1st, 2020 and October 22nd, 2021 were extracted. After screening the articles based on inclusion and exclusion criteria, 24 articles were selected to enter the study. Then, a scientometric analysis was performed on the content of selected articles and the results were presented in the form of tables and conceptual models. In total, 9 strategies were extracted from the selected articles including development of organizational culture, staff screening, policy-making, infection control training and monitoring the implementation of learned materials, patient management, human resource management, psychological and motivational support, communication and coordination, and digital health services. Employing comprehensive strategies to maintain the health of healthcare workers during the COVID-19 can play an effective role in reducing burnout, improving productivity and employee satisfaction, and in increasing the resilience of healthcare workers. It also has a positive effect on the patient's safety. Revision and reengineering of human resource management strategies in health and treatment organizations according to different cultures and contexts require research and investment in creative and innovative strategies.

Authentic Leadership, Employee Work Engagement, Trust in the Leader, and Workplace Well-Being: A Moderated Mediation Model.

Purpose: This study proposes a model based on social contagion theory to evaluate the impacts of authentic leadership on employee work engagement (WE) and trust in the leader (TL), integrating the mediating effect of TL and the moderating effect of workplace well-being (WW). Authentic leadership is disaggregated into its subscales: relational transparency (RT), internalized moral perspective (IMP), balanced processing (BP), and self-awareness (SA). Methods: Dubai hotel employees completed 476 surveys. Applying the bootstrapping technique, SmartPLS 4 software was utilized to test the hypotheses in a mediation model. Results: The findings indicate (1) that three subscales of authentic leadership (RT, IMP, and BP) positively impact WE; (2) that RT, IMP, and SA positively impact TL; (3) that TL positively impacts WE; (4) that TL mediates the relationship between RT, IMP, SA, and WE; (5) and that WW moderates the relationship between RT, BP, and WE. Conclusion: Authentic leadership and its subscales are proven to be an excellent tool for achieving employee WE and TL. TL is crucial for effective hotel operation, as it impacts employee WE and acts as a mediator between three subscales of authentic leadership and WE. WW moderates the relationship between two authentic leadership subscales and WE but does not interact in the relationship between TL and WE. Both researchers and hotel managers can benefit from these new findings, which also provide a foundation on which to build future investigations.

Conceptual framework for management or transmission of knowledge in companies: A systematic review.

The literature on knowledge management as a broad area, typically studied under the scope of business management, and on knowledge transmission as a process, often studied under the scope of work psychology and ergonomics, although extensive, lacks a synthesis regarding the dimensions involved in knowledge management or transmission practices in workplaces. Thus, this study aims to systematize the existing programs for management or transmission of knowledge in workplaces and to develop a conceptual framework to support their design and implementation in this context. Thereto, the study resorts to the main scientific approaches that address knowledge management and knowledge transmission (business management and work psychology/ergonomics). The methodology followed a systematic review to identify and analyse the programs concerning the management or transmission of knowledge implemented in professional contexts, nearly from the beginning of the 21st century, considering the two scientific approaches. The analysis of the 28 articles shows what defines the implemented practices, their impact, and the role assumed by HR. The results demonstrate differences and similarities between the two approaches which guided the dimensions included in the conceptual framework. This study makes advances for both the scientific field, bringing different scientific discourses closer together by acknowledging their strengths; and for practitioners, through the possibility of improving the understanding of the application scope of the concepts of knowledge management and knowledge transmission, as well as supporting their action in workplaces.

Managing the negative impact of workforce diversity: The important roles of inclusive HRM and employee learning-oriented behaviors.

The workforce has become more diverse than it used to be. Although organizations actively capitalize on workforce diversity to enhance team innovation and organizational performance, it is found that workforce diversity also has potential risks, among which interpersonal conflict is the most salient one. However, we still know relatively less about why workforce diversity may link to higher interpersonal conflict and, more importantly, how to mitigate the negative impact of workforce diversity. Based on the workplace diversity theories (e.g., the categorization-elaboration model), this study examined how workforce diversity was positively related to interpersonal conflict through impacting one's affective states, and to what extent this indirect effect can be weakened by organization-initiated practices (i.e., the inclusive human resources management (HRM) practices) and employee-initiated behaviors (i.e., employee learning-oriented behaviors). Using two-wave surveys from 203 employees from various organizations in China, we confirmed our hypotheses. Our results showed that perceived workforce diversity was positively related to interpersonal conflict through increasing negative affect (after we controlled for the objective diversity level calculated by the Blau index), and this indirect effect was weakened when the levels of inclusive HRM practices and employee learning-oriented behaviors were high. Our study suggests that it is important for organizations to be aware of the detrimental impact of workforce diversity. In addition, it is essential to use both the top-down (e.g., inclusive HRM practices) and bottom-up (e.g., employee learning-oriented behaviors) approaches to managing the challenges presented by diversity so as to unlock more potential of diversity in the workplace.

Equipe de limpeza hospitalar no contexto pandêmico: protocolo de scoping review / Hospital housekeeping team in the pandemic context: a scoping review protocol / Equipo de limpieza hospitalaria en el contexto de la pandemia: protocolo de revisión de alcance

OBJETIVO: Mapear a produção científica acerca da atuação dos profissionais de limpeza hospitalar durante a pandemia da COVID-19. MÉTODO: A busca será realizada nas bases de dados eletrônicas: PubMed / MEDLINE, Web of Science, Scopus Preview, Embase, Cochrane Library, Cumulative Index to Nursing and Allied Health Literature (CINAHL) e Biblioteca Virtual da Saúde (BVS). Para análise na literatura cinzenta será realizada pesquisa na Biblioteca Digital Brasileira de Teses e Dissertações, Google Scholar e Open Gray, sem aplicação de filtros. Os critérios de elegibilidade serão: estudos disponíveis na íntegra, publicados a partir de dezembro de 2019,e que respondem à questão de pesquisa proposta. Estudos em andamento ou preprint serão excluídos. Será realizada a avaliação do título e do resumo de todos os estudos localizados, com base nos critérios de elegibilidade. Os dados extraídos serão apresentados em diagramas ou no formato tabular, sendo acompanhados por um resumo narrativo.

OBJECTIVE: To map the scientific production about the performance of hospital housekeeping professionals during the COVID-19 pandemic. METHOD: The research will be conducted in the following electronic databases: PubMed/MEDLINE, Web of Science, Scopus Preview, Embase, Cochrane Library, Cumulative Index to Nursing and Allied Health Literature (CINAHL) and Biblioteca VirtualdaSaúde (BVS). In the case of the Gray Literature, a search will be performed in the Brazilian Library of Theses and Dissertation, in Google Scholar and in Open Gray, without applying any filters.The eligibility criteria will be the following: studies available in full, published from December 2019 onwards, and that answer the research question proposed. On going or preprint studies will be excluded.The titles and abstracts of all thes tudiesfound will be evaluated based on the eligibility criteria. The data extracted will be presented in diagram sortables, accompanied by a narrative summary.

OBJETIVO: Mapear la producción científica acerca del desempeño de los profesionales de limpieza hospitalaria durante la pandemia de COVID-19. MÉTODO: La búsqueda se realizará en las siguientes bases de datos electrónicas: PubMed/MEDLINE, Web of Science, Scopus Preview, Embase, Cochrane Library, Cumulative Index to Nursing and Allied Health Literature (CINAHL) y Biblioteca Virtual de la Salud (BVS). En el caso de la investigación en la Literatura Gris, la búsqueda se realizará en la Biblioteca Digital Brasileña de Tesis y Disertaciones, en Google Scholar y en Open Gray, sin aplicar ningún filtro. Los criterios de elegibilidad serán los siguientes: estudios disponibles en su texto completo, publicados a partir de diciembre de 2019, y que respondan la pregunta de investigación propuesta. Se excluirán estudios en curso o en preprint. Se evaluarán los títulos y resúmenes de todos los estudios localizados sobre la base de los criterios de elegibilidad. Los datos extraídos se presentarán en diagramas o tablas, acompañados por un resumen narrativo.

The causes of occupational accidents in human resources: the human factors theory and the accident theory perspective.

Objectives. Despite many precautions taken in our country, the number of occupational accidents elevates continuously. In the literature, the causes of accidents due to human error are usually determined by a single theory base. However, according to the combination theorem, the real causes of occupational accidents can only be found by adopting more than one theory. The main purpose of this study is to evaluate the causes of occupational accidents in human resources with a combination of human factors theory and accident theory. Methods. We examined 600 occupational accident reports and analyzed the data with SPSS version 20.0. Results. Five basic dimensions of occupational accidents related to human resources were determined. Occupational accidents caused by tiredness and inadequacy differ in favor of the fatal accident type, while the others differ in favor of the injury accident type. The dimensions of tiredness and erroneous behavior differ in favor of the cut injury type, while other accidents differ in favor of the fall from height type. Conclusion. In the context of the combination theorem, the most dangerous causes of occupational accidents due to human resources are overload and ergonomic traps. Tiredness, inexperience and inadequacy dimensions are among the other most dangerous causes.

Precarious work at a surgical center: implications for the organization and for the health of nursing workers / Trabajo precario em centro quirúrgico: implicaciones organizacionales para la salud del trabajador de enfermería / Trabalho precário em centro cirúrgico: implicações organizacionais e a saúde do trabalhador de enfermagem

ABSTRACT Objectives: to analyze the implications of precarious work for the organization of work and for the health of nursing professionals in a surgical center. Methods: qualitative, descriptive study in which the interview technique was applied on 30 nursing professionals from a surgical center in a university hospital located in the Southeast region of Brazil. The project was approved by the research ethics committee. Thematic content analysis was applied in the categorization of speeches. Results: precarious work in the surgical center negatively affects the organization of work due to staff turnover, loss of skilled talent, and the need for continuous training of temporary workers. It also affects the quality of care, leading to risks to patient safety and workers' health.Final Considerations: it is important to make work conditions less precarious in order to minimize staff turnover and promote the quality of the service offered and the health of the worker.

RESUMEN Objetivos: analizar las implicaciones del trabajo precario para la organización laboral y la salud de los profesionales de enfermería en un centro quirúrgico. Métodos: se trata de un estudio cualitativo, descriptivo, llevado a cabo mediante entrevista con 30 profesionales de enfermería en un centro quirúrgico de un municipio de la región sureste de Brasil. El proyecto fue aprobado por el comité de ética e investigación. En la categorización de las declaraciones, se aplicó el análisis de contenido temático. Resultados: la precarización en centros quirúrgicos interfiere negativamente en la organización del trabajo debido a la rotación de personal, la fuga de capital intelectual y la necesidad de capacitación continua de los trabajadores temporarios. Existe una interferencia en la calidad de la atención con riesgos para la seguridad de los pacientes y la salud de los trabajadores. Consideraciones Finales: se ratifica la importancia de apuntalar el trabajo con el intuito de minimizar la rotación laboral y promover la calidad del servicio brindado y la salud del trabajador.

RESUMO Objetivos: analisar as implicações do trabalho precário para a organização do trabalho e para a saúde dos profissionais de enfermagem em centro cirúrgico. Métodos: estudo qualitativo, descritivo no qual se utilizou a técnica de entrevista com 30 profissionais de enfermagem de centro cirúrgico em um hospital universitário situado em um município da região sudeste, Brasil. Projeto aprovado por comitê de ética e pesquisa. Na categorização dos depoimentos aplicou-se a análise de conteúdo temática. Resultados: a precarização em centro cirúrgico interfere negativamente na organização do trabalho devido a rotatividade de pessoal, a fuga de capital intelectual e a necessidade de treinamento contínuo dos trabalhadores temporários. Há interferência na qualidade da assistência com riscos para a segurança dos pacientes e a saúde dos trabalhadores. Considerações Finais: ratifica-se a relevância da desprecarização do trabalho no intuito de minimizar a rotatividade dos profissionais, promover a qualidade do serviço ofertado e a saúde do trabalhador.

First facts on the distribution of personal protective equipment during the coronavirus pandemic and facts revealed by medical entities in Brazil: a cross-sectional study

Abstract BACKGROUND: The 2019 coronavirus pandemic (COVID-19) has revealed precarious public health conditions worldwide, where serious failures have occurred, similar to the distribution of personal protective equipment (PPE) to physicians in the government of Brazil. OBJECTIVE: The objective of this investigation was to prove through facts that there have been failures in the distribution of PPE to medical professionals within a reasonable timeframe. DESIGN AND SETTING: Through a cross-sectional study, we sought to identify the information and data on the subject of "Distribution of PPE" from the official sites of all the national and regional medical representative entities. METHODS: All medical representative entities, such as unions, councils, and federations, were identified by searching their existing websites, which were active on the World Wide Web, identifying facts, news, and official data regarding the supply of PPE on a daily basis and during the research period. RESULTS: It was evident from the identification of over 3,900 physician complaints and news reports that there was a failure to distribute PPE to medical professionals in Brazil over a reasonable period. Several physicians obtained PPE through the ruling of the courts. CONCLUSIONS: There was indeed a failure in the context of health service administration, which compromised the second level of the Maslow Scale, safety needs, and exposed these professionals to a greater risk than necessary, compromised the quality of work life, and directly compromised the doctor-patient relationship. The condition of the physicians cannot be forgotten during the COVID-19 pandemic.

Public Health Bachelor’s Perception of Skills Needed to Work in the Health Office: A Qualitative Study among Alumni from Universitas Negeri Malang

@#Introduction: Health is a dynamic, emerging, and interdisciplinary field. To address current health problem challenges, we need a public health workforce constantly adaptable and equipped with the newest skills. This study was to explore the skills needed by public health bachelor’s to work in the health office. Methods: We used qualitative methods. A total of six participants took part in this study. Interviews were held virtually via Zoom Platform in September 2022 using a semi-structured interview guide. Interviews were audio-visual recorded, and transcribed verbatim. The transcripts were coded by members of the research team and a thematic analysis was conducted. Results: The majority of participants get jobs in the office through different work entrances. Our study identifies that participants need technical and interpersonal skills to support their job in the health office. Outside learning contributes to developing skills needed by participants. Conclusion: This study represents an initial endeavor to identify the core work-related skills for public health graduates who work in the health office. Future research is needed for longitudinal larger scale quantitative studies to confirm our qualitative findings. In addition, our findings promote transformations on learning for Bachelor of Public Health Program more comprehensively.

Concepción del proceso de gestión en el contexto de Enfermería profesional / Conception of the management process in the context of Professional Nursing

Introducción: La gestión constituye una actividad fundamental de la organización del trabajo y en el contexto profesional de Enfermería tiene como reto lograr la sostenibilidad del cuidado. Este profesional asume su gestión como un proceso complejo, que manifiesta la necesidad de un análisis valorativo, en los aspectos teóricos y metodológicos, que exigen la disciplina y el sistema sanitario. Objetivo: Sistematizar el término gestión en el contexto de Enfermería profesional. Métodos: Revisión bibliográfica sistemática de obras publicadas durante los años 2010 al 2020, seleccionadas durante los meses enero a abril del 2021. Se utilizaron palabras clave reconocidas en DeCS y operadores booleanos: "Administración de recursos humanos" AND "Organización" OR "Administración" AND "Administración Hospitalaria" AND "Atención de Enfermería" OR "Servicios de Enfermería". La búsqueda fue realizada en las bases de datos: Dialnet, SciELO, Índex, Redalyc, Medigraphic. Se utilizó el diagrama de flujo PRISMA para favorecer la formulación de la maniobra de búsqueda. La pregunta guía se estructuró a través de la metodología PICO, cuyo nombre proviene del inglés Patient, Intervention, Comparation, Outcome. La sistematización favoreció la interpretación de los referentes y resultados de la organización del conocimiento científico y la bibliografía cotejada. Conclusiones: Se reconoce la variada similitud de criterios y relevancia de integración y fusión, del proceso de gestión de Enfermería en diversas áreas del conocimiento en la especialidad, con vistas a mejorar la actividad gestora, en correspondencia con el objeto social y los resultados, atemperados a las exigencias del sistema de salud en los diferentes niveles de atención(AU)

Introduction: Management is a fundamental activity of the organization of work and has as a challenge, to achieve the sustainability of care, in the professional context of Nursing. This professional assumes its management as a complex process, which manifests the need for an evaluative analysis, in the theoretical and methodological aspects, which require the discipline and the health system. Objective: To systematize the term management in the context of Professional Nursing. Methods: Systematic bibliographic review of works published during the years 2010 to 2020, selected during the months January to April 2021. Recognized keywords in DeCS and Boolean operators were used: "Human Resource Management" AND "Organization" OR "Administration" AND "Hospital Administration" AND "Nursing Care" OR "Nursing Services". The search was carried out in the databases: Dialnet, Scielo, Índex, Redalyc, Medigraphic. The PRISMA flowchart was used to favor the formulation of the search maneuver. The guiding question was structured through the PICO methodology, whose name comes from the English Patient, Intervention, Comparation, Outcome. The systematization favored the interpretation of the referents and results of the organization of scientific knowledge and the collated bibliography. Conclusions: The varied similarity of criteria and relevance of integration and fusion of the Nursing management process in various areas of knowledge in the specialty is recognized, with a view to improving the management activity, in correspondence with the social purpose and the results, tempered to the demands of the health system at the different levels of care(AU)

An Empirical Framework for Assessing the Balanced Scorecard Impact on Sustainable Development in Healthcare Performance Measurement.

Performance appraisal has become an essential tool for healthcare managers due to the frequent and rapid changes in the healthcare sector. Sustainable performance management implies increasing organizations' efficiency and effectiveness while considering all vectors of sustainability. This study examines the impact of digital transformation, accounting information systems, and strategic human resource management improvements on organizational performance and sustainable development. The paper uses the balanced scorecard (BSC) for organizational performance assessment. The paper proposes a theoretical model that integrates the traditional and digital information systems and human resources engagement with the BSC dimensions for sustainable organizational development. The theoretical model is tested in an empirical study involving a questionnaire-based survey of 387 employees with management experience in the healthcare sector. Based on structural equation modeling, the research results showed that the efficiency and effectiveness of strategic human resources management and the accounting information system significantly positively affect the BSC dimensions. Furthermore, the use of BSC in measuring organizational performance has significant effects on sustainable development, with the internal process dimension being the most influential.

Green human resources management: A novel tool to boost work engagement.

Increasing environmental awareness in business life has given way to Green Human Resources Management practices. The positive corporate image created by GHRM is encouraging for many employees and boosts their work engagement. GHRM practices make employees feel proud about their organization and creates a value-based ground for working in their current companies. Actually, internalized green inclinations of organizations, namely, value alignment between an organization and an employee, can make their employees feel greater psychological ownership about their companies, leading to greater engagement as it is suggested in social identity theory. Being inspired from psychological ownership literature, in this study, it is assumed that being exposed to Green Human Resources Management practices can make employees feel higher levels of work engagement and psychological ownership can have a mediator effect in this relationship. The model has been a tested model among 255 Turkish white-collar employees working in a manufacturing sector. Analyses have been carried out using the AMOS structural equation program and the PROCESS program. Results confirmed the above assumptions, confirming the assumptions of social identity theory and revealed the existence of mediator effect in the relationship between GHRM and work engagement of employees, illuminating the importance of GHRM for employees' positive attitudes toward their organization.

How psychological empowerment impacts task performance: The mediation role of work engagement and moderating role of age.

This paper presents a mediation-moderated model of the relationship between psychological empowerment, work engagement, age, and task performance. I seek to provide a more nuanced understanding of the mediating role of work engagement in the positive effect of psychological empowerment on task performance. Further, I explore employee age as a moderating factor in this mediation. I used online surveys among a sample of Latin American textile industry employees to capture individual perceptions about psychological empowerment, work engagement, and task performance. I modeled a mediation-moderated model using Hayes' Process macro. The results confirm that the positive impact of employee psychological empowerment on task performance is partially mediated by work engagement. In addition, age was a significant moderator of the mediation effect. This study expands knowledge about how the psychological empowerment-work engagement relationship can predict task performance, including age as a boundary condition. Following the Job Demands-Resources theory, I also prove that conceptualizing psychological empowerment as a personal resource can benefit the integration of psychological empowerment and the work engagement stream of research. Moreover, the findings may help human resources management (HRM) researchers and practitioners acknowledge contextual differences in understanding the combined effects of psychological empowerment and work engagement. For instance, textile industry human resources managers can develop specific age-based human resource systems that empower and engages employees from emerging economies.

The perceived impact of physician shortages on human resource strategies in German hospitals - a resource dependency perspective.

PURPOSE: Like other European countries, Germany is facing regional physician shortages, which have several consequences on patient care. This study analyzes how hospitals perceive physician shortages and which strategies they adopt to address them. As a theoretical framework, the resource dependency theory is chosen. DESIGN/METHODOLOGY/APPROACH: The authors conducted 20 semi-structured expert interviews with human resource officers, human resource directors, and executive directors from hospitals in the northwest of Germany. Hospitals of different ownership types, of varying sizes and from rural and urban locations were included in the sample. The interviews were analyzed by using qualitative content analysis. FINDINGS: The interviewees reported that human resource departments in hospitals expand their recruiting activities and no longer rely on one single recruiting instrument. In addition, they try to adapt their retaining measures to physicians' needs and offer a broad range of employment benefits (e.g. childcare) to increase attractiveness. The study also reveals that interviewees from small and rural hospitals report more difficulties with attracting new staff and therefore focus on recruiting physicians from abroad. PRACTICAL IMPLICATIONS: Since the staffing situation in German hospitals will not change in the short term, the study provides suggestions for hospital managers and health policy decision-makers in dealing with physician shortages. ORIGINALITY/VALUE: This study uses the resource dependency theory to explain hospitals' strategies for dealing with healthcare staff shortages for the first time.

Continuous Effects of Green Transformational Leadership and Green Employee Creativity: A Moderating and Mediating Prospective.

Responding to environmental concerns is a new indication of innovativeness, allowing businesses to achieve competitive advantages by executing innovative activities that benefit individuals and the entire community. Much intention has been retained in this perspective on "green employee creativity." However, few studies have examined the combined effect of green creativity from relations between people and organizational practices. As a result, we sought to explain the variation in employees' green creativity by investigating relations of four factors outside of the organizational context (transformational leadership, green innovation strategy, green human resources management-GHRM, and green process engagement) with individual factors (such as employees' green creativity). Data were retrieved from 150 employees pertaining to electronic companies. Data were statistically analyzed by SmartPLS software. Main results revealed that green transformational leadership positively affects employee green creativity, GHRM, and green process engagement play a significant mediating role in the relation between green transformational leadership and employee green creativity. Furthermore, the green innovation strategy significantly moderates transformational leadership and green process engagement. This effect is improved when the level of green innovation strategy is high rather than low.